Objective and subjective criteria are essential measures of organizational success. However, prior studies ignored these criteria when assessing employees’ career success. This study aims to examine ...the impact of HRM practices and employee behavior on career success for employees in the Greater Amman Municipality. This study adopted a survey for data collection, as 375 questionnaires were distributed to employees working at Greater Amman Municipality in Jordan. Four weeks were given to respondents to complete the survey. After the allotted time had passed, 246 questionnaires had been gathered, with a response rate of 65.6%. Of these, 246 questionnaires were deemed suitable for further analysis. Convenience sampling has been used as a key technique for collecting data. For data analysis, SPSS (version 25) and SmartPLS (version 3.3.9) statistical software were used. The findings indicated that objective and subjective criteria significantly affect career success. The results also showed that HRM practices and employee behavior significantly and positively influenced career success. Furthermore, employee behavior mediated the relationship between HRM practices and career success. Since each facet reflects a significant and distinctive component of career success, academics and researchers should focus on both the objective and subjective dimensions of career success.
Performance management helps organizations to ensure that they are on the right path. Thus, this requires increasing the ability of organizations to understand their own key indicators to manage and ...measure their performance. The purpose of this study is to determine the key performance indicators used in Saudi Arabian telecommunication companies. Moreover, it examines whether these indicators impact the overall performance of Saudi Arabian telecommunication companies. This study adopted a quantitative method based on a survey questionnaire. Participants were reached through human resources officers in the telecommunication companies. Questionnaires were distributed to 247 employees at middle and top management levels in Saudi Arabian telecommunication companies using a convenience sampling technique. However, 212 responses were returned completely filled with a response rate of 85.8%. This study used statistical software of SPSS and SmartPLS for data analysis. The results revealed that customer satisfaction, delivery reliability, learning and growth, employee satisfaction, cost, financial performance, flexibility, and quality are the key indicators used in Saudi Arabian telecommunication companies to measure performance. The results also revealed that customer satisfaction, delivery reliability, learning and growth, employee satisfaction, cost, financial performance, flexibility, and quality have an impact on the overall performance of Saudi Arabian telecommunication companies. These indicators can be used to determine the state of organizations, help measure the implementation of strategies, evaluate the organization’s current performance, design strategies for improvement, and evaluate organization’s departments and employees.
AcknowledgmentThis paper was supported by the Deanship of Scientific Research, Vice Presidency for Graduate Studies and Scientific Research, King Faisal University, Saudi Arabia GRANT348.
Despite a widespread consensus towards the implications of workplace ostracism to employees, little research attention has been paid to exploring its determinants, especially in the educational ...sector. In the context of higher education institutions, workplace ostracism can lead to a number of undesired outcomes, such as deviant workplace behavior, turnover, and decreased job performance. Thus, this study aims to explore the role of perceived organizational politics in promoting workplace ostracism. Drawing on the social exchange theory, the study also attempts to identify the mediating role of interpersonal distrust in the relationship between perceived organizational politics and workplace ostracism in higher education institutions. Data were conveniently collected from 154 full-time faculty members serving in five public universities in Bangladesh. To test the research hypotheses, the study employed partial least squares path modeling. The findings revealed that there is a significant positive association between perceived organizational politics and workplace ostracism and that interpersonal distrust plays an intervening role in the relationship. These results highlight the role of perceived organizational politics and interpersonal distrust in shaping academics’ workplace ostracism. Based on the findings, the study suggests both practical and theoretical implications with directions for future research.
Perceived organizational politics, Interpersonal trust, Workplace ostracism, Higher education institutions.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
This study aims to examine the impact of career planning and career satisfaction on employees’ turnover intention and the mediating role of career satisfaction from the perspective of banks ...employees’ in the Jordanian capital Amman. The survey questionnaire was gathered from 412 employees located in 25 banks in the Jordanian capital Amman. The study used the software SmartPLS (version 3.2.8) to test the study hypotheses. The findings indicate that career planning and career satisfaction negatively impact employees’ turnover intention, and career satisfaction partially mediated the relationship between career planning and employees’ turnover intention. Additionally, this study aims to evaluate previous items that were developed by Gould (1979) to measure career planning, using focus group interview for six managers of the human resource department in the Jordanian banks' sector. According to the results of the interview, some items were reformulated and three new items were created. Future studies may include expansion of this model by adding variables related to organizational behaviours such as individual career management or career adaptation.
Joint Responsibility for Careers Aburumman, Omar Jaber; Omar, Khatijah; Barhem, Belal
Employee responsibilities and rights journal,
03/2023, Volume:
35, Issue:
1
Journal Article
Peer reviewed
The literature of career management advocates the idea of joint responsibility for the career. On a similar approach, this study examined the relationships between joint responsibility for a career, ...career management, career planning, and career success in the Jordanian healthcare sector. This study employed a survey questionnaire as the primary technique for data collection from a sample of 334 respondents at 66 private hospitals in Jordan. Statistical software of SPSS (version 25) and SmartPLS (version 3.3.3) has been used for data analysis. The results revealed that joint responsibility, career management, and career planning are factors that positively affect career success. Furthermore, the results revealed a positive and significant relationship between joint responsibility and career management and career planning. At the same time, career management and career planning mediated the relationship between joint responsibility and career success. The study's originality is centered on examining the joint responsibility for a career and contributing to developing a survey instrument to measure joint responsibility for the career. Then, this study takes an in-depth view of careers by examining factors that may impact career success.
This study aims to examine the influence of HRM practices (employees’ empowerment, job security, and employees’ participation) and employees’ satisfaction on intention to leave and the mediating role ...of employees’ satisfaction from the perspective of faculty members in private universities in Kuwait. The survey questionnaire was gathered from 261 faculty members who were working in four private universities in Kuwait. The study used the software SmartPLS (version 3.2.8) to test the study hypotheses. The findings indicate that HRM practices (employees’ empowerment and job security) and employees’ satisfaction had negative effects on intention to leave, and employees’ satisfaction partially mediated the relationship between HRM practices (employees’ empowerment and job security) and intention to leave. Future studies may include other samples as public universities or other sectors in Kuwait such as the education sector or health care sector.
The main objective of this study is provide a conceptual model for the relationship between HRM practices (selection, training & development programs, career development, performance management, and ...reward) and organizational performance by mediating role of work motivation. HRM practices are the main engine of work motivation and organizational performance, through suitable selection systems, sufficient training and development programs, fair and quick career development systems, fair performance management systems, high reward and benefits, and a high level of motivation in the work environment, which contributes to enhancing and improving organizational performance. Social exchange theory supported these relationships, where the organizational performance is impacted by HRM practices (selection, training & development programs, career development, performance management, and reward) and work motivation. This study recommended examining the proposed framework by using advanced statistical methods in order to examine the previous hypotheses and provide the results to help decision-makers in organizations.
This study aims to proffer answers to patient loyalty challenges at these goals by proposing and approving patient loyalty. Based on the supporting theories, this study analyzed the impact of ...convenience on patient loyalty of public healthcare facilities in Jordan. Further, the mediating influence of patient satisfaction on the relationship between patient convenience and patient loyalty. A total of 400 patients were examined in the sample using convenience sampling method for data analysis from public hospitals in Jordan. PLS 3.3.2 software was used for data analysis. Results show that there's an effect of patient convenience on patient satisfaction and patient loyalty. The study provided a collection of recommendations.
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