The Impact of Legal Frameworks on the Effectiveness of Human Resource Management with an Emphasis on the Mediating Role of Employee Job Satisfaction
(A Case Study: Directorate of Labor and Social Affairs of Herat Province, 2025)
DOI:
https://doi.org/10.58342/ghalibqj.V.14.I.3.5Keywords:
Herat, Human Resource Management, Job Satisfaction, Legal Frameworks, Structural Equation ModelingAbstract
Legal frameworks play a significant role in enhancing human resource management and organizational productivity by establishing order, transparency, and fairness in workplace relations. The importance of this study stems from the need to understand how legal frameworks influence human resource management effectiveness and the mediating role of employee job satisfaction, which can improve employee performance and organizational efficiency. The aim of this research was to examine the impact of legal frameworks on human resource management while considering the mediating role of job satisfaction. The main research question is to what extent legal frameworks affect human resource management and how job satisfaction mediates this relationship. This study employed a descriptive–analytical approach with a survey design. The statistical population included 100 employees of the Department of Labor and Social Affairs in Herat Province, from which 80 valid questionnaires were collected using random sampling. Data collection tools comprised a researcher-made questionnaire for legal frameworks, the Boselie and Wiele (2012) questionnaire for human resource management, and the Minnesota (1967) questionnaire for job satisfaction. The validity of the questionnaires was confirmed by experts, and reliability was verified with a Cronbach’s alpha of 0.81. Data were analyzed using SPSS and AMOS software. The findings indicated that legal frameworks have a positive and significant effect on human resource management (β=0.497) and job satisfaction (β=0.621), and job satisfaction plays a significant mediating role in this relationship (indirect effect: 0.249; T=4.953). The structural equation model demonstrated good fit, and the results suggest that strengthening legal frameworks alongside attention to job satisfaction can enhance employee performance and motivation and improve the efficiency of human resource management systems.
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