Knowledge dimension in investment of the human capital as perceived by staff working in Jordanian insurance companies

Abstract

The main objective of this research is to address knowledge dimension of human capital in insurance sector in Jordan. There is an urgent need for studies on human capital, including intellectual capital (IC). After a thorough review of the research literature, the researchers were able to develop a questionnaire to apply to insurance companies in Jordan. In this study, the sample of 30 companies has been randomly selected from Amman, Zarqa, and Irbid in the insurance sector in Jordan. Means, SD, ANOVA analysis, and “Tukey Test” were used. Multiple regression was extracted for the first hypothesis, for subhypothesis simple regression is used. For the correlation indicator, we used Multicollinearity, finally Stepwise Regression was used. The values of the calculated t‐ratios for the staff position show that the nonsupervisory staff feel more than the supervisory staff in Staff Recruitment and Job Environment variables. And the supervisory staff feel more than the nonsupervisory staff in Staff Development. The values of the calculated t‐ratios for the gender show that the male staff feel more than the female staff in Staff Recruitment and Job Environment variables. And the female staff feel more than the male staff in Staff Development. The values of the calculated F‐ratios for each of the factors affecting knowledge dimension of the investment in human capital high and it can be concluded that there is significant statistical evidence that differences between factors exist according to the staff Work Place in variables Staff Recruitment, Job Environment, and Staff Development. Result of the test showed that staff who's working in Irbid feel in Staff Recruitment variable more than staff who's working in Zarqa. And the staff who's working in Zarqa feel in Staff Development variable more than staff who's working in Amman.

The role of university Knowledge Transfer Offices: Not just commercialize research outputs!

“…En este orden de ideas, el conocimiento individual, experiencia y habilidades, representan recursos valiosos y una fuente de ventaja competitiva, siempre que las organizaciones estén en capacidad de gestionar y aprovechar eficazmente el conocimiento y experiencia que pertenecen a los colaboradores (Bontis & Mention, 2013), incluyendo staff y gerentes (Alsawalhah & Ahmad, 2021). Además, el capital humano genera ventajas competitivas cuando las organizaciones generan programas para fortalecer las habilidades profesionales, nivel de educación, entrenamiento, resolución de conflictos, trabajo en equipo, aprendizaje, lealtad y emprendimiento (Lekić et al, 2022).…”