The Impact of Human Resource Practices Among Academic Staff on Work Performance Through Job Satisfaction: The Case of State Universities in Sri Lanka
The impact of human resource management practices on the organizational performance is an important topic in the field of human resource management, industrial relations and industrial and organizational psychology. The main purpose of this study is to identify the impact of perceived human resource practices among academic staff on work performance through job satisfaction in state universities in Sri Lanka. To fill this gap the relationship between human resource practices and job performance and job satisfaction have been further examined. There is no substantive empirical study that has been conducted to investigate the relationship between human resource practices, job performance, and job satisfaction in state universities in Sri Lanka.
A survey-based descriptive research design was used. Data was collected from the 100 sample of academicians. Convenience sampling used as the sampling technique and 125 questionnaires were circulated to obtain the data. Questionnaire was consisting with three sections, namely, perceived human resources practices information work performance information and job satisfaction information. The questionnaire responses are drawn on a five point Likert Scale. Secondary data was collected through reports. The stepwise correlation and regression analysis, mediation analysis and p-value were used to confirming the research hypothesis.
As the results of hypothesis testing all the four hypothesis are accepted, so it is concluded that perceived human resource practices and employee’s job satisfaction have positive correlation and significant impact on their work performance in state universities in Sri Lanka. Further, the result revealed that there is a positive relationship between perceived human resources practices and job satisfaction. It was found that there is a positive relationship between job satisfaction and work performance among academicians in state universities in Sri Lanka. As a mediation factor, job satisfaction does not influence work performance in those organizations. Although HR practices has great affect to increase employees work performance, as a mediation factors the job satisfaction is negatively affected to reduce that the relationship of HR practices and work performance.
Employees are interested to work in the organization as well as the services where they get more satisfaction. It is human behavior, employee satisfaction and work performance have always been important issues for management of an organization.
Keywords: Human Resource Practices, Job Satisfaction, Job Performance, State Universities, Academicians.