Papers by Falah H . Hasan
The Muthanna Journal of Administrative and Economics Sciences
The main purpose of this research is to clarify the role of commitment-based human resource manag... more The main purpose of this research is to clarify the role of commitment-based human resource management practices in enhancing perceived organizational support, as these practices are part of the strategic approaches to human resources management that private universities and colleges can adopt to face the challenges facing their business environment. The researchers used a sample from those private universities and colleges to study them in order to test the relationship and influence of human resource management practices based on commitment to its dimensions represented by (selection, compensation, training and development), and the perceived organizational support variable (one-dimensional). The questionnaire has been used as a data collection tool, from which (400) forms have been distributed among the teaching staff in Iraqi private universities in the Middle Euphrates region. The number of retrieved forms has been (395) forms, and the valid ones amounted to (377) forms. For the purpose of data processing and analysis, the researchers have used a number of statistical methods such as arithmetic means, standard deviation, and correlation coefficient, by using the SPSS vr.24, AMOS vr.24 program. The research reached a set of conclusions, the most important of which is that through commitment-based human resource management practices,
مجلة المثنى للعلوم الادارية والاقتصادية المجلد ) 11 ( العدد ) 5, 2021
The main purpose of this research is to clarify the role of commitment-based human resource manag... more The main purpose of this research is to clarify the role of commitment-based human resource management practices in enhancing perceived organizational support, as these practices are part of the strategic approaches to human resources management that private universities and colleges can adopt to face the challenges facing their business environment. The researchers used a sample from those private universities and colleges to study them in order to test the relationship and influence of human resource management practices based on commitment to its dimensions represented by (selection, compensation, training and development), and the perceived organizational support variable (one-dimensional). The questionnaire has been used as a data collection tool, from which (400) forms have been distributed among the teaching staff in Iraqi private universities in the Middle Euphrates region. The number of retrieved forms has been (395) forms, and the valid ones amounted to (377) forms. For the purpose of data processing and analysis, the researchers have used a number of statistical methods such as arithmetic means, standard deviation, and correlation coefficient, by using the SPSS vr.24, AMOS vr.24 program. The research reached a set of conclusions, the most important of which is that through commitment-based human resource management practices,perceived organizational support for the researched faculties could be strengthened. The research presented a number of recommendations, the most important of which is the need for private universities researched to use human resource management practices in order to develop the knowledge, skills and capabilities of their teaching staff in line with the developments of the surrounding environment.
Key words: commitment-based human resource management practices, perceived organizational support, selection, training & development, compensation.
Al-Qadisiyah Journal for Administrative and Economic Sciences, 2021
This study aims to clarify the relationship of commitment-based human resource management practic... more This study aims to clarify the relationship of commitment-based human resource management practices to achieving high-performance, as commitment-based human resource management practices among the strategic approaches to human resources management that private educational organizations can adopt to facing the challenges facing their work. The researchers have used an intentional sample to test the relationship impact and correlation of commitment-based human resource management practices to its dimensions represented by (selection, compensation, and training and development), and high-performance in its dimensions represented by (continuous improvement, openness and action orientation, management quality, employee quality, and long-term orientation.). The questionnaire has been used as a tool to collect data, and that has been distributed to (400) teaching staff in Iraqi private universities in Middle Euphrates. The returned questionnaires reached (395) and valid (377) forms. For processing collected data and information, the researchers used many statistical methods, arithmetic means, standard deviation, correlation coefficient, and by using the program as the SPSS VR .24 and AMOS VR.24. This study had reached a set of conclusions, the most important of which is that through commitment-based human resource management practices, the high-performance of the find that universities can be enhanced. This study has been presented many recommendations, the most important of which is the necessity of focusing the universities on using the latest methods, approaches, and practices for managing human resources to develop the skills of the teaching staff in a manner consistent with the rapid developments..
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Tikrit Journal of Administrative and Economic Sciences / Administrative Section.. Volume (2).. Part 2.. Issue (Special)... Year (2018), 2018
Abstract :
The current study seeks to investigate the role of organizational
Virtuousness in its ... more Abstract :
The current study seeks to investigate the role of organizational
Virtuousness in its dimensions (optimism, Trust, compassion, Integrity and Forgiveness) in reducing the deviant workplace behavior. Accordingly, the present research adopts an integrated approach, description and analysis of the research variables. The survey used many statistical methods such as standard deviations, arithmetic averages, and structural equation modeling with the help of programs (SPSS.var.20, AMOS.var.22). The present research has reached a set of conclusions and recommendations. The most important results of the statistical analysis showed that organizational Virtuousness has a significant effect in reducing the deviant workplace behavior. The most important recommendations were the organization of the study sample to review a number of organizational factors and deal wisely and seriously to address the challenges that cause the behavior of the deviant workplace behavior by working on a set of factors that cause the behavior of deviant work within organizations:
Organizational factors such us (organizational climate, organizational
justice, organizational support, and trust in the organization).
Functional factors such us (job stress and lack of power).
Keywords: Virtuousness, optimism, Trust, compassion, Integrity, Forgiveness and deviant workplace behavior.
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Papers by Falah H . Hasan
Key words: commitment-based human resource management practices, perceived organizational support, selection, training & development, compensation.
The current study seeks to investigate the role of organizational
Virtuousness in its dimensions (optimism, Trust, compassion, Integrity and Forgiveness) in reducing the deviant workplace behavior. Accordingly, the present research adopts an integrated approach, description and analysis of the research variables. The survey used many statistical methods such as standard deviations, arithmetic averages, and structural equation modeling with the help of programs (SPSS.var.20, AMOS.var.22). The present research has reached a set of conclusions and recommendations. The most important results of the statistical analysis showed that organizational Virtuousness has a significant effect in reducing the deviant workplace behavior. The most important recommendations were the organization of the study sample to review a number of organizational factors and deal wisely and seriously to address the challenges that cause the behavior of the deviant workplace behavior by working on a set of factors that cause the behavior of deviant work within organizations:
Organizational factors such us (organizational climate, organizational
justice, organizational support, and trust in the organization).
Functional factors such us (job stress and lack of power).
Keywords: Virtuousness, optimism, Trust, compassion, Integrity, Forgiveness and deviant workplace behavior.
Key words: commitment-based human resource management practices, perceived organizational support, selection, training & development, compensation.
The current study seeks to investigate the role of organizational
Virtuousness in its dimensions (optimism, Trust, compassion, Integrity and Forgiveness) in reducing the deviant workplace behavior. Accordingly, the present research adopts an integrated approach, description and analysis of the research variables. The survey used many statistical methods such as standard deviations, arithmetic averages, and structural equation modeling with the help of programs (SPSS.var.20, AMOS.var.22). The present research has reached a set of conclusions and recommendations. The most important results of the statistical analysis showed that organizational Virtuousness has a significant effect in reducing the deviant workplace behavior. The most important recommendations were the organization of the study sample to review a number of organizational factors and deal wisely and seriously to address the challenges that cause the behavior of the deviant workplace behavior by working on a set of factors that cause the behavior of deviant work within organizations:
Organizational factors such us (organizational climate, organizational
justice, organizational support, and trust in the organization).
Functional factors such us (job stress and lack of power).
Keywords: Virtuousness, optimism, Trust, compassion, Integrity, Forgiveness and deviant workplace behavior.