Cover Image

Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality

Objective: Although international management literature has emphasized the value of human resource (HR) practices into the internationalization process, the mechanism in whereby HR practices impact towards employee’s cognitive abilities and motivation is relatively unknown from emerging economies m...

Full description

Saved in:
Bibliographic Details
Main Authors: Rahman, Mohammad Mahfuzur, Kang, Hwa Shaw
Format: Conference or Workshop Item
Language:English
Published: 2017
Subjects:
HD28 Management. Industrial Management
Online Access:http://repo.uum.edu.my/24824/1/2nd%20IRC%202017%2061.pdf
http://repo.uum.edu.my/24824/
Tags: Add Tag
No Tags, Be the first to tag this record!
id my.uum.repo.24824
record_format eprints
spelling my.uum.repo.248242018-09-26T01:51:34Z http://repo.uum.edu.my/24824/ Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality Rahman, Mohammad Mahfuzur Kang, Hwa Shaw HD28 Management. Industrial Management Objective: Although international management literature has emphasized the value of human resource (HR) practices into the internationalization process, the mechanism in whereby HR practices impact towards employee’s cognitive abilities and motivation is relatively unknown from emerging economies multinationals. This paper examines the association between HR practices that promote learning a foreign language and employees’ self-perceived language ability and motivation to use English in the workplace and how these affects towards overall job satisfaction with Chinese Multinational Enterprises (CMNEs) employees. Methodology: We tested our conceptual model using survey data from 180 CMNEs employees. Results: The results show: (1) HR practices which support developing skills such as English will enhance selfperceived English ability and employee’s motivation to use English in the work place (2) which subsequently has positive behavioural outcomes such as job satisfaction, and (3) Chinese traditionality is a strong moderator between the relationship of HR practices and job satisfaction. Implication: This paper offers new perspectives by advancing the discourse within the field of international management, in the Chinese context.It also presents the managerial implications and recommendations for future research. 2017-07-11 Conference or Workshop Item PeerReviewed application/pdf en http://repo.uum.edu.my/24824/1/2nd%20IRC%202017%2061.pdf Rahman, Mohammad Mahfuzur and Kang, Hwa Shaw (2017) Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality. In: 2nd International Research Conference on Economics Business and Social Sciences, 11-12 July 2017, Park Royal Hotel Penang Malaysia..
institution Universiti Utara Malaysia
building UUM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Utara Malaysia
content_source UUM Institutionali Repository
url_provider http://repo.uum.edu.my/
language English
topic HD28 Management. Industrial Management
spellingShingle HD28 Management. Industrial Management
Rahman, Mohammad Mahfuzur
Kang, Hwa Shaw
Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality
description Objective: Although international management literature has emphasized the value of human resource (HR) practices into the internationalization process, the mechanism in whereby HR practices impact towards employee’s cognitive abilities and motivation is relatively unknown from emerging economies multinationals. This paper examines the association between HR practices that promote learning a foreign language and employees’ self-perceived language ability and motivation to use English in the workplace and how these affects towards overall job satisfaction with Chinese Multinational Enterprises (CMNEs) employees. Methodology: We tested our conceptual model using survey data from 180 CMNEs employees. Results: The results show: (1) HR practices which support developing skills such as English will enhance selfperceived English ability and employee’s motivation to use English in the work place (2) which subsequently has positive behavioural outcomes such as job satisfaction, and (3) Chinese traditionality is a strong moderator between the relationship of HR practices and job satisfaction. Implication: This paper offers new perspectives by advancing the discourse within the field of international management, in the Chinese context.It also presents the managerial implications and recommendations for future research.
format Conference or Workshop Item
author Rahman, Mohammad Mahfuzur
Kang, Hwa Shaw
author_facet Rahman, Mohammad Mahfuzur
Kang, Hwa Shaw
author_sort Rahman, Mohammad Mahfuzur
title Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality
title_short Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality
title_full Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality
title_fullStr Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality
title_full_unstemmed Human Resource Practices and Job Satisfaction: Underlying Mechanism of Self Perceived English Ability, Motivation and Chinese Traditionality
title_sort human resource practices and job satisfaction: underlying mechanism of self perceived english ability, motivation and chinese traditionality
publishDate 2017
url http://repo.uum.edu.my/24824/1/2nd%20IRC%202017%2061.pdf
http://repo.uum.edu.my/24824/
_version_ 1644284151059185664
score 13.211869

Similar Items