أثر سياسات إدارة الموارد البشرية على أداء العاملين)الالتزام التنظيمي كمتغير وسيط(دراسة تطبيقية على مصرف الجمهورية ليبيا
The study aimed to test the impact of human resource management policies on organizational commitment and employee performance in Al-Gomhouria Bank in Libya. This study model include the "policy" factor as an independent variable, which represents its main dimensions (recruitment and selec...
Saved in:
| Main Author: | |
|---|---|
| Format: | Thesis |
| Language: | other |
| Subjects: | |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | The study aimed to test the impact of human resource management policies on organizational commitment and employee performance in Al-Gomhouria Bank in Libya. This study model include the "policy" factor as an independent variable, which represents its main dimensions (recruitment and selection, employee participation, performance appraisal, compensation, rewards and training ) and the "employee performance" factor as a dependent variable represented by its main dimensions (efficiency of business execution, implementation of business planning, creativity and innovation effort). This study also aimed to verify the role ofthe "organizational commitment" which is represented by the main dimensions (emotional, continuity, normative commitments) as an intermediary variable between human resources management policies and employee performance. To achieve those goals researcher used of the analytical descriptive (quantitative) method to test the hypotheses to verify the objectives of this study. This study society is represented by the staff of the Al-Gomhouria Bank and its branches in Tripoli, Libya. The total population of the study was 3,100. The sample size was determined by 5:1 according to the number of questionnaires, which amounted to 91 paragraphs (sekaran, 2003). Therefore, the sample size was 455, which from 455 questionnaires were distributed. The study found a positive correlation between human resources management policies and the performance of employees. The value of the track was 0.35 with a positive trend, which attributed to the fact that 0.35 of the employees performance is due to the policy factor. Policy factor and regulatory commitment of 0.75 plus the positive trend aredirectly impact the ratio between them, which was 0.57. In addition, the value of the path between the organizational commitment factor and the performance of employees was 0.67 asa positive trend, while the total effect of 92% on the performance of workers was due to both human resource management policies and organizational commitments. |
|---|