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The Impact of Human Resource Management Practices, Organizational Culture, Motivation and Knowledge Management on Job Performance with Leadership Style as Moderating Variable in the Jordanian Commercial Banks Sector
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Abstract: In this paper, the effect of three human resource management practices namely, compensation and benefits, training and development, and performance appraisal and achievement was examined along with organizational culture, motivation and knowledge management on job performance among Jordanian banks. The construct of job performance was measured by the combination of task performance and organizational citizenship behavior. The study employed convenience sampling to which 30 questionnaires were distributed. The finding showed a significant impact of human resource management practices (compensation and benefits, training and development, and appraisal and achievement), organizational culture, motivation and knowledge management on job performance in the Jordanian banks. On the basis of the findings, the researcher provided recommendations for the banks in terms of strengthening the relationship between their knowledge management job performance. The study also provided implications to theory and practice based on the findings. Keyword: Human resource management practices, culture, motivation, knowledge management, leadership style, job performance. |
The Mediating Role of Organizational Culture on the Relationship between Employee Performance and Antecedents in the Hotel Sector
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Abstract: Hotel managers face more risks and complexity in their work environment compared to their manufacturing firms’ counterparts owing the unique service characteristic offered by hotels. The hotel managements’ budgetary participation and their leadership styles, commitment quality management practices (QMPs) in terms of communications can all assist them in tackling the uncertain and risky environment for better performance of jobs. This article defined and measured leadership style, organizational commitment, quality management practices (QMPs) and their impact on organizational performance, and examined the moderating role of organizational culture on the above relationship. The article conducted an analysis of the empirical studies and models that related leadership style, organizational commitment, quality management practices (QMPs), organizational culture and performance. It primarily aimed to illustrate the conceptualization, measurement and examination of the different concepts. Following the analysis of literature, the findings showed that leadership style, organizational commitment, quality management practices (QMPs) and organizational culture significantly effects various hotel processes, employees and performance. The article also provided a description of the various dimensions of the leadership style and it found that with committed employees with norms and values consistent to those of the organization, the performance of the hotels can increase towards achieving it goals. This article suggests that the balanced scorecard (BSC) be used as a tool to measure performance in the performance management system. It also suggests that future studies focus in this area to shed light on the nature and the ability of variables to influence hotel performance. Hotel management and leaders are suggested to form robust quality management practices within the hotels to enhance its overall performance. Keyword: Leadership style, commitment, quality management practices (QMPs), culture, performance, hotel. |
Abstract - Minimum Wage and Unemployment: An Empirical Study on OECD Countries
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Abstract: With ongoing increasing minimum wage and political debates underway, minimum wage and its impacts on the labor market are one of the most important items on policymakers’ agendas worldwide. In this paper, we attempt to explain how labor demand and supply respond to minimum wage increases. In our model, firms can hire either skilled or unskilled workers to maximize their profits. With data from 25 OECD countries over 15 years from 2000 to 2014, we find that a higher minimum wage decreases labor demand but does not affect labor supply. Our empirical results also suggest that relatively modest increases in minimum wages have limited impacts on employment. On average, 10 percent increase in the minimum wage decreases employment by 0.7 percent, thereby increasing unemployment rate by 0.64 percent. Keywords: Minimum Wage, Unemployment, Skilled and Unskilled Labor. |
Abstract - The Impact of Falling Crude Oil Price on Financial Markets of Advanced East Asian Countries
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Abstract: We analysed the response of the financial markets of advanced East Asian countries to the significant decline in crude oil price which occurred in 2014. We used daily logarithmic returns of the representative exchange rates of national currencies and stock prices from 1 January, 2013 to 31 December, 2015. The empirical findings showed a significant change in both the dynamic correlation of exchange rates and stock prices and the causality relationship between the commodity, foreign exchange and stock markets during the period of declining crude oil price and instability. This paper highlights the response of the financial markets of advanced East Asian economies to a sharp decline in and instability of crude oil price, thereby contributing to the empirical literature and providing guidance for investment portfolio management. Keywords: Declining oil price, financial markets, East Asia, advanced economies. |
