Human Resources Management Practices, Job Satisfaction and Faculty Performance

Abstract

Being satisfied with the job is significant for organizations. Certain human resource management practices account for job satisfaction and improved performance. The researcher being one of the faculty members of a Higher Education Institution (HEI), felt the need to study on what greatly affects work performance of faculty members in an HEI. The participants of the study were all faculty members, deans and students of the Teacher Education Institutions in Bohol. There was no sampling technique applied since all of them were included in the study. It employed the descriptive-correlation method in gathering the data by employing standardized questionnaires. To determine the perception of the respondents in terms human resource management practices and the level of job satisfaction, the weighted formula was employed. For the teaching performance of the faculty members, the arithmetic mean was used. To determine the relationship between HRM practices and job satisfaction to teaching performance, Pearson Product – Moment Coefficient of Correlation was used while to obtain the data for the difference in the performance of faculty members when grouped according to the raters, One-Way Analysis of Variance (ANOVA) was used. Findings revealed that the faculty members perceived highly the existing human resource management practices in their workplace. The participants developed a high perception with these aspects of human resource management practices. In terms of job satisfaction, the participants perceived a high level of job satisfaction. They found satisfaction with the meaningfulness of the job, social benefits and support from the administrators. The mean of work performance of the faculty members is very satisfactory and there is no difference in the mean of work performance of faculty members as perceived by the deans and students. The result further revealed that there is a significant relationship of human resource management practices, job satisfaction and teaching performance as indicated by the critical value. The study concludes that faculty members with satisfactory performance are driven by a sound human resource practice and satisfaction with their job as teachers. The support from the human resource management department and other administrators results in better teaching performance.