Perceived benefits of training, individual readiness for change, and affective organizational commitment among employees of national Jordanian banks
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Abstract : This study aimed to examine how employees’ perceived benefits of training impact their level of affective organizational commitment through investigating the mediating role of individual readiness for change in National Jordanian banks. The study sample included 451 employees from 16 banks in Jordan. Stratified random sampling was used for the selection of the study participants, and data were collected using a self-administered written questionnaire. Partial least squares structural equation modelling was conducted to analyze the collected data and test the study hypotheses, which were developed according to the social exchange theory and psychological contract theory. The analysis provided strong evidence for the contentions of the social exchange theory, whereby employees’ affective commitment to their banks was found to be positively influenced by their perceptions of the job-, career, and personal-related benefits of training. Moreover, individual readiness for change was shown to be positively influenced by employees’ perceived benefits of training, and employees’ affective organizational commitment was positively influenced by their readiness for change. Finally, individual readiness for change was found to act as a mediating variable between employees’ perceived benefits of training and their level of affective commitment to their banks. The current study provides bank management teams with a comprehensive understanding of employees’ affective organizational commitment as a potential outcome of training and provides evidence for the relationship between the two variables.
Keywords : Employees’ perceived benefits of training (EPT); Affective organizational
commitment (AOC); Individual readiness for change (IRFC); Banks; Jordan
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A moderated mediation model of lean, agile, resilient, and green paradigms in the supply chain
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Abstract : Theorizing and moderated mediation analysis enables supply chain management scholars and practitioners to extend the boundaries of our present knowledge by examining how, when, and why lean, agile, resilient, and green association to capabilities, sustainability, and performance occur. However, only a limited number of studies have addressed this issue because of the complexities associated with their execution. In this article, we provide primary data on capabilities, sustainability, and performance in the supply chain contexts of a detailed model. Also, a widespread review of the literature was presented to motivate the underlying measures associated with the supply chain management paradigms, supply chain capability, sustainability, and performance used to create the ultimately allow companies to become more competitive and sustainable in an unstable and high-demand environment. SCM paradigms are becoming increasingly important. The lean paradigm encourages quality and productivity through the disposal of waste in its various forms while reducing expenses and time as well as improving customer satisfaction; lean focuses on process optimization, facilitation inspection, and the reduction of no value-added operations for the entire supply chain. The agile paradigm relates to the ability to react quickly and cost-effectively to unexpected market modifications and rising environmental disruption
Keywords : Supply chain management (SCM)
paradigms, Supply chain capability, Sustainability,
SCOR Model
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The impact of strategic human resources planning on the organizational performance of public shareholding companies in Jordan.
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Abstract : Performance management (PM) is a common practice used by organizations to assess and manage employees’ work. Much of PM research is closely related to management practices. Corporations in the public and nonprofit sector continuously develop PM programs to ensure the sustainability of their organizations. The study aims to analyze the impact of strategic human resources planning on the organizational performance of Jordanian public shareholding companies for senior management and functional unit managers (human resources, marketing, finance, and accounting). The researchers surveyed all the public shareholding companies registered with the Jordan Securities Commission (JSC) in 2019, wherein they found that only 60 companies applied strategic planning and human resources planning (HRP) together. Two hundred and twenty questionnaires were distributed in 52 companies surveyed, and 203 were adopted for statistical analysis. Several statistical methods were used, most notably the multiple regression analysis. The researchers found out a statistically significant impact of the strategic human resources planning (integration of HRP and strategic planning; strategic participation) on organizational performance. The results showed that adopting the strategic HRP dimensions leads to an increase in an organization’s overall productivity, employee satisfaction and reputation, as well as reduced operating costs. HR managers must understand the effectiveness of strategically designed HR practices across functions.
Keywords : strategic human resources planning, strategic
participation, organizational performance, public
shareholding companies, Jordan
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The Impact of Corporate Social Responsibility on Organizational Performance in Telecommunication Sector in Jordan
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Abstract : The objective of the current study is to examine the impact of both internal and external CSR on both non-financial and financial performances. The population of the study represented telecommunication companies in Jordan. A survey questionnaire was prepared based on the published literature, and the data were collected from 500 respondents of the targeted companies. The necessary tests to ensure reliability and validity were performed using SPSS. The results indicated that both types of performance are positively influenced by internal CSR. External CSR showed positive influence on non-financial performance, while its effect on financial performance was insignificant and negative. The study suggests that CSR is essential factor that is expected to boost performance of Jordanian telecommunication companies. Applying CSR will result in employee and customer satisfaction and increase the levels of loyalty of internal and external stakeholders. Managers in the developing countries have to be aware of the advantages of adopting CSR in today's dynamic and competitive environment.
Keywords : Jordan, corporate social responsibility, organizational performance, telecommunication sector
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A study on relationship between human resources and strategic performance: the mediating role of productivity
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Abstract : The objective of the study is to investigate the mediating role of the productivity of the banks sector in Jordan based on the relationship between human resources and strategic performance from the point of view of the senior management managers and functional unit managers (human resources, marketing, finance and accounting). Human resources were measured through human resource activities. The population of the current study represented all the commercial banks in Jordan, the total number of which is 26. A survey questionnaire is prepared based on the published literature, and the data are collected from 371 respondents from the targeted banks. The necessary tests to ensure reliability and validity are performed using SPSS. The results indicate that human resources positively affected strategic performance and productivity. The findings also revealed that productivity positively mediated the relationship between human resources and the commercial banks' strategic performance.
Keywords : Human Resources
Strategic Performance
Productivity
Banks Sector
Jordan
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