Abstractuman resources are considered to be the most important factor within the organization to gain a competitive advantage. Develop organizational commitment of human resources is imperative to stimulate a long-term relationship with them. The primary objective of this study, on one hand, is to explore the relationship between the person-job fit, person-organization fit, information sharing and empowerment and organizational commitment working managers in head offices of Moroccan banks, on the other hand, is to identify the practice which is more likely to generate a great significant impact on organizational commitment. A total of 380 questionnaires distributed, 207 questionnaires were selected, representing a 54.47% response rate. The results of this study reveal that person-job fit, person-organization fit, information sharing and empowerment are positively correlated with organizational commitment. Furthermore, the person-job fit contributes more to the latter.
The phenomenon of social entrepreneurship is receiving increased attention from policy makers, opinion leaders and academic researchers. The purpose of this article is to identify the factors influencing social entrepreneurial intent among a sample of 476 students studying in seven Moroccan universities. To achieve this objective, a quantitative study is conducted by questionnaire distributed via the Internet based on the technique of the snowball. At the end of this research, twelve factors contributing to the development of this intention. It should also be noted that women have a higher level of social entrepreneurial intent than men who participated in this research.
The issue of staff turnover has been the subject of growing interest in many organizations around the world. Indeed, it turns out that a significant part of these organizations were forced, at a certain stage of their development, to raise the issue. In this respect, organizations should be alerted to the rate of voluntary staff turnover because of the negative impacts it could have on the performance of their activities. The purpose of this article is to carry out a literature review on the various theoretical factors and trends that explain the phenomenon of voluntary turnover.
Cette revue de littérature théorique et empirique nous a permis de mieux appréhender les différentes approches qui ont abordé le rôle des pratiques RH dans la performance des organisations et d’exposer les principaux résultats des études effectuées partout dans le monde aussi bien dans la perspective unidimensionnelle que pluridimensionnelle. En premier lieu, nous avons présenté, l’approche économique, l’approche financière, l’approche stratégique et l’approche psychologique et de plus spécifiquement l’approche universaliste, l’approche de contingence et l’approche configurationnelle. En second lieu, après avoir exposé une synthèse quantitative de 235 résultats des 241 études empiriques et recherches effectuées entre 1978 et 2003 répertoriées en 2004 par Allouche et al., nous avons présenté quelques 123 confirmations empiriques du lien pratiques RH, dont 7 traitant le cas marocain, et la performance des organisations effectuées partout dans le monde depuis 2004 et quelques 31 études illustrant la variable culturelle comme élément contingent et médiateur dans la relation pratiques RH et performance des organisations.
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Developing organizational commitment and employee satisfaction is one of the major objectives of both big companies and SMEs. The purpose of this paper is to demonstrate how human resources management practices HRMP, can help to have engaged and satisfied employees in their work, and how these human resources attitudes can influence the social performance in the organization. A relationship explained on the basis of social exchange theory and realized through employee survey case study among staffs of a Chinese international group operating in Morocco. The objective is to study the correlation between HRM practices, affective commitment, satisfaction and social performance which was measured by the variables of individual performance, absenteeism and intention to quit in a multicultural context. The results of the analysis reveal that implemented HRM practices influence employee affective commitment partially, and influence their satisfaction significantly and positively. The study exposed also the link between those variables, while highlighting the factors that impact them, such as working conditions, lack of training and insufficient or incomplete personal understanding.
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