Human Resource Management Practices and Employee Satisfaction in Microfinance Banks in Nigeria
The result's identifiers
Result code in IS VaVaI
<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F62156489%3A43110%2F17%3A43912845" target="_blank" >RIV/62156489:43110/17:43912845 - isvavai.cz</a>
Result on the web
<a href="http://dx.doi.org/10.13164/trends.2017.28.23" target="_blank" >http://dx.doi.org/10.13164/trends.2017.28.23</a>
DOI - Digital Object Identifier
<a href="http://dx.doi.org/10.13164/trends.2017.28.23" target="_blank" >10.13164/trends.2017.28.23</a>
Alternative languages
Result language
angličtina
Original language name
Human Resource Management Practices and Employee Satisfaction in Microfinance Banks in Nigeria
Original language description
Purpose of the article: The role of microfinance banks (MFBs) in the growth and development of businesses in an emerging market such as Nigeria cannot be overemphasised. Implementing sound human resource practices can enable MFBs satisfy their employees and sustain competitive advantage. Methodology/methods: A purposive sample of 60 senior employees of 10 microfinance banks in Nigeria was used for this study. All the 60 questionnaires were returned but 59 were found usable for the analysis, accounting for 98.3% response rate. In analyzing our data, Pearson correlation, ANOVA, and multiple regression techniques were used. Scientific aim: The goal of this study is to investigate HRM practices and employee satisfaction in microfinance banks in Nigeria. Findings: The result shows that a significant positive association exists between human resource planning, training and development, employee compensation and employee satisfaction. However, an insignificant positive relationship exists between work environment and employee satisfaction. Only three out of the four hypotheses are supported. Conclusions: HRM practices are tools used by organisations to get the best out of their workers, thus, achieve superior business performance. The authors, therefore, recommend that organizations that want to remain competitive must ensure that various stakeholders are satisfied (including employees) by implementing a robust HRM practices.
Czech name
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Czech description
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Classification
Type
J<sub>ost</sub> - Miscellaneous article in a specialist periodical
CEP classification
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OECD FORD branch
50603 - Organisation theory
Result continuities
Project
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Continuities
S - Specificky vyzkum na vysokych skolach
Others
Publication year
2017
Confidentiality
S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů
Data specific for result type
Name of the periodical
Trendy ekonomiky a managementu
ISSN
1802-8527
e-ISSN
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Volume of the periodical
11
Issue of the periodical within the volume
28
Country of publishing house
CZ - CZECH REPUBLIC
Number of pages
13
Pages from-to
23-35
UT code for WoS article
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EID of the result in the Scopus database
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