Human Resource Management in Jordan: Challenges and Future Prospects

Mohammad, Tamara; Darwish, Tamer K.

doi:10.1007/978-3-030-98309-3_7

Cited by 25 publications

(14 citation statements)

References 59 publications

(85 reference statements)

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“…In conclusion, the results of this study provide valuable insights into the relationship between HR Analytics and strategic approaches to HR e ciency in the UAE. The positive relationship between the use of HR Analytics and strategic approaches to HR e ciency suggests that organizations in the UAE can bene t from adopting HR Analytics as a tool for making data-driven decisions in managing their workforce (Mohammad & Darwish, 2022). The nding that the use of HR Analytics enhances the HR e ciency of organizations in the UAE suggests that HR Analytics is an important instrument for organizations to improve their HR management.…”

Section: Discussionmentioning

confidence: 99%

WITHDRAWN: The Nexus Between HR Analytics and Organizational Performance in the UAE

Chino¹

2023

Preprint

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This research paper highlights the importance of HR Analytics in enhancing HR efficiency in the UAE. The study provides evidence of the positive relationship between the use of HR Analytics and strategic approaches to HR efficiency, suggesting that organizations that adopt HR Analytics are more likely to have a strategic approach to managing their human resources. The study used a survey approach to collect data from HR professionals in various industries in the UAE and found that the use of HR Analytics enhances the HR efficiency of organizations. The findings of this study have important implications for organizations in the UAE. By adopting HR Analytics, organizations can make data-driven decisions that lead to a more efficient and effective management of their human resources. This can contribute to the overall effectiveness and competitiveness of organizations in the UAE. The study concludes that HR Analytics is an important tool for organizations to enhance their HR efficiency and gain a competitive advantage. Further research in this area can help to advance the understanding of HR Analytics and its impact on organizational performance in the UAE context.

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Section: Discussionmentioning

confidence: 99%

WITHDRAWN: The Nexus Between HR Analytics and Organizational Performance in the UAE

Chino¹

2023

Preprint

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“…The importance of the literature review is to nd out the signi cance of prevailing theoretic aids to the relationship amid responsible and servant leadership and presented with the arbitration impacts of industrial commitment and employee revenue purposes on their straight association (Mohammad & Darwish, 2022).…”

Section: Review Of Literaturementioning

confidence: 99%

WITHDRAWN: Leadership and Employee’s Turnover

Josquar¹

2023

Preprint

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This research represents present intellectual in the developing field of Leadership. For this present research two leadership styles are used, Responsible Leadership and Servant Leadership on Employee Turnover Intentions. The focus of this paper is to study the relationship between leadership styles and incoming turnover intentions. To complete this study total of 121 employee’s data were collected from seven pharmaceutical companies of Himachal Pradesh India. ANOVA technique and descriptive used as statistical techniques. The study suggests the presence of a substantial relationship amongst responsible leadership and servant leadership with turnover intentions. Hence, it is concluded that responsible leadership and servant relationship plays a negative significant role in employee’s turnover intention.

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“…Some specialists even went so far as to coin it as a way of life (Al‐Ramahi, 2008; Cunningham & Sarayrah, 1993; Hutchings & Weir, 2006b). Thus, it comes as no shock that Arab nationals are quite used to resorting to wasta when it comes to any HRM practice, most notably recruitment and promotion (Afiouni, Ruël, & Schuler, 2014; Aladwan, Bhanugopan, & Fish, 2014; Alsarhan, 2021; Al‐Twal, 2022; Al‐Twal & Aladwan, 2021; Branine & Analoui, 2006; Budhwar & Mellahi, 2006; El‐Said & McDonald, 2001; Ezzedeen & Swiercz, 2001; Harbi, Thursfield, & Bright, 2017; Hutchings & Weir, 2006b; Loewe et al, 2008; Mohamed & Mohamad, 2011; Mohammad & Darwish, 2022; Sfeir, 2022; Tlaiss & Elamin, 2016; Tlaiss & Kauser, 2011; Valax & Alsarhan, 2021). Hence the difficulty to challenge the status quo, as many individuals (and even families and tribes) who benefit from the prevalence of wasta are not likely to be eager to give up their gains and privileges (Ta'Amnha et al, 2016).…”

Section: The Conditions Of Success Of Change Management Against Wastamentioning

confidence: 99%

A change management roadmap for wasta‐free managerial practices in Arab organizations

Alsarhan

2022

Thunderbird Intl Bus Rev

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Wasta, which is the typical informal network style pervasive in the Arab world, has long been believed to constitute an intrinsic feature of managerial activities and practices in Arab organizations. With a long and intertwined history on one side, and a large widespread on the other, this practice seems near impossible to dissociate from the social and professional landscape of this part of the world. While more and more studies are emerging in order to understand the mechanisms of this practice, the conditions of its emergences, the factors which stand behind its widespread, and the consequences it brings forth, less attention has been directed towards proposing a solution for this problem. Some scholars have nonetheless attempted to offer practical indications on dealing with wasta in order to limit its spread and disintegrate its operational systems. This paper, which falls in line with these works, proposes a roadmap towards a wasta‐free management system in Arab organizations. Through formulating holistic and comprehensive measures in different levels and areas, this study hopes to contribute a clear roadmap, ready for use by global business leaders, managers, HR practitioners, and government executives alike.

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Human Resource Management in Jordan: Challenges and Future Prospects

Cited by 25 publications

References 59 publications

WITHDRAWN: The Nexus Between HR Analytics and Organizational Performance in the UAE

WITHDRAWN: The Nexus Between HR Analytics and Organizational Performance in the UAE

WITHDRAWN: Leadership and Employee’s Turnover

A change management roadmap for wasta‐free managerial practices in Arab organizations

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