The role of human resource polices on improvement of job satisfaction for academic staff in higher learning institutions in Tanzania

Abstract

This study examined the role of human resource policies on improvement of job satisfaction of academic staff at the Institute of Accountancy Arusha (IAA). Speficially, the study examined the current human resource policies that are implemented at IAA, analysed the perceived role of the existing human resource policies in improving job satisfaction among academic staff at IAA, and assessed constraints that affect IAA in implementing human resource policies. The study applied the best practice theory and two-factor theory to establish the linkage between HR policies and job satisfaction. A mixed method approach was applied to investigate the research problem. The study population comprised 168 member who included 164 academic staff and 4 human resource officers. The sample size of 85 respondents was involved in the study. Data were collected using a combination of structured questionnaires and interviews. Analysis of questionnaire data was done through descriptive and regression statistics. At the same time, analysis of interview data was done through narrative analysis technique. Generally, the findings showed that IAA impalements several human resource policies such as Staff Training and Development, Academic Staff Promotions Guidelines, Scheme of Service, OPRAS Guidelines. The findings of the study highlighted that HR policies have helped to enhance satisfaction with salaries, promotions, allowances, workload distribution, and work relations. Moreover, HR policies have enhanced retention of senior academic staff, commitment and loyalty. The study findings showed two constraints, including budget shortage, and central government interference in human resource decisions. Budget shortage affects ability to implement HR policies related to rewarding and recruitment and selection of sufficient academic staff. The study concludes that despite the significance role of HR policies, their implementation is affected by budget shortage and central government interference in human resource decision making. The study recommends enhancing revenue mobilisation to improve effectiveness of implementation of HR policies.