The Impact of Human Resource Management Practices, Organizational Culture, Motivation and Knowledge Management on Job Performance with Leadership Style as Moderating Variable in the Jordanian Commercial Banks Sector

Alsheikh, Ghaith Abdul raheem raheem Ali; Alnawafleh, Enas Ali Theeb; Halim, Mutia Sobihah Binti Abd; Tambi, Abdul Malek Bin A.

doi:10.6000/1929-7092.2017.06.48

Cited by 10 publications

(7 citation statements)

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“…The job performance of healthcare employees consists of punctual initiation of care, evaluation on a daily basis, accessibility, interaction, meaningful descriptions regarding assessments, advice related to one's health, and so on; all of these factors play an important role in the patients' satisfaction (Rahiman & Kodikal, 2017). As such, job performance is considered to be a vital element within the hospital, indeed so important as to aid in the establishment of novel and innovative estimation and consideration techniques in the last decade (Becton et al, 2012;Ghaith et al, 2018). This is also true for proficient workers who are only recently registered (Platis et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

The Impact of HR Practices and Innovative Work Behavior on Job Performance in Physicians

Alwali

Muthuveloo²,

Ping³

et al. 2021

IJHRS

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The purpose of this study is to examine the mediating role of innovative work behaviour between compensation system, training and development, information sharing, supervisory support, and job performance among physicians in Iraqi public hospitals. The researcher conducted the study via online questionnaire with a sample size of 173 physicians in Iraqi public hospitals. The data analysis was done via SPSS (or commonly known as Statistical Package for the Social Sciences), IBM SPSS Statistics 23 and Structural Equation Modelling (SEM) (PLS). The data analysis meant to conduct demographic profile of respondents and mean of variables, factor analysis, reliability analysis to measure the repeatability of measuring instrument and regression analysis for hypothesis testing of independent and mediating variables. Results showed that training and development and supervisory support have a positive significant impact on physician’s innovative work behaviour. Compensation system and information sharing have a negative impact on physician’s innovative work behaviour. Innovative work behaviour mediates the relationship between training and development, supervisory support, and job performance. While compensation system and information sharing were not a significant mediating.

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Section: Introductionmentioning

confidence: 99%

The Impact of HR Practices and Innovative Work Behavior on Job Performance in Physicians

Alwali

Muthuveloo²,

Ping³

et al. 2021

IJHRS

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“…These cultural values are the product of government policies and bureaucratic procedures. Neither the private nor public sector in Jordan show a clear use of HRM in terms of making strategic decisions or in designing HR practices for a company to adhere to Budhwar and Mellahi, 2016;Ghaith et al, 2018). The first stage in progression for HRM in Jordan is to identify and understand how HRM is currently used and how this can be modified in order to provide a better quality HRM service.…”

Section: Human Resource Management In Jordanmentioning

confidence: 99%

“…These policies are all likely to be influenced by social and environmental factors such as the political environment or cultural values (see Wright, Nyberg & Ployhart, 2018;Wood et al, 2019;Alanezi et al, 2020). The economy in Jordan is influential over both unemployment and business, with culture and political factors influencing the majority of Jordanian regulations (Aladwan et al, 2014 andGhaith et al, 2018).…”

Section: Human Resource Management In Jordanmentioning

confidence: 99%

Human Resource Management in Jordan: Challenges and Future Prospects

Mohammad

Darwish

2022

HRM in the Global South

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This chapter focuses on human resource management (HRM) in Jordan, a relatively secular Middle Eastern country with high political stability. Given that Jordan suffers limited natural resources, the onus is falling on the development of its human resources which represent the country's largest asset. However, the potential of HRM is not yet recognized in Jordan.Although HRM literature in the Middle East in general and Jordan in particular is rather scarce, we present the main aspects of the country's socio-economic status and discuss the role of HRM in the current economic reforms. We also discuss the key factors that determine HRM policies and practices in the context of Jordan and explore the potential impact of the national unique institutional and cultural setting on HRM practice and the implications of the latter for theory and practice. The chapter also presents the key challenges and future developments in HRM in Jordan and concludes with a number of important areas for future research.

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“…Due to the distinctive cultural and contextual traits of Jordan, it is crucial to comprehend how these aspects interact in Jordanian organizations. First of all, not much research has looked specifically at how Jordanian corporate culture affects knowledge management techniques and employee performance outcomes (Alsheikh, et al,. 2017;Jarrah, et al,.2020;Al-Abdullat, & Dababneh, 2018).…”

Section: Introductionmentioning

confidence: 99%

The Role of Organizational Culture on the Relationship between Knowledge Management and Employee Performance in Jordan

Thaher Amayreh

2023

IJARAFMS

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This article explores the critical role of organizational culture in shaping the relationship between knowledge management and employee performance in Jordan. It looks at how these elements interact to affect organizational success and provides advice on how businesses can use their cultures to strengthen knowledge management procedures and eventually boost worker productivity. This study uses a cross-sectional survey methodology and a quantitative research design. Utilizing both stratified and random selection methods, the sample was chosen. A questionnaire survey was used to collect data for the investigation. There were 370 survey forms handed out, and 266 valid replies were gathered and used in the research. Statistical software called Smart PLS (4.0) was used to evaluate the data that had been gathered. The findings from the study revealed a positive relationship between knowledge management and employee performance. It further highlights the importance of an effective knowledge acquisition, sharing, storage, and application processes. Organizations that invest in knowledge management systems and provide adequate resources for knowledge sharing and learning enable employees to access and apply relevant knowledge, leading to improved job satisfaction, problem-solving abilities, and innovation. Likewise, the moderating role of organizational culture indicates that a strong and supportive culture enhances the impact of knowledge management on employee performance.

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The Impact of Human Resource Management Practices, Organizational Culture, Motivation and Knowledge Management on Job Performance with Leadership Style as Moderating Variable in the Jordanian Commercial Banks Sector

Cited by 10 publications

References 0 publications

The Impact of HR Practices and Innovative Work Behavior on Job Performance in Physicians

The Impact of HR Practices and Innovative Work Behavior on Job Performance in Physicians

Human Resource Management in Jordan: Challenges and Future Prospects

The Role of Organizational Culture on the Relationship between Knowledge Management and Employee Performance in Jordan

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