Achieving Competitive Advantage (CA) Through the Role of Training and Compensations Practices on Innovative Work Behavior (IWB): A Study in Jordan Islamic Banks

Qawasmeh, Esraa; Wahab, Norailis Abd

doi:10.6007/ijarems/v11-i2/13335

Cited by 2 publications

(2 citation statements)

References 13 publications

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“…The numbers used in the description come from previously published research, wh ich indicated a range of values for measuring the magnitude of the variables and objects in question. Researchers that have done descriptive statistics, including Siron and Tasripan (2012) and Qawasmeh, Darqal, and Qawasmeh (2013) provide values that are used to understand the assessment of the level of the mean. The mean value and its implications are shown in Table 3.…”

Section: Descriptive Information Of Variablesmentioning

confidence: 99%

The effect of E-HRM practices on the performance of academic staff: The mediating role of trust

Hussein,

Jaaffar

2024

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The purpose of this study is to investigate the effect of electronic human resource management (E-HRM) on the performance of academic staff (PAS) at Amman universities. In today's modern freelance and remote working society, employee performance (EP) has become an important topic in recent studies. This performance is more critical for educational institutions as they move to more virtual classes and meeting discussions. The move to the virtual world forced the organization to conduct most of its work online, which requires trust. Prior literature has focused on EP in business organizations, and minimal studies have examined this topic in educational settings among academic staff. The study also examines the mediating role of trust between E-HRM and PAS. Based on the literature, the study proposes a positive effect of E-HRM on PAS, and trust will mediate this effect. The population of this study is the academic staff in Amman, the capital of Jordan. A total of 332 responses were collected using stratified random sampling. The data was collected via an online questionnaire shared among the population. Smart Partial Least Squares (Smart PLS) was used to analyze the data. The finding showed that E-HRM and its dimensions, such as E-selection, E-training, and E-development, positively affected PAS. E-recruitment, E-performance appraisal, and E-compensation have an insignificant effect. The findings also showed that trust partially mediated the impact of E-HRM on PAS. E-HRM collectively is vital to improving PAS, and the selection and training process can play an essential role in enhancing PAS.

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Section: Descriptive Information Of Variablesmentioning

confidence: 99%

The effect of E-HRM practices on the performance of academic staff: The mediating role of trust

Hussein,

Jaaffar

2024

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“…Table 2 presents the outer model assessment results, which includes mean and standard deviation scores for all latent factors. Most items scored above 3.0, indicating a satisfactory performance (Qawasmeh et al, 2013). The outer model was also evaluated based on composite reliability (CR), factor loadings (FL), average variance extract (AVE), and discriminant validity (Hair Jr et al, 2021).…”

Section: Assessment Of the Reflective Measurement Modelmentioning

confidence: 99%

Connecting green HRM practices to pro‐environmental behavior through green human capital in the hospitality sector

Ogiemwonyi,

Alam,

Alotaibi

2023

Bus Strat Dev

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The increasing focus on environmental sustainability has opened up a new area of research that explores the role of green “human resource management (HRM)” practices. Scholars in this field are investigating how these practices can support efforts toward achieving environmental sustainability. Although there is growing interest in studying green HRM practices, there have only been a few studies that have looked into how these practices affect the abilities, experience, expertise, intelligence, knowledge, skills, and training of employees in relation to pro‐environmental behavior (PEB). This is important as PEB can help to reduce negative environmental activities and promote green sustainability in the hospitality sector. To bridge this empirical gap, the investigation of the effects of green HRM practices on PEB was carried out, with a particular emphasis on the mediating function of green human capital (GHC). A research study was conducted on 269 stable participants in the Nigerian hospitality sector using the “partial least squares [PLS]” approach. The study successfully shows that green HRM practices, such as green hiring, green training and development, green discipline management, and environmental performance, can directly predict GHC. The analysis was based on both PLS and social cognitive theory (SCT). According to the study, green HRM practices are connected to PEB through GHC, except for green compensation. The study indicates that PEB can be predicted by environmental performance and GHC. This study has significant theoretical implications for green HRM practices and provides valuable insights to hospitality managers. Moreover, it offers suggestions for potential areas of future research.

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Achieving Competitive Advantage (CA) Through the Role of Training and Compensations Practices on Innovative Work Behavior (IWB): A Study in Jordan Islamic Banks

Cited by 2 publications

References 13 publications

The effect of E-HRM practices on the performance of academic staff: The mediating role of trust

The effect of E-HRM practices on the performance of academic staff: The mediating role of trust

Connecting green HRM practices to pro‐environmental behavior through green human capital in the hospitality sector

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