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HRM Role in the Palestinian Organizations : = The Effect of Ability, Motivation, Opportunity (AMO) Enhancing Practices on Organizations Performance.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	HRM Role in the Palestinian Organizations :/
其他題名:	The Effect of Ability, Motivation, Opportunity (AMO) Enhancing Practices on Organizations Performance.
作者:	Jarrar, Rula.
面頁冊數:	1 online resource (242 pages)
附註:	Source: Dissertations Abstracts International, Volume: 84-10, Section: B.
Contained By:	Dissertations Abstracts International84-10B.
標題:	Behavioral sciences. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30312638click for full text (PQDT)
ISBN:	9798379421793

HRM Role in the Palestinian Organizations : = The Effect of Ability, Motivation, Opportunity (AMO) Enhancing Practices on Organizations Performance.
Jarrar, Rula.

HRM Role in the Palestinian Organizations :The Effect of Ability, Motivation, Opportunity (AMO) Enhancing Practices on Organizations Performance. - 1 online resource (242 pages)

Source: Dissertations Abstracts International, Volume: 84-10, Section: B.

Thesis (Ph.D.)--Indiana University of Pennsylvania, 2023.

Includes bibliographical references

Managing human capital is a challenging aspect of organizational development, which is the central role of human resource professionals. This role is pivotal in supporting and motivating people to work in a committed way and add to their organization's success. HRM may provide an enduring competitive advantage if they adopted effective high performance work practices (HPWPs). However, while researchers provided compelling evidence regarding the influence of HPWPs on organizational behaviour, and the contribution of these practices to improving various firm-level outcomes, there is still a need for research about the working mechanism and the best practices related to different contexts (countries, sectors, industries). When various HRM best practices are carried out in other contexts, they are often not well aligned to business needs and policies and are implemented for traditional administrative purposes. Therefore, further studies should be conducted in various contexts so that research on HPWPs can further contribute to the field.This study investigates the level of implementation of AMO-based HPWPs in Palestinian service organizations. It examines what relations exist between HPWPs, employees' outcomes and organizations' outcomes, from the employees' perception, considering private and public sector contexts. Additionally, it examines how employee outcomes affect the link between HPWPs and organizational outcomes. The study also investigates the relationship between an organization's awareness of turnover cost as an important predictor of performance and the level of HPWP implementation. Finally, the study hypothesizes a significant difference in HPWP implementation between sectors. This will contribute to validating the conceptualization of HPWPs according to the AMO model by conducting empirical study in Palestinian organizations, which is an under-explored context similar to many other Middle Eastern countries. In addition, this study advances knowledge and comprehension of the HRM performance relationship's mechanism by examining different mediating variables, and considering the individual evaluation level within different sectors. This study also advances knowledge about the feasibility of using a universalistic or best practice approach in different contexts (country, sector).The study developed its model using a sample of 571 front-office employees from 48 service organizations in Palestine. The researcher analysed the results using partial least squares structural equation modelling (PLS-SEM). Organizations that are participating have shown a medium level of implementation of HPWPs. The findings clearly show a positive significant direct relationship between HPWPs, employees' outcomes, and organizations' outcomes. In addition, employee outcomes have a significant partial mediation impact on HPWPs organizations' outcomes relationship. Also, according to the study, there is a significant positive correlation between HR professionals' awareness of turnover costs and HPWPs. Furthermore, the study revealed that the private and public sectors differ significantly in their level of implementation of HPWPs. These results suggest that service organizations in both sectors in Palestine should invest in HPWPs to enhance employees' outcomes, obtain a competitive edge and boost organizational results.Also, the results indicate that the universalistic approach applies to both sectors in the context of Palestine. However, the significant difference between sectors calls each sector's HR professionals to focus on AMO-improving practices that seem most important to their situation, nature, needs, and desired goals. The study has several implications that contribute to both theory and professional practice.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798379421793Subjects--Topical Terms:

529833
Behavioral sciences.
Subjects--Index Terms:

AMO modelIndex Terms--Genre/Form:

542853
Electronic books.

HRM Role in the Palestinian Organizations : = The Effect of Ability, Motivation, Opportunity (AMO) Enhancing Practices on Organizations Performance.
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