Developing a Model of Work Performance System and Institutional Performance for Strategic Human Resource Management in the Ministry of Education, Oman

AL-Sinawi, Saleh Hamood Nasser; Piaw, Chua Yan; Idris, Abdul Rahman

doi:10.22452/mojem.vol4no4.1

Cited by 7 publications

(4 citation statements)

References 15 publications

(23 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Ghavifekr, Afshari, Siraj, Zabidi, and Razak (2013) explained that educational institutions experienced many changes. The success of realizing organizational performance is influenced by organizational performance systems with a focus on morale and loyalty (Al-Sinawi et al, 2016). There have been various explanations regarding individual performance including in the world of education and lecturers are a part of it.…”

Section: Introductionmentioning

confidence: 99%

Commitment, Work Engagement, and Research Performance of Lecturers, in Indonesia Private Universities

Winarno¹,

Hermana²

2019

MOJEM

View full text Add to dashboard Cite

The purpose of the study was to identify the effect of commitment, work engagement on research performance of the lecturers in Private Universities. The research method used was an explanatory survey. Data processing was performed statistically using Structural Equation Modeling. The respondents of this study are lecturers of Private Universities in West Java and Banten Province, Indonesia. The total sample chosen at random was 388 lecturers. The results of the study show that the implementation of the Human Resources (HR) function to improve research performance of the lecturers is based on JDR (job demand resources). The good performance of research, community service and teaching are based on the work paradigm. The orientation of private universities HR function to optimize performance has not touched the commitment aspect as much as an effort to encourage work engagement and improve lecturer performance. Performance is influenced by work engagement based on commitment based on ethical awareness of the function of lecturers in higher education. Efforts to meet job demand and job resources are physical, psychologically, and ethically in the work function to improve the performance that is managed as a sustainable system.

show abstract

Section: Introductionmentioning

confidence: 99%

Commitment, Work Engagement, and Research Performance of Lecturers, in Indonesia Private Universities

Winarno¹,

Hermana²

2019

MOJEM

View full text Add to dashboard Cite

show abstract

“…Aside from HRM practices, many investigations also focused on the link between HRM practices and performance of organisation. Al-Sinawi (2016) investigated the relationship between work performance system (which included staffing, training, involvement, appraisal, compensation, performance, caring) and performance of higher learning institutions in Oman. The instrument was composed of 88 items and was constructed to assess work performance system, mediator variables and institutional performance respectively.…”

Section: Hrm Practicesmentioning

confidence: 99%

Perceived Human Resource Management Practices and Demographic Profile of Staff at Private Higher Education Institutions in Oman

Vicencio¹

2021

Asia-Pacific Journal of Management Research and Innovation

View full text Add to dashboard Cite

This study described the perceived implementation of human resource management (HRM) practices and staff’s demographic profile at private higher education institutions (HEIs) in the Sultanate of Oman. It further explored the relationship of staff profile and HRM dimensions. Purposive sampling was used with a 50 per cent response rate. The instrument is composed of two parts; the first part includes staff profile while second part consists of 10 HRM dimensions clustered in 36 HRM practices. The findings revealed that all HRM dimensions were often applied and more than half of the respondents were academic staff, expatriates, male, and from affiliated, and college HEI. As to relationship, it was found that staff’s designation and residential status had high significant relationship in most of the HRM dimensions while staff’s HEI affiliation, classification and gender had high significant relationship with two HRM dimensions.

show abstract

“…At this point, there are two specific issues that have provoked this research. The first issue is related to the disputes between agent and principal; there is a common practice of leaving the operations of the organization to the managers, whereas the owners still like to have full autonomy (Al-Sinawi, 2016). These types of issues give rise to managerial biases, the point at which managers begin to think of their own benefits rather than what is best for the owners and the organization, also known as an "agency problem".…”

Section: Introductionmentioning

confidence: 99%

Assessing the Corporate Performance via Managerial Autonomy in Oman: Mediating Role of Management Accounting Information System

Husain¹

2023

JSS

View full text Add to dashboard Cite

The study aims to find out the ways in which corporate performance can be enhanced with the help of establishing managerial autonomy and implementing management accounting information systems in manufacturing organizations in Oman. The study is novel for considering factors of integration, reliability, flexibility, and efficiency to enhance corporate performance in Oman. In this qualitative study, the manufacturing sector has been considered, as it has shown significant growth that can impact Oman's economy positively if an efficient enough system is implemented. By applying analytical tests through SPSS and AMOS, results have shown that the impact of managerial autonomy and factors of efficiency, reliability, and flexibility in management accounting information systems are significant and positive on corporate performance in Oman. But the impact of integration is insignificant. Most of the organizations in Oman are yet in the decision-making process for the implementation of the Management Accounting Information System; the outcomes of this study can help in the decision-making, policy-making, and implementation processes, thus contributing to the performance enhancement of the manufacturing corporations in Oman.

show abstract

Developing a Model of Work Performance System and Institutional Performance for Strategic Human Resource Management in the Ministry of Education, Oman

Cited by 7 publications

References 15 publications

Commitment, Work Engagement, and Research Performance of Lecturers, in Indonesia Private Universities

Commitment, Work Engagement, and Research Performance of Lecturers, in Indonesia Private Universities

Perceived Human Resource Management Practices and Demographic Profile of Staff at Private Higher Education Institutions in Oman

Assessing the Corporate Performance via Managerial Autonomy in Oman: Mediating Role of Management Accounting Information System

Contact Info

Product

Resources

About