| Summary: | This study examines the impact of innovative human resource management
practices on employees’ job satisfaction conducted in local banks in Malaysia. This study
also investigates the extent to which the role of perceived union support as a moderator
between these two variables. This study highlights how far innovative human resource
management practices affect employees’ job satisfaction in the organization. Human
resource management practices include compensation, employee relations, performance
appraisals, and human capital development. Employees’ job satisfaction is the dependent
variable. The practice of innovative human resource management practices represented
by compensation, employee relations, performance appraisal, and human capital
development, are the independent variable; perceived union support is the moderator
between these two variables. There are ten study hypotheses to unravel the influence of
innovative human resource management practices on employees’ job satisfaction for this
study. A total of 400 responses were collected from questionnaires distributed in the study
areas. This study analyzed the data using SPSS version 23 and also PLS 3. Based on the
results, there is a significant positive relationship between the independent (innovative
human resource management practices) and dependent (employees’ job satisfaction)
variables.
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