The current research investigates the impact of internal corporate social responsibility on job satisfaction in Jordanian pharmaceutical companies. Quantitative research design and regression analysis were applied on a total of 302 valid returns that were obtained in a questionnaire based survey from 14 pharmaceutical companies among employees, supervisors and managers. The results showed that internal corporate social responsibility was significantly related to job satisfaction and three of its dimensions, namely working conditions, work life balance and empowerment contributed significantly to job satisfaction, whereas employment stability and skills development had no contribution. This study implies that Jordanian pharmaceutical companies have to try their best to promote and facilitate internal corporate social responsibility among their employees in an effort to improve their job satisfaction, which will eventually yield positive results for the company as a whole. In light of these results, the research presented many recommendations for future research; the most important ones were the application of this study in other sectors, cultures, and countries, and using of multi method for collecting data.
This study aimed to examine factors that affect organizational innovation of managers at Public institutions in Jordan. It also aimed to examine the differences of organizational variables on organizational innovation of manager's which are attributed to personal and job-related variables. The study population consisted of all managers in government institutions including (general secretaries, public managers, managers deputies and their assistants) (N = 413). Due to the smallness of the study population, the researcher considered them as the study sample in order to achieve the objectives of this study. The researcher used a questionnaire consisting of (50) items to collect data. The questionnaire was submitted to a jury to test its validity, and Cronbach-Alpha was used to test its reliability. Reliability coefficient was (0.84). The following were the main results of the study: 1. There is a significant effect of for all following independent variables on organizational innovation of managers in government institutions in Jordan leadership style, corporate culture, delegating, objectives clarity, employees training, employees motivation, information technology, and communication systems. 2. There are significant statistical differences in the effect of organizational variables on organizational creativity of managers in government departments in Jordan that are attributed to variables of age, academic Qualification, and years of Experience. 3. There are no significant statistical differences in the effect of organizational variables on organizational creativity of managers in government departments in Jordan that are attributed to variable of gender. In the light of these results, the recommendations of the study were: 1. Nurturing organizational environment that supports creativity based on flexible organizational culture that gives employees the opportunity to participate in decision making, problem solving, power delegating, simplifying work producers, and promoting innovative thinking. 2. Increasing employees participation in suggesting ideas and solutions due to their positive effect on creative performance. 3. Conducting more research to investigate factors affecting organizational innovation in public and private organizations.
The adoption of innovation by the organizations is one of the basic concepts that play a positive role at the level of activity and life of the organization and continuity, especially at the present time where the competition for the development of the human element, considering the human being is the essence of the creative process, and the adoption of this concept requires a set of values and principles that seek to achieve creativity. The present study aimed at reviewing Arab and foreign studies on the concept of innovation and its relation to organizational innovation.
This study aims to explore the relationship between talent management, work life balance, motivational drivers of employee engagement and organization performance in telecommunication and information technology sector in Jordan. Both work life balance and motivational drivers of employee engagement were examined as mediators between talent management and organization performance. The population of the study consists of the three main telecommunication operators in Jordan; Zain, Orange and Umniah with a total number of employees (3305), a random sample appointed from the population with a total 250 questionnaires filled up. The study found a positive relationship between talent management and its three dimensions, namely talent acquisition, talent development and talent retention with organization performance. Results also found a positive relationship between talent management and its three dimensions with work life balance. A positive relationship also found between talent management and its dimensions with motivational drivers of employee engagement. Finally, work life balance found to partially mediating the relationship between talent management and organization performance and motivational drivers of employee engagement fully mediating this relationship between talent management and organization performance. This study stated many recommendations for future researches.
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