Impact of HR Practice on Employee Job Satisfaction:

“A Study of Synchro World Limited in Myanmar”

1. Introduction

According to the subjectivity, although undeniable to Hierarchy Needs Theory of

Maslow mentioned about that the physiological needs of employees are the first priority,
feeling of their mind or psychological state should also be needed to consider simultaneously.
Candidly, ability to understand the psychology and behavior of people is not very crucial for
only human societies but for working environment also. While operation running in a work
place, if studied and observed carefully the beyond of employees’ behaviors or actions,
reality of their emotional dispositions whether positive or negative attitudes may be seen
clearly.

HR practitioners/professionals often comment that “Happy employees are always

productive employees” and “Happy employees are the potential employees” [ CITATION
MdN16 \l 1033 ]. These proposals significantly elucidated to the positive emotional state as
satisfaction of each employee in working environment. In supposed, human (employee) is the
most valuable asset of an organization and can assume also that they are precious
commodities which forms a special factor to enhance of an organizational values [ CITATION
ODE13 \l 1033 ], and human resource can effectively and efficiently provides both a
competitive advantage and adaptability in contemporary era[ CITATION Mur14 \l 1033 ]. As
successful organizations also, properly understood that employees who have positive
attitudes on their works can be much better provided for long-term organizational success in
future. Therefore, they became more emphasize on valuable human resources management
than other functions.

Actually, job satisfaction described positively emotional dispositions while working

and positive attitudes which persons may attain from work or through facets of work
[ CITATION Kim16 \l 1033 ]. As another related confirmation, management practice at work
place is directly effective to job satisfaction [ CITATION Zhe103 \l 1033 ]. Therefore, employee
satisfaction does not come about isolation and it is influenced by organizational and personal
factors[ CITATION San16 \l 1033 ]. Meanwhile, as a relevant issue, organizational management
systems including human resource management (HRM) practices are also became a major
consideration factor for the role of employee job satisfaction. Synchro World Limited also
believed that job satisfaction is the most fundamental part which approach to positive
attitudes and behaviors of employees in a working industry, and it want to investigate about
the relationship of job satisfaction and HR activities of its organization.

2. Background to the Research

As per theoretical background and the review of world literatures, both of employees’
job satisfaction and human resource practices are became a vital role in the discussions,
researches and reviews in any working industries. In recent research on management science,
received the substantial attention that human resource practices are key for improving
employees’ performance and organizational image [ CITATION Phi13 \l 1033 ]. And, as an also
suggestion to relationship with turnover, level of job satisfaction and organizational
commitment can, subsequently, be impacted to degree of employee’s resignation [ CITATION
Mar11 \l 1033 ]. Furthermore, to be comprehensively consideration in Employees’ satisfaction,
all-around module of an organization’s HR strategies will be involved [ CITATION ODE13 \l
1033 ]. Thus, many researchers also always attempted to identify the various components of
job satisfaction, to measure the important relativity factors of each component of job
satisfaction and to investigate what effects these components have on employees’
productivity.

The majority of this research may also compose the crucial in HR activities of
Synchro World Limited in which recruitment & selection, pay system, rewards & benefits,
promotion plan, training & development, performance assessment, and so on. Additionally, it
was closely related with organizational phenomena such as motivation, leadership style,
management model, conflict, ethic and moral, and then organizational behavior, culture,
communication, repression, equity, etc. Noticeably, each of employees Job satisfaction rates
may be difference and their descriptions of why job satisfaction will also be variables.

3. Research Problem
In principle, any organization (business owners) prefer in working together with
reliable talented employees who have good attitude and behavior with loyalty. Even though
large organizations/ business corporations have been seriously focusing on their human
resource as development as their organization, in the contemporary world, they has been
facing the most common challenges regarding recruitment, retention, commitment, ethics,
engagement, attitude and behavior of employees. Particularly, taking actions of penalty (eg;
late, absents, etc) or termination or increasing working-hours or reducing benefits or etc,
harshly feedbacks (complaints/ arguments) from most employees (resistors) are faced as
major problems [ CITATION Den15 \l 1033 ]. Besides, when define and allocate job description,
replacement, job transferring, training in holidays and some HR policies had enacted by HR
authorized persons, as HR teams, had to deal hardly with individual employee. Synchro
World Limited organization also has been often facing above most of issues due to its some
human resource activities. Typically, perceptions of most business owners, staff and HR
practitioners/ professionals may less potential to be the same way on human resource
management (HRM) in sometimes. As usually, HR officers negotiate and coordinate with
between the attitudes of owners and employees as a mediator, and alternatively, have to
implement effectively employee engagement simultaneously.

(3.1) Purpose of the Study

Human resource professionals of most organizations realized that need to know more
about the factors which can increase employee satisfaction, and how it fits into a company’s
overall success[ CITATION BIS18 \l 1033 ]. As Synchro World Limited also, therefore, strive to
find how relationships between HR practices and job satisfaction in the context of
organization and this study will effectively be supported to this organization for sustainable
development. The main purpose of this thesis based on survey questions and keeps ultimate
existence and step organizational development through application and analysis of theory.
Moreover, this thesis focus not only on review the present situation of employee job
satisfaction but also find out how to renovate the way of improvement to current job
satisfaction of employees. There is no assessing research for employee’s satisfaction status
and quality of work with their salaries in this company. Therefore, the main mission of this
thesis is to identify that how crucial the relationships of HR policies and job satisfaction in
Synchro World Limited.

(3.2) Objectives of the Study

This study attempts to reveal the following objectives. They are;

 To investigate human resource management (HRM) practices of Synchro World

Limited
 To analyze how impact human resource practice on job satisfaction
 To study job satisfaction level of employees

(3.3) Research questions of Study

 Principally, the main following research questions are inserted in this empirical
analysis.

 What leading factors of human resource practice affect on job satisfaction?

 What are the most influencing HR practices on employee satisfaction?

 How HR practices related to Job Satisfaction in Myanmar?

4. Limitation of Study

Despite this research paper tends to reveal the impact of employee’s job satisfaction on
HR practices in Synchro World Limited, these small research data and information may not
be represented to the overall employees in this entire company in Myanmar. Financial and
time frame are also as aggressively restrictions as number of participants for this project
paper. Some of data from this analysis may properly be useful in this organizational
development programs depend on the situations at all times. In addition, current findings as
posits another limitation of empirical generalization may also be supported for researchers in
future.

5. Research Methodology

Typically, this research is an expressible analytical research of the realistic association

that may exist between independent variables and dependent variables as in figure (1). These
expression instruments are needed to explain and identify the research factors, which
comprises the impact of HR practices on employee satisfaction in Synchro World Limited. In
the analytical part, the research model is being tested through examining the relationship
between HR practices and leading factors of job satisfaction.
 Independent Variables Dependent Variables

Working Condition

Compensation
Job Satisfaction
Training & Development
Increment & Promotion
Policy
(Figure – 1)

(5.1) Sampling Size

There are totally roundabout (750) employees in Synchro World Limited in Myanmar
and over (400) in Yangon Division. Among them, researcher mainly applied simple random
sampling method which is used in quantitative social science research in order to avoid bias
way [ CITATION Cro18 \l 1033 ] for (300) respondents in sample size. Questionnaires were
distributed to (300) participants of Synchro World Limited to study the impact of HR
activities on employees’ satisfaction in its working environment. However, individually face
to face interview may also be used by depend on situation in sometimes.

(5.2) The Questionnaire

The questionnaires, as based on individual-level data, were constructed by multiple

questions and their responses rate is 5 points scale by flowing from strongly disagree to
strongly agree. Accordingly, two parts are consisting in these questionnaires.

In part A questions, demographic variable respondents related to such as gender, age,

educational level, length of service, income per month and position were involved.

In part B questions, concerned with HR practices and job satisfaction factors of respondents
were contributed.

6. Data Analysis
 By using descriptive and inferential statistics, data were collected through the survey
that was quantitatively analyzed. And, this project is applied IBM Statistical Package for the
Social Science (SPSS) version 22 in statistical data documents analyses. In addition,
qualitative data analysis may also be used by depend on situation in sometimes.

8. Summary

Hostage (1975) quoted Marriott, founder of the American Hotel chain, commented
“you can’t make guests happy without happy employees”[ CITATION San16 \l 1033 ]. This
suggestion is significantly confirmed about the employee satisfaction. Because, satisfaction is
the most fundamental pleasurable feeling of employees in a work place. Particularly, job
satisfaction should be the main priority for retain and attract talented people or qualified staff.
Also on the other side, there is a very important to approach balance in care on the
association of HR practices and job satisfaction of all employees for any organization.

9. References

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