Human resource management practices, perceived organisational support, trustworthiness, and job satisfaction of employees in public transportation parastatals in Tanzania

Bendera, Ernest Dastan (2026) Human resource management practices, perceived organisational support, trustworthiness, and job satisfaction of employees in public transportation parastatals in Tanzania. PhD thesis, UTAR.

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Abstract

Tanzania’s public transportation parastatals struggle to achieve job satisfaction due to poor implementation of HRMP, which negatively affects their performance. This study aimed to examine the impact of HRMP on job satisfaction within public transportation parastatals in Tanzania. It also examined the mediating role of perceived organisational support (POS) in the relationship between HRMP and job satisfaction and the moderating effect of managers' trustworthiness on the relationship between POS and job satisfaction. The study employed social exchange theory to develop the conceptual model and collected data from 372 employees across six underperforming parastatals in six zones in Tanzania, using a simple random sampling technique. Quantitative data were gathered through self-administered questionnaires utilizing a drop-off and pick-up approach. The direct and indirect relationships between the predictor, mediator, and moderator variables were analysed using Partial Least Squares Structural Equation Modelling. The results indicated that three HRMP dimensions - training and development, performance appraisal, and compensation and benefits - positively and significantly influenced job satisfaction. However, no significant relationship was found between recruitment and selection practices and job satisfaction. Additionally, all four HRMP dimensions - recruitment and selection, training and development, performance appraisal, and compensation and benefits - positively and significantly influence POS. Furthermore, POS demonstrated a positive and significant relationship with job satisfaction. The study revealed that POS partially mediated the positive relationship between three HRPM variables (except recruitment and selection) and job satisfaction, while it fully mediated the relationship between recruitment and selection and job satisfaction. Moreover, the study found that managers' trustworthiness moderated the positive relationship between POS and job satisfaction; increased trustworthiness strengthened this relationship, while decreased trustworthiness weakened it. The findings contribute to the HRM literature by providing empirical evidence on the direct, mediation, and moderation effects of the variables studied. Additionally, the study offers valuable insights to policymakers and parastatal managers who are interested in addressing job satisfaction issues within Tanzania’s public transportation sector

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