This study aimed to identify the role of empowerment and Human Resource Management (HRM) practices on Organizational Performance (OP) amongst 13 Jordanian commercial banks. The research adopted a descriptive and analytical approach to highlight the concepts of the study, and analyzed and extracted the results through a random sample of 180 managers and vice-managers. To achieve the objectives of the study a questionnaire was developed to gather the optimum information from the study sample, and based on that, the data was collected, analyzed and tested and the hypotheses were selected by using the smart PLS. The response rate was 74 percent. The results indicated that of all independent variables assessed, empowerment and HRM practices, have positive and significant influence on OP.
Social commerce is a first-generation platform that uses a variety of social attributes to attract the attention of internet users. The impact of platform interactivity components; Content Usefulness, Engaging, Real-time communication, and E-wom on customers' purchase intentions was investigated in this study. A Quantitative research method was applied in this study using an online self-administrative questionnaire that was published using Google Docs to collect data, and 521 consumers participated in an online survey. The research used SPSS and AMOS to validate and test the hypotheses. All platform interactivity components were significantly affecting purchase intention. This study provides insights to marketing managers of how consumers perceive social commerce and what affecting them along with practical and theoretical implications.
The purpose of this paper is to examine the role of knowledge management (KM) and entrepreneurial orientation (EO) on organizational performance among 13 commercial banks in Jordan. In the present study, Data were collected from managers, and vice-managers in Jordanian banks. The present study employs a questionnaire survey approach to collect data for testing the research hypothesis. The response rate was 74 percent. Relevant statistical analytical techniques, including factor analysis, reliability, and regression for analysis were used. The results indicate that all independent variables knowledge management and entrepreneurial orientation have positive and significant influence on organizational performance.
The aim of this study is to examine the relationship between high-performance work systems (HPWS), sustainable development, and knowledge sharing in small and medium enterprises (SMEs) in Jordan. In this study it is hypothesized that the ability, motivation, and opportunity (AMO) improving the human resource (HR) practices of SMEs leads to better organizational performance of their employees through the role of knowledge sharing moderation. The results of this study confirm the hypothesis of the causal relationship between AMO practice with sustainable development, and the hypothesis of AMO practice with sustainable development are influenced by knowledge sharing. This study has implications for practice and theory, also can help project managers from these organizations to plan better human resource management (HRM) practices to promote sustainable development through innovation and creative performance of their employees. Therefore, this is one of the first studies to discuss the HRM productivity in AMO practice, and its important role in knowledge sharing.
This paper investigate the extent to which Strategic Human Resource Management (SHRM) influences Firm Performance. Quick environmental changes, competition to extend innovative products, changing customer and angel demands and globalization have become the criterion backdrop for firms. Sustained Competitive Advantage (CA) could be generated from a firm's Human Capital by styling SHRM to diagnose a firm's strategic needs which is wanted to implement a CA and achieve operational goals. Effective Human Resource Management HRM systematically organizes all individual HRM measures to directly impact employee attitude and behavior in a way that leads business to achieve its CA. Finally, this article develops a conceptual framework that explains the relationship between SHRM, CA and FP.
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