The Mediation Effects of Organizational Engagement between HRM Practices and Employee Job Satisfaction in the Pharmaceutical Industry in Thailand
Ratirath Na Songkhla, Oraphan Decha, Suwita Prugsaarporn, Ronnakorn Vaiyavuth.
Employers should practice the human resources management practices such as procedural justice, distributive justice, and career management program that employees engage at work with greater satisfaction. In the context of Thailand, limited study has focused on exploring career engagement, organizational justice as human resource practices. This study aims to explore the connection between HRM Practices (organizational justice, career management) with organizational engagement, and job satisfaction. A total of 400 participants were told that their answers would remain unidentified and confidential, and the participation was voluntary. Out of 400, a total of 386 participants give back their envelopes after filling up the questionnaires. After the screening of questionnaires, 377 data proceeded for further analysis. This study found organizational engagement is an important mediator who could be valuable to the organization to look for employee satisfaction. Further, distributive justice found has no significant influence on both organizational engagement and employee job satisfaction.