Study On The Relationship Between Human Resource Management Ethics And Job Satisfaction

Based on the resource-based view theory, by virtue of their valuable, scarcity, inimitability and irreplaceable, human resources management has gradually been widely recognized as a source to enable enterprises to create a unique competitive advantage by the academic community and the business community.However, with a series of events caused by business ethics incidents like Foxconn "jump off building" occurred, all sectors of society gradually realized the importance of human resources management ethics to promote the employee job satisfaction and to improve enterprise’s production and management efficiency.However, as an "exotic" theroy, human resources management ethics has developed rapidly since introduced into China by the end of the last century. But after all, the time is short, and its research is still not perfect even with certain limitations. And in the results of these studies,the results which can procide specific guidance to the practice of human resources management ethics is the relative lacking.Under such a big environment, on the basis of the document analysis, the study focusing on the specific practice of human resource management and human resources management ethics.And then,the study proposed a new, more combined with the concrete practice of human resource management ethics research perspective, to study the human resource management ethics by ethics dimension from the perspective of human resource management’s six modules.At the operational level, first of all, through a review and analysis of existing research, the study formed a an initial questionnaire. Secondly, this study used the initial questionnaire conducted a small sample test, then according to the results of the analysis of the initial questionnaire was revised, adjustment, finally got a good reliability and validity of the formal questionnaire; at the same time, through factor analysis of116data of small sample pre-testing collected, this study basically confirmed the hypothesis of the human resource management ethics can be studied from the human resources management of the six modules from the dimensions of deconstruction, ultimately, this study extracted human resources planning ethics, negative ethics of recruitment and allocation, positive ethics of recruitment and allocation, training and development ethics, performance management ethics, salary management ethics, labor relations management ethics of these7factors; Thirdly, this study conducted a questionnaire survey on the Inner Mongolia banking using the formal questionnaire, collected212valid data.And then through the SPSS21analysis,the study found that,(1) exist the certain differences on human resources management ethics and job satisfaction from different groups of different demographic variables,(2) there was no significant correlation between negative ethics of recruitment and allocation with work satisfaction, the other6factors in7factors of human resources management ethics have significant correlation with job satisfaction,(3) regression model can be established between a human resources management ethics and job satisfaction; Finally, this study suggests that some managerial implications with good guiding significance can be drawn from the empirical results. For example, in the case of the limited ability of bank resources, Finally, this study suggests that the concrete practice of human resource management ethics activities with good guiding significance managerial implications can be drawn from the empirical results, For example, in the case of the limited ability of bank resources during the construction of specific human resourcesthe management ethics, the bank can puts its own limited resources to priority into the field of labor relations management, remuneration management, performance management and training and development field, followed by the rest of the resources into the area of the field of human resource planning, and finally, if the resourcethere is a surplus into the field of recruitment and configuration. Of course, due to the limited time and capacity, there are so many shortcomings in this study, welcome to the experts, academics, colleagues criticized the correction, which will also be follow-up studies need to further study.