Empowerment, HRM practices and organizational performance: a case study of Jordanian commercial banks

Alkhazali, Zeyad; Abu-Rumman, Ayman; Khdour, Naser; Al-Daoud, Khaleel

doi:10.9770/jesi.2020.7.4(28)

Cited by 24 publications

(22 citation statements)

References 37 publications

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“…Organizations also provide opportunities for their representatives to participate in the advancement of organizational objectives and approach progress, then empower them to create unapplied thinking that is the basis of organizational implementation. Although there has been extensive writing on HRM practices and innovation performance, analysts have ultimately sought to combine these two queries on flow (Alkhazali et al, 2020). The following areas offer some assumptions about the influence of encouraging communication and data trade between AMO practices and sustainable development for SMEs.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…A number of people think they have examined this relationship in an Asian setting. Alkhazali et al (2020) found that HRM practices lead to superior development outcomes, which in turn lead to advanced implementation. Argote et al (2003) highlighted the part of AMO practice and knowledge management in advancing organizational implementation.…”

Section: Hypothesis Developmentmentioning

confidence: 99%

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High performance work system and sustainable development among Jordanian SMEs: knowledge sharing as a moderator

Alkhazali¹,

Al-Daoud²,

Alshamayleh³

et al. 2021

JESI

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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.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Section: Hypothesis Developmentmentioning

confidence: 99%

High performance work system and sustainable development among Jordanian SMEs: knowledge sharing as a moderator

Alkhazali¹,

Al-Daoud²,

Alshamayleh³

et al. 2021

JESI

Self Cite

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“…Previous study has shown a positive effect of work practices on employee, for example Alkhazali et al, (2020) found positive relationship between empowerment, HRM practices and employee outcomes in Jordanian banks. Similarly, Dayarathna, (2019) examine the impact of HPWS on employees effectiveness in Srilankan's banks and found positive correlation.…”

Section: High-performance Work Practices and Affective Commitmentmentioning

confidence: 86%

Employees Perceptions of Human Resource Management System and Practices Impact on Affective Commitment: Considering Mediating Role of Line Manager

Javed¹,

Paracha²

2021

IRMBR

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The purpose of this paper is to analyse the impact of employee’s perception of HRM system strength and high performance work practices based on ability enhancing, motivation focused and opportunity creating practices on affective commitment. Furthermore, this paper explores the mediation effect of the line manager's ability, motivation, and opportunity to implement human resource practices between the high performance work practices, perception of HRM system strength, and affective commitment. This study is based on a quantitative research design. Data collected from 761 bank employees from different branches of private banks in Pakistan. A structural equational modeling technique was used to analyse the data. The result supported the positive impact of ability, motivation, and opportunity enhancing high performance work practices and HRM system strength on affective commitment. However, the mediation results indicated partial acceptance. The findings of this paper are expected to encourage researchers to be more thoughtful about the connection between these variables. Keywords: High Performance Work Practices, HRM System Strength, Line Manager Role, AMO Framework, SHRM Practices.

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“…Studies on entrepreneurial orientation have shown inconsistencies. Majority of the studies conducted on the relationship between entrepreneurial orientation and performance have shown positive impact (Alkhazali et al, 2020). But on the other hand, few researchers contradicted the ndings and highlighted that the relationship between entrepreneurial orientation and performance have insigni cant (Cho & Lee, 2018;Shah & Ahmad, 2019;Hernández-Linares, Kellermanns, López-Fernández, & Sarkar, 2019), or least in uence (Vega-Vázquez, Cossío-Silva, & Revilla-Camacho, 2016; Masa'deh, Al-Henzab, Tarhini, & Obeidat, 2018) or negative (Taheri, Bititci, Gannon, & Cordina, 2019) or curvilinear (Yoon & Solomon, 2017), or inverse U shaped (Luu & Ngo, 2019) relationship.…”

Section: Performance Of Smesmentioning

confidence: 99%

Entrepreneurial Networks, Entrepreneurial Orientation, and Performance of Small and Medium Enterprises: Are Dynamic Capabilities the Missing Link?

Abu-Rumman

Al-Shra'ah

Al-Madi

et al. 2020

Preprint

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Performance of small and medium enterprises (SMEs) has been addressed widely in the literature. Developed and developing both the countries are highly concerned about the growth and performance of small and medium enterprises. The literature over the performance is abundant, however, has certain controversies. To identify the reasons behind those controversies, this study has been conducted. the aim of the study was to identify the mediating role of dynamic capabilities which are developed by the entrepreneurial networks and entrepreneurial orientation. The study collected the data from those small and medium enterprises which were connected through a closed network and were the part of groups. The data was collected with the help of adopted questionnaire. 100 small and medium enterprises were contacted for the collection of data. The sample firms were chosen on purposive sampling basis. Structural equation modelling was applied to identify the direct impacts and the mediating impact. The findings identified that among the chosen firms, entrepreneurial networking has an insignificant impact, however, entrepreneurial orientation has shown a significant positive impact. Furthermore, the mediating role of dynamic capabilities was significant in both the relationships. The findings suggested that the sector should develop strong networks and should consider strategic alliances to gain competitive edge. Future researchers are guided to implement the same framework along with the dimensions of the variable.

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Empowerment, HRM practices and organizational performance: a case study of Jordanian commercial banks

Cited by 24 publications

References 37 publications

High performance work system and sustainable development among Jordanian SMEs: knowledge sharing as a moderator

High performance work system and sustainable development among Jordanian SMEs: knowledge sharing as a moderator

Employees Perceptions of Human Resource Management System and Practices Impact on Affective Commitment: Considering Mediating Role of Line Manager

Entrepreneurial Networks, Entrepreneurial Orientation, and Performance of Small and Medium Enterprises: Are Dynamic Capabilities the Missing Link?

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