Intercultural Human Resource Management Practices and Employees’ Satisfaction in Quoted Food and Beverages MNC in Nigeria

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Arogundade K. K.
Alase P.O
Ajayi O. M.

Abstract

This study assessed the impact of intercultural human resource management practices(Recruitment and Selection practices, Employee empowerment practice, and Compensationpractice) on employees’ satisfaction in food and beverages MNCs in Nigeria. The study adopteddescriptive survey research design. The target population comprises 6,356 staff of quoted foodand beverages MNCs in Nigeria. Taro Yamane statistical formulae was used to determine thesample size of 1,568. Purposive sampling technique was used to determine the respondentswhich included Nigerians and Other Nationals working in the quoted food and beverages MNCs.A structured survey questionnaire was adapted, validated, and used for the construct rangedbetween 0.61 and 0.93. The response rate to the 1,568 copies of the questionnaire administeredwas 74%. Data were analysed using descriptive and inferential (Student T-test of multipleregression analysis) statistics. Hypotheses were tested at 0.05 level of significance using SPSS 20.Findings revealed that, Recruitment and Selection practices, Employee empowerment practice,and Compensation practice had significant positive influence on employees’ satisfaction amongNigerians and Other Nationals in food and beverages MNCs in Nigeria (β = - .025 - .441 ; P< .000; β = - .025; P> .343); (β = - .124 -.514; P< .000): (β = .168 - .299; P< .000: β = -.15; P> .566; - .225 -.246;P< .000): (β = -.144 -.421; P< .000; β = -.004; P> .886): (β = -.105 - .456; P< .000 -.001) respectively,except for power distance that had negative and insignificant influence on employees’ satisfactionamong Nigerians with respect to recruitment and selection and collectivity and individuality thathad negative and insignificant influences on employees’ satisfaction among Nigerians withrespect to compensation and employee empowerment.

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