The Role of Internal Marketing in Promoting Human Resource Ethics: An Analytical Study of the Mediating Role of Job Commitment and the Modifying Role of Leadership Skills Applied to Alexandria University Hospitals
Bibliographic record
Abstract
This study was driven by the central hypothesis that internal marketing plays a key role in promoting human resource ethics, both directly and indirectly through job commitment as a mediating variable. It also examined the moderating role of leadership skills within these relationships. The research was conducted on a sample of 320 employees from Alexandria University Hospitals, with data collected via questionnaires and a response rate of 92%. Structural equation modeling was used for data analysis. The findings revealed significant positive direct effects of internal marketing on both job commitment (coefficient = 0.558) and human resource ethics (coefficient = 0.244). Additionally, job commitment had a positive impact on HR ethics (coefficient = 0.299) and was shown to partially mediate the relationship between internal marketing and HR ethics (indirect effect = 0.543). Leadership skills were found to moderate these relationships, weakening the positive effects of internal marketing as leadership competence increased. The study confirmed all seven proposed hypotheses, supporting the theoretical framework. The findings emphasize the importance of implementing effective internal marketing strategies and enhancing leadership skills, particularly in critical sectors such as healthcare, to institutionalize ethical practices. Among the key recommendations was the development of an evaluation mode
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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 | 0.004 | 0.007 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.002 | 0.001 |
| Science and technology studies | 0.002 | 0.002 |
| Scholarly communication | 0.002 | 0.001 |
| Open science | 0.000 | 0.001 |
| Research integrity | 0.000 | 0.001 |
| Insufficient payload (model declined to judge) | 0.003 | 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".