This paper assesses the impact that the degree of acceptance of the selection process, as conducted by the human recourses management (HRM), has upon job satisfaction in the local tax offices (LTOs) in Greece. Furthermore, it examines the effects that various individual and demographic characteristics have on job satisfaction. The research was performed using primary statistical data by distributing and collecting specific questionnaires, which not only recorded the level of job satisfaction but also noted the degree of acceptance of the selection procedure in the IAPR. The collected statistical data were analyzed using the IBM SPSS Statistics 26 Fixpack 1 software program. The results showed an average acceptance value of the selection process of 4.89, indicating a high degree of participant consensus with this process. They also showed that age, work experience, and the acceptance of the selection process have a positive and statistically significant effect, whereas educational level has a negative and statistically significant effect on degree of job satisfaction. The added value of the present paper lies in the fact that this kind of research, conducted in the IAPR in Greece for the very first time, measured both the degree of job satisfaction and the effect that the acceptance of the selection procedure has on this attitude.

中文翻译：

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高管选拔过程和工作满意度：希腊公共收入独立管理局 (IAPR) 的案例

本文评估了人力资源管理 (HRM) 进行的甄选过程的接受程度对希腊当地税务局 (LTO) 工作满意度的影响。此外，它还检查了各种个人和人口特征对工作满意度的影响。该研究是使用原始统计数据通过分发和收集特定问卷来进行的，这些问卷不仅记录了工作满意度，还记录了对 IAPR 中选择程序的接受程度。使用 IBM SPSS Statistics 26 Fixpack 1 软件程序分析收集的统计数据。结果显示，选择过程的平均接受值为 4.89，表明参与者对该过程的高度认同。他们还展示了年龄，工作经验和对选拔过程的接受度对工作满意度有积极和统计上显着的影响，而教育水平对工作满意度有消极和统计上显着的影响。本文的附加价值在于，此类研究首次在希腊的 IAPR 中进行，测量了工作满意度以及对选择程序的接受程度对这种态度的影响.