The Effect of Human Resource Management Practices on Job Involvement in Selected Private Companies in Jordan/LES EFFETS DE LA PRATIQUE DU MANAGEMENT DES RESSOURCE HUMAINE SUR LA RESOLUTION DU TRAVAIL SELECTIONNE DES ENTREPRISE PRIVEE EN JORDANIE
Bibliographic record
Abstract
Abstract Research on Human Resource Practices within an Arabic context limited. This research aims to examine the effect of Human Resource Practices on job involvement in an Arabic country namely; Jordan. Six of the major Human Resource Practices are included in this research, namely: job analysis, selection, training, performance appraisal, compensation, and career management. We administered surveys to 15 companies in Jordan and acquired a sample of 272 valid cases. Results show that all Human Resource Practices have a positive effect on job involvement. When considering job involvement, selection exhibits the highest effect whereas training has the lowest effect. Implications of the results are discussed and directions for future research are suggested. Key Words: Human resource management; Human resource practices; Job involvement; Jordan Resume La recherche sur les pratiques de management des ressources humaines dans un contexte arabe est limitee. Cette recherche vise a examiner l'effet des pratiques de ressources humaines sur l'implication des emplois a savoir dans un pays arabe, la Jordanie. Six des principales pratiques de ressources humaines sont inclus dans cette recherche, a savoir: l'analyse des emplois, la selection, la formation, l'evaluation de la performance, la remuneration et la gestion de carriere. Nous avons administre a 15 enquetes entreprises en Jordanie et en a acquis un echantillon de 272 cas valides. Les resultats montrent que tous les Pratiques de ressources humaines ont un effet positif sur l'engagement professionnel. Lors de l'examen implication au travail, la selection presente les plus grands effets tandis que la formation a le plus faible effet. Les implications des resultats sont discutes et les orientations de recherches futures sont suggerees. Mots Cles: Management des ressources humaines; Pratiques de ressources humaines; Resolution de travail; La Jordanie INTRODUCTION Today's organizations operate in a very difficult environment due to financial crises, technology changes, competition, and globalizations. Dessler (2011) points out those organizations depend on their Human Resource managers to display the required competencies to help organizations address these challenges proactively. This can be achieved through human resource management practices that add values to organizations while making employees an important source of competitive advantage. Therefore, Human Resource Management practices should motivate and manage employees to exhibit the required skills and behaviour that contribute to the fulfilment of organizational goals. According to Dessler (2011) human resource management (HRM) is the process of acquiring, training, appraising, and compensating employees and of attending to their labor relations, health and safety, and fairness concerns (p. 30). It widely accepted that human resources are the greatest asset of any organization. For Maund (2001), employees are the dominant factor that leads to the success or failure of today's market. There a large human resource management (HRM) literature that examines the impact of human resource practices on individual behavior and attitudes and organizational performance (Thach & Kidwell, 2009; Vlachos, 2008; Shanshi Shanshi, Chow & Gang, 2007). A main objective of this research to provide new empirical evidence for the impact of HRM practices on job involvement. Although there consensus that Human Resource Management practices are related to organizations and individual achievement, there have only recently been empirical attempts to investigate their relation to organizations and individuals outcomes in the Arabic context (Faten, Al-Husan & James, 2008; Moideenkutty, Al-Lamki & Murthy, 2011). However, empirical evidence lacking for the relationship between human resource practices and job involvement. This research adds to the empirical literature regarding the effects of HRM practices, in particular the impacts on job involvement within private companies in Jordan. …
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.001 | 0.001 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.000 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.000 | 0.000 |
| Open science | 0.000 | 0.000 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.001 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".