The mediating role of Quality Management in the relationship between human resource practices and organizational performance in the Greater Salt Municipality
Talal Saleh AbdulKarim Al-Hiyasat
Greater Salt Municipality || Jordan
DOI L291120″ type=”big” color=”orange”] DOI[/button]
Tab title This research aimed to identify The Moderator Role of Quality Management on the Relationship between Human Resource Practices and Organizational Performance in the Greater Salt Municipality, and the research sample consisted of (27) respondents from administrators and workers in the following departments (Personnel Affairs Department, Public Relations Department, and General Bureau Department, And the Administrative and Legal Affairs Department) in the Greater Salt Municipality. The research found a number of results, the most important of which is that the general mean of all items to measure the degree of human resource practice in the following sections (Personnel Affairs Department, Public Relations Department, General Bureau Department, and Administrative and Legal Affairs Department) in the Greater Salt Municipality reached (4.27), which indicates The degree of strong agreement among the study sample members regarding the level of measurement of the degree of human resource practice in the Greater Salt Municipality, and that there is a strong degree on the availability of the practice of recruitment and selection, the level of performance evaluation, and the availability of elements for the practice of the reward system, and the practice of training and development in the Greater Salt Municipality, but it differs in terms of List them by the way they are set up and organized. The research also found that the general mean of all the measures of quality management in the Greater Salt Municipality reached (4.21), which indicates a strong degree of agreement between the study sample members of the role of the following sections (Personnel Affairs Department, Public Relations Department, General Bureau Department, and Affairs Department Administrative and Legal) in measuring quality management in the Greater Salt Municipality. As for discussing hypotheses, the research found that there is a statistically significant relationship between human resource practices (recruitment and selection, training and development, reward system, and performance evaluation) and the organizational performance in the Greater Salt Municipality. Finally, the researchers concluded that there is a significant difference in the role of quality management as a mediating variable on the relationship between human resources practices and organizational performance in the Greater Salt Municipality. Keywords: Quality management, human resource practices, organizational performance, Greater Salt Municipality.
Tab title
This research aimed to identify The Moderator Role of Quality Management on the Relationship between Human Resource Practices and Organizational Performance in the Greater Salt Municipality, and the research sample consisted of (27) respondents from administrators and workers in the following departments (Personnel Affairs Department, Public Relations Department, and General Bureau Department, And the Administrative and Legal Affairs Department) in the Greater Salt Municipality. The research found a number of results, the most important of which is that the general mean of all items to measure the degree of human resource practice in the following sections (Personnel Affairs Department, Public Relations Department, General Bureau Department, and Administrative and Legal Affairs Department) in the Greater Salt Municipality reached (4.27), which indicates The degree of strong agreement among the study sample members regarding the level of measurement of the degree of human resource practice in the Greater Salt Municipality, and that there is a strong degree on the availability of the practice of recruitment and selection, the level of performance evaluation, and the availability of elements for the practice of the reward system, and the practice of training and development in the Greater Salt Municipality, but it differs in terms of List them by the way they are set up and organized. The research also found that the general mean of all the measures of quality management in the Greater Salt Municipality reached (4.21), which indicates a strong degree of agreement between the study sample members of the role of the following sections (Personnel Affairs Department, Public Relations Department, General Bureau Department, and Affairs Department Administrative and Legal) in measuring quality management in the Greater Salt Municipality. As for discussing hypotheses, the research found that there is a statistically significant relationship between human resource practices (recruitment and selection, training and development, reward system, and performance evaluation) and the organizational performance in the Greater Salt Municipality. Finally, the researchers concluded that there is a significant difference in the role of quality management as a mediating variable on the relationship between human resources practices and organizational performance in the Greater Salt Municipality. Keywords: Quality management, human resource practices, organizational performance, Greater Salt Municipality.
الدور الوسيط لإدارة الجودة في العلاقة بين ممارسات الموارد البشرية والأداء التنظيمي في بلدية السلط الكبرى
طلال صالح عبد الكريم الحياصات
بلدية السلط الكبرى || الأردن
Tab title
هدف هذا البحث إلى التعرف على الدور الوسيط لإدارة الجودة في العلاقة بين ممارسات الموارد البشرية والأداء التنظيمي في بلدية السلط الكبرى، ولتحقيق أهداف الدراسة تم اتباع المنهج الوصفي التحليلي، وقد وتكونت عينة البحث من (27) مستجيباً من الإداريين والعاملين في الأقسام التالية (قسم شؤون الموظفين، وقسم العلاقات العامة، وقسم الديوان العام، وقسم الشؤون الإدارية والقانونية) في بلدية السلط الكبرى. وتتمثل فرضية الدراسة الرئيسة بأنه لا توجد علاقة ذات دلالة إحصائية بين ممارسات الموارد البشرية بأبعادها والأداء التنظيمي في بلدية السلط الكبرى. وتوصل البحث إلى عدد من النتائج أهمها أن المتوسط الحسابي العام لجميع فقرات لقياس درجة ممارسة الموارد البشرية في الأقسام التالية (قسم شؤون الموظفين، وقسم العلاقات العامة، وقسم الديوان العام، وقسم الشؤون الإدارية والقانونية) في بلدية السلط الكبرى قد بلغ (4.27) وهي تدل على درجة اتفاق قوية بين أفراد عينة الدراسة لمستوى قياس درجة ممارسة الموارد البشرية في بلدية السلط الكبرى، وأن هناك درجة قوية على توفر ممارسة التوظيف والاختيار، ولمستوى تقييم الأداء، وتوفر مقومات لممارسة نظام المكافآت، وممارسة التدريب والتطوير وفي بلدية السلط الكبرى، ولكنها تختلف فيما بينها بطريقة إعدادها وتنظيمها. كما توصل البحث إلى أن المتوسط الحسابي العام لجميع فقرات قياس إدارة الجودة في بلدية السلط الكبرى قد بلغ (4.21) وهي تدل على درجة اتفاق قوية بين أفراد عينة الدراسة لدور الأقسام التالية (قسم شؤون الموظفين، وقسم العلاقات العامة، وقسم الديوان العام، وقسم الشؤون الإدارية والقانونية) في قياس إدارة الجودة في بلدية السلط الكبرى. أما مناقشة الفرضيات فقط توصل البحث إلى أنه توجد علاقة ذات دلالة إحصائية بين ممارسات الموارد البشرية (التوظيف والاختيار، والتدريب والتطوير، ونظام المكافآت، وتقييم الأداء) وبين الأداء التنظيمي في بلدية السلط الكبرى. وأخيرا توصل البحث إلى أنه يوجد فرق معنوي في دور إدارة الجودة كمتغير وسيط على العلاقة بين ممارسات الموارد البشرية والأداء التنظيمي في بلدية السلط الكبرى. الكلمات المفتاحية: إدارة الجودة، ممارسات الموارد البشرية، الأداء التنظيمي، بلدية السلط الكبرى.
