Sources of recruitment at foreign commercial banks in Jordan and their impact on the job performance proficiency

Abstract

The purpose of this study was to identify sources of recruiting as practiced by the foreign commercial banks operating in Jordan and their impact on job performance proficiency. Six foreign banks were chosen randomly, 160 questionnaires were distributed to employees from the human resource departments at these banks, 121 valid questionnaires were recovered – 76% – and statistically analyzed. Results revealed the highest level of using internal recruitment sources related to accelerating promotion. External recruitment sources related to online ads and attracting distinctive graduates. There is an impact of overall internal recruitment sources on job performance proficiency. There is no impact of the overall external recruitment sources on job performance proficiency, except external recruitment sources related to recommended employees, educational institutions, and training centers, which have impact on job performance proficiency.The study recommended to maintain the application of promotion strategies by acceleration as a source of internal employment, because they positively influence the increase in the level of performance among the employees. Maintain the follow-up of graduates at universities to attract the first of them as a source of employment, maintain contact with the training centers and select the distinguished trainees as the sources of employment, and diversify advertising methods to attract talent.

Perception of Occupational and Environmental Risks and Hazards among Mineworkers: A Psychometric Paradigm Approach

“…Furthermore, considerable previous literature on the psychometric paradigm has established the vital role of knowledge in shaping individuals’ risk perceptions of various technologies and activities [ 21 , 27 , 35 , 40 , 44 , 49 , 50 , 51 , 52 , 53 , 54 ]. In line with this, our results have also supported the literature by extending psychometric research to include occupational and related risks and hazards [ 55 ].…”

The Role of Personality and Top Management Support in Continuance Intention to Use Electronic Health Record Systems among Nurses

“…Conscientious personality types have an innate desire to accomplish and deliver optimal performance; they demonstrate a constant readiness to implement any changes that will improve their performance. Self-discipline is a critical aspect of their character, indicated by their ability to meet their objectives and persistent motivation to aim higher [ 120 , 121 ]. The management literature has recognized the construct of conscientiousness for its vital significance concerning job success [ 118 ].…”

“…Thus, highly conscientious employees are likelier to have greater CI to utilize a new technological system than their less conscientious colleagues. Conversely, if an employee believes that his/her company has failed to provide adequate support to enable the use of a new system, a high level of conscientiousness will strengthen their feelings of frustration and/or disappointment and lead to a decline in their CI to use [ 120 ]. Our review reveals no research that has explored whether conscientiousness moderates the relationship between facilitating conditions and CI.…”

Effects of Promotion Practices on Employee Performance in the National Bank of Kenya.

“…Essentially, promotion signifies the elevation of an employee's standing within the organizational hierarchy. It can manifest as a shift in an employee's role within the organization's structure (Al-Khasawneh, Malkawi & AlGarni, 2018). Typically, promotion entails assuming new job titles, assuming greater responsibilities, and receiving a salary boost.…”