Purpose The purpose of this paper is to empirically investigate the mediating effect of social capital (SC) on knowledge management (KM) and intellectual capital (IC). Design/methodology/approach A conceptual model of the connections between IC, KM, and SC was developed and the posited hypotheses were tested using a survey data set of 281 questionnaires collected from knowledge workers working in 72 information and communications technology companies operating in Jordan. Findings The findings show that knowledge documentation and knowledge transfer emerged as having the strongest effects on IC, followed by knowledge acquisition and knowledge creation, while knowledge application was found to have an insignificant effect. Also, knowledge transfer and knowledge acquisition emerged as the only two significant processes for the development of SC. Moreover, SC was found to partially and significantly mediate the effects of all processes on IC. Practical implications To promote the development of IC, particularly, in a knowledge-intensive business service (KIBS) sector, documentation, transfer, acquisition, and creation of knowledge are especially effective processes. Furthermore, SC can be significantly enhanced through ensuring effective internal knowledge transfer and acquisition practices. Nurturing IC in a knowledge-intensive context can also be significantly enhanced through looking at the firm as a cooperative knowledge-sharing entity, i.e. investing in SC. Originality/value This is the first empirical study that has examined the links among KM processes, SC, and IC in a KIBS sector within an “oil-poor,” “human resource-rich” Arab developing country context.
This study sought to investigate the effect of IT employees' engagement on organizational performance through the mediating role of job satisfaction for IT employees within the IT Departments in Jordanian banking sector. Quantitative research design and regression analysis were applied on a total of 429 valid returns that were obtained in a questionnaire based survey. The results showed that IT employee engagement significantly affected organizational performance and three of its dimensions, vigor, absorption, and dedication contributed significantly to organizational performance. The results also showed that IT employee engagement positively and significantly affected job satisfaction, where vigor had the most contribution. In addition, it was found that job satisfaction significantly and positively affected organizational performance. Furthermore, job satisfaction only partially mediated the association between IT employee engagement and organizational performance. This study implies that IT departments in Jordanian banking should try their best to promote and facilitate IT employees' engagement and satisfaction in an effort to improve their performance, which will eventually yield positive results for the bank 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, the exploration of the moderating role of job satisfaction instead of mediating role, and the use of other sampling techniques.
The purpose of this study is to investigate the effect of intellectual capital development on the ability of banks operating in Jordan to undertake technical innovation. Employing a questionnaire-based survey, twenty banks out of twenty six participated, and 163 out of 200 ISSN 1941-899X 2014 www.macrothink.org/jmr 212 questionnaires were returned and were valid for analysis, thus resulting in a response rate of 81.5%. Exploratory Factor Analysis (EFA) results show that intellectual capital consists of two main dimensions: Human Capital, and Structural Capital comprising items originally developed to reflect organisational capital and relational capital. Also, product/service and process innovation items converged to form one construct named Technical Innovation. Multiple regression analysis findings show a significant and positive effect of the aforementioned intellectual capital dimensions on technical innovation. More specifically, structural capital was proved to have a stronger effect on technical innovation compared with human capital. These findings highlight the need for organisations intent on enhancing their technical innovative capabilities to not merely focus on attracting and recruiting highly skilled and competent human resources, but rather, they are advised to develop mechanisms designed to capture and translate the knowledge and expertise of organisational members and stakeholders so that these become internalized in the organisation's processes and routines. Journal of Management Research
Unstructured and random job rotation practice has posed unprecedented challenges for many firms, and impacts on employees worldwide, particularly in Jordan Customs (JC). This paper investigates the current process of the job rotation practice that the Human Resource Supply Chain Management (HRSCM) directorate is applying at JC. Therefore, applying unstructured job rotation practice (i.e., monthly) frequently and regularly will have a significant negative impact on JC performance as a whole. Qualitative methodology was adopted through conducting some semi-structured interviews with managers from mid and top levels, internal employees, external partners, and customers. Forty-six (46) interviewees participated and shared in this study out of 203, representing a 22 percent response rate (Strauss & Corbin, 1998). Additionally, it was reviewed many related previous research studies in the literature in order to collect some other qualitative data from secondary sources (i.e., statistics, annual reports, etc.). The findings of this study show that JC applies the current job rotation practice randomly, unstructured, and not in a perfect and scientific way for achieving its goals and objectives; thus, leads to low revenues and performance (Magova & Kessy, 2020).
Abstract-Utilizing mobile devices for emergency management has gained much interest from governments in the past few years. This interest is mainly due to the high penetration rate of these devices among people and wellestablished, nation-wide coverage of mobile telecommunications networks in many countries around the world; making these devices a feasible means to send alerts or warnings message using short message services (SMS) or warnings for a specific geographic area (cell broadcast services (CBS)) in case of an emergency. As there are quite a number of barriers for investing in and establishing dedicated emergency management solutions in the developing countries, developing emergency solutions by the government of a developing country using its existing mobile telecommunications networks is argued to be feasible and viable. Nevertheless, a better understanding of the deployment of such mobile emergency solutions in context of developing countries is still in its genesis. In particular, the fit between the mobile phone platform and emergency management, delivery models of emergency alerts and warnings through mobile devices, the role of the private telecommunications providers and nongovernment organizations in such solutions, and the non-technical requirements of mobile government emergency solutions are all still not well articulated. A qualitative research approach was carried out to explore these matters of interest. Leximancer software tool and content analysis were used to extract themes of this study. The findings confirm mobile phones as a convenient approach for a developing country to develop its national emergency solution, but a set of requirements toward such development is still critically needed to be met.
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