Article Sidebar

Download
PDF
Statistic
Read Counter : 31 Download : 11

Main Article Content

Abstract

This study examines the integration of organizational psychology perspectives into human resource management (HRM) to enhance job satisfaction. It examines the psychological factors that influence employee motivation, engagement, and well-being, highlighting the role of leadership, workplace culture, and HRM strategies in fostering a supportive and productive work environment. This study adopts a systematic literature review (SLR) approach, synthesizing findings from various disciplines related to HRM and organizational psychology. The research analyzes existing literature to identify key theoretical frameworks, best practices, and psychological insights contributing to job satisfaction. Sources were selected from reputable databases, including Elsevier, Emerald, Wiley, and Springer, to ensure the study's reliability and academic rigor. The findings highlight that motivational factors, such as autonomy, recognition, and career development, significantly contribute to job satisfaction. Additionally, leadership style plays a crucial role, as transformational leadership fosters higher motivation and engagement than transactional approaches. A positive organizational culture that promotes fairness, well-being, and inclusion enhances employee commitment and reduces turnover. The study further supports Herzberg's Two-Factor Theory, confirming the importance of both intrinsic and extrinsic factors in shaping job satisfaction. This study offers practical and managerial insights for organizations seeking to enhance their HRM strategies through psychological approaches. It suggests adopting employee-centered policies, including flexible work arrangements, well-being programs, and leadership development initiatives. Future research should focus on empirical validation and explore technology-driven HRM models in diverse industries.

Keywords

Organizational Psychology Human Resource Management Job Satisfaction Leadership Workplace Culture

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Surianto, S. (2025). Analysis of Organizational Psychology Perspective in Human Resource Management to Improve Job Satisfaction. Paradoks : Jurnal Ilmu Ekonomi, 8(4), 257–271. https://doi.org/10.57178/paradoks.v8i4.1773
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Adamopoulos, I. P., & Syrou, N. F. (2022). Associations and correlations of job stress, job satisfaction and burn out in public health sector. European Journal of Environment and Public Health, 6(2), em0113. https://doi.org/10.21601/ejeph/12166
  2. Agustian, K., Pohan, A., Zen, A., Wiwin, W., & Malik, A. J. (2023). Human Resource Management Strategies in Achieving Competitive Advantage in Business Administration. Journal of Contemporary Administration and Management (ADMAN), 1(2 SE-Articles), 108–117. https://doi.org/10.61100/adman.v1i2.53
  3. Ahammad, T., Sheikh, B., & Rahman, M. (2018). Personnel Management to Human Resource Management (HRM): How HRM Functions? February. https://doi.org/10.17265/1548-6583/2017.09.004
  4. Alessandri, G., Borgogni, L., & Latham, G. P. (2017). A dynamic model of the longitudinal relationship between job satisfaction and supervisor‐rated job performance. Applied Psychology, 66(2), 207–232. https://doi.org/10.1111/apps.12091
  5. Ali, M., Niu, X., & Rubel, M. R. B. (2024). The influence of transformational and transactional leadership on employee retention: mediating role of employee engagement. Management Matters, 21(2), 164–190. https://doi.org/10.1108/MANM-03-2024-0022
  6. Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzberg’s two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon, 6(9), e04829. https://doi.org/https://doi.org/10.1016/j.heliyon.2020.e04829
  7. Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life Science Journal, 14(5), 12–16. https://doi.org/10.7537/marslsj140517.03
  8. Asti, A., Ibrahim, M. B. H., Irawan, A., Noch, M. Y., & Mustajab, D. (2024). Exploring the Role of Psychology in Strategic Human Resource Management: A Qualitative Perspective with Literature Review. Jurnal Manajemen Bisnis, 11(1 SE-Articles), 571–587. https://doi.org/10.33096/jmb.v11i1.770
  9. Azeem, M. U., Bajwa, S. U., Shahzad, K., & Aslam, H. (2020). Psychological contract violation and turnover intention: the role of job dissatisfaction and work disengagement. Employee Relations: The International Journal, 42(6), 1291–1308. https://doi.org/10.1108/ER-09-2019-0372
  10. Bakri, M. (2024). Applying Organizational Psychology Principles for Positive Workplace Outcomes. Advances in Human Resource Management Research, 2(1), 36–49. https://doi.org/10.60079/ahrmr.v2i1.258
  11. Basalamah, M. S. A. (2023). The Effect of Transformational Leadership Style and Job Satisfaction on Employee Performance. Advances in Human Resource Management Research, 1(2 SE-Articles). https://doi.org/10.60079/ahrmr.v1i2.77
  12. Breevaart, K., Bakker, A. B., Derks, D., & van Vuuren, T. C. V. (2020). Engagement during demanding workdays: A diary study on energy gained from off-job activities. International Journal of Stress Management, 27(1), 45–52. https://doi.org/10.1037/str0000127
  13. Choi, S. B., Tran, T. B. H., & Park, B. Il. (2015). Inclusive leadership and work engagement: Mediating roles of affective organizational commitment and creativity. Social Behavior and Personality: An International Journal, 43(6), 931–943. https://doi.org/10.2224/sbp.2015.43.6.931
  14. Cookson, C. S. (2016). The role of work-life balance programs in job satisfaction. Walden University.
  15. De Simone, S., Planta, A., & Cicotto, G. (2018). The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses’ turnover intention and patient satisfaction. Applied Nursing Research, 39, 130–140. https://doi.org/https://doi.org/10.1016/j.apnr.2017.11.004
  16. Dubey, P., Pathak, A. K., & Sahu, K. K. (2023). Assessing the influence of effective leadership on job satisfaction and organisational citizenship behaviour. Rajagiri Management Journal, 17(3), 221–237. https://doi.org/10.1108/RAMJ-07-2022-0108
  17. Faeq, D. K., & Ismael, Z. N. (2022). Organizational culture as a mediator between employee dissatisfaction and turnover intention. International Journal of English Literature and Social Sciences, 7(5), 95–108. https://doi.org/10.22161/ijels
  18. Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), 489–521. https://www.annualreviews.org/content/journals/10.1146/annurev-orgpsych-032414-111418
  19. Herzberg, F. (1965). The motivation to work among Finnish supervisors. Personnel Psychology, 18(4).
  20. Imran, U. D., Ghazwan, M. F., & Firmansyah, F. (2024). The Effect of Recognition and Appreciation on Employee Motivation and Performance. Economics and Digital Business Review, 6(1 SE-Articles), 1–18. https://doi.org/10.37531/ecotal.v6i1.1890
  21. Johari, J., Yean Tan, F., & Tjik Zulkarnain, Z. I. (2018). Autonomy, workload, work-life balance and job performance among teachers. International Journal of Educational Management, 32(1), 107–120. https://doi.org/10.1108/IJEM-10-2016-0226
  22. Judge, T. A., Zhang, S. C., & Glerum, D. R. (2020). Job satisfaction. Essentials of Job Attitudes and Other Workplace Psychological Constructs, 207–241.
  23. Jumawan, J., & Fauzan, D. R. (2024). Determinasi Beban Kerja, Budaya Organisasi dan Kepemimpinan terhadap Kepuasan Kerja Karyawan (Literature SDM). Jurnal Bintang Manajemen, 2(1), 191–203. https://doi.org/10.55606/jubima.v2i1.2725
  24. Langan-Fox, J. (2005). New technology, the global economy and organizational environments: effects on employee stress, health and well-being. Research Companion to Organizational Health Psychology, 413.
  25. Lee, A., Willis, S., & Tian, A. W. (2018). Empowering leadership: A meta‐analytic examination of incremental contribution, mediation, and moderation. Journal of Organizational Behavior, 39(3), 306–325. https://doi.org/10.1002/job.2220
  26. Martínez-Falcó, J., Sánchez-García, E., Marco-Lajara, B., & Millán-Tudela, L. A. (2024). Enhancing employee wellbeing and happiness management in the wine industry: unveiling the role of green human resource management. BMC Psychology, 12(1), 203. https://doi.org/10.1186/s40359-024-01703-y
  27. Mitsakis, M., & Galanakis, M. (2022). An empirical examination of Herzberg’s theory in the 21st century workplace. Organizational psychology re-examined. Psychology, 13(2), 264–272. https://doi.org/10.4236/psych.2022.132015
  28. Nazir, O., Islam, J. U., & Rahman, Z. (2021). Effect of CSR participation on employee sense of purpose and experienced meaningfulness: A self-determination theory perspective. Journal of Hospitality and Tourism Management, 46, 123–133. https://doi.org/https://doi.org/10.1016/j.jhtm.2020.12.002
  29. Pamungkas, W. A., & Berliyanti, D. O. (2024). Pengaruh Kepuasan Kerja Dan Komitmen Karyawan Hotel Bintang 3 di Jakarta. Journal of Social and Economics Research, 6(2), 739–751. https://doi.org/10.54783/jser.v6i2.698
  30. Patrick, N. (2023). The Relationship Between Transactional Leadership and Its Impact on the Mental Health of Subordinates. Adler University. https://www.proquest.com/openview/d527955b113f96c538ffefad7caf352e/1?pq-origsite=gscholar&cbl=18750&diss=y
  31. Peramatzis, G., & Galanakis, M. (2022). Herzberg’s Motivation Theory in Workplace. Journal of Psychology Research, 12(12), 971–978. https://doi.org/10.17265/2159-5542/2022.12.009
  32. Pratama, S. Y., & Waskito, J. (2025). Pengaruh Praktik Manajemen Sdm Terhadap Kinerja Karyawan Dengan Keterlibatan Karyawan Dan Kepuasan Kerja Sebagai Pemediasi (Studi Pada Karyawan PT Dan Liris Sukoharjo). Jurnal Lentera Bisnis, 14(1), 356–376. https://doi.org/10.34127/jrlab.v14i1.1322
  33. Rasool, S. F., Wang, M., Tang, M., Saeed, A., & Iqbal, J. (2021). How toxic workplace environment effects the employee engagement: The mediating role of organizational support and employee wellbeing. International Journal of Environmental Research and Public Health, 18(5), 2294. https://doi.org/10.3390/ijerph18052294
  34. Raziq, A., & Maulabakhsh, R. (2015). Impact of Working Environment on Job Satisfaction. Procedia Economics and Finance, 23, 717–725. https://doi.org/https://doi.org/10.1016/S2212-5671(15)00524-9
  35. Rudolph, C. W., Allan, B., Clark, M., Hertel, G., Hirschi, A., Kunze, F., Shockley, K., Shoss, M., Sonnentag, S., & Zacher, H. (2021). Pandemics: Implications for research and practice in industrial and organizational psychology. Industrial and Organizational Psychology, 14(1–2), 1–35. https://doi.org/10.1017/iop.2020.48
  36. Ryan, R. M., & Deci, E. L. (2020). Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions. Contemporary Educational Psychology, 61, 101860. https://doi.org/https://doi.org/10.1016/j.cedpsych.2020.101860
  37. Slemp, G. R., Kern, M. L., & Vella-Brodrick, D. A. (2015). Workplace Well-Being: The Role of Job Crafting and Autonomy Support. Psychology of Well-Being, 5(1), 7. https://doi.org/10.1186/s13612-015-0034-y
  38. Sobaih, A. E. E., & Hasanein, A. M. (2020). Herzberg’s theory of motivation and job satisfaction: Does it work for hotel industry in developing countries? Journal of Human Resources in Hospitality & Tourism, 19(3), 319–343. https://doi.org/10.1080/15332845.2020.1737768
  39. Surianto, S., & Nurfahira, N. (2024). The Role of Work Environment and Leadership in Enhancing Employee Performance. Economics and Digital Business Review, 5(2 SE-Articles), 1054–1070. https://doi.org/10.37531/ecotal.v5i2.1606
  40. Thomas, K. W. (2009). Intrinsic motivation at work: What really drives employee engagement. Berrett-Koehler Publishers.
  41. Van den Broeck, A., Howard, J. L., Van Vaerenbergh, Y., Leroy, H., & Gagné, M. (2021). Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation. Organizational Psychology Review, 11(3), 240–273. https://doi.org/10.1177/20413866211006173
  42. Wahyuni, N. (2024). Applying Occupational Psychology Principles to Enhance Organizational Effectiveness. Advances in Human Resource Management Research, 2(1 SE-Articles), 11–25. https://doi.org/10.60079/ahrmr.v2i1.208
  43. Wang, C., Xu, J., Zhang, T. C., & Li, Q. M. (2020). Effects of professional identity on turnover intention in China’s hotel employees: The mediating role of employee engagement and job satisfaction. Journal of Hospitality and Tourism Management, 45, 10–22. https://doi.org/https://doi.org/10.1016/j.jhtm.2020.07.002
  44. Wojtczuk‐Turek, A., Turek, D., Edgar, F., Klein, H. J., Bosak, J., Okay‐Somerville, B., Fu, N., Raeder, S., Jurek, P., & Lupina‐Wegener, A. (2024). Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: A cross‐cultural perspective from 54 countries. Corporate Social Responsibility and Environmental Management. https://doi.org/10.1002/csr.2815
  45. Yousaf, S. (2020). Dissection of Herzberg’s Two-Factor Theory to Predict Job Satisfaction: Empirical Evidence from the Telecommunication Industry of Pakistan. Lahore Journal of Business, 8(2). https://d1wqtxts1xzle7.cloudfront.net/71495434/4._20Seeham_20Yousaf-libre.pdf?1635361200=&response-content-