أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة
The study aimed to identify the impact of the growth strategy on human resources management staff and its role in achieving competitive advantage, through a field study on United Sports Organization in the United Arab Emirates. The study tool was represented in the questionnaire that the research...
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| id |
my-usim-ddms-13081 |
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uketd_dc |
| institution |
Universiti Sains Islam Malaysia |
| collection |
USIM Institutional Repository |
| language |
other |
| topic |
Personnel management -- United Arab Emirates Human capital |
| spellingShingle |
Personnel management -- United Arab Emirates Human capital مبارك محمد علي الرملي الكتبي Mubarak Muhammad ‘Ali Al-Ramli Al-Kutbi أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة |
| description |
The study aimed to identify the impact of the growth strategy on human resources
management staff and its role in achieving competitive advantage, through a field study
on United Sports Organization in the United Arab Emirates. The study tool was
represented in the questionnaire that the researcher distributed to an purposive sampling
of (400) individual employees of the organization in the emirates of "Abu Dhabi - Al
Ain" in UAE. (390) questionnaires were retrieved, and (10) were missed. Several
advanced statistical methods were used, including factor analysis using the SPSS
program, confirmatory factor analysis. The study also used the Structural Equation
Modeling using the AMOS program, in addition to an analytical descriptive approach.
The researcher used the scientific theory of Taylor. The study reached many results, for
the results of the independent variable (growth strategy) it was found that after the
integration strategy the degree of relative strength reached 43.2%, while the percentage
of neutrals was 1.5%. Moreover, the dimension of the diversification strategy the
relative strength of the diversification strategy was 15.3%, while the percentage of
neutrals was 0.97%, and for the dimension of the focus strategy the study relied on the
criterion of relative strength as a criterion for measuring the focus strategy as a third
factor in the strategy of the sports growth strategy and 25.7%. As for the results of the
intermediate variable (human resources management), the relative strength of the afterpolarization
was 36%, while the percentage of neutrals was 1.2%. The relative strength
of the choice and appointment dimension was 32.2%, while the percentage of neutrals
was 1.7%. Moreover, after training the relative strength of 29.7%, while the percentage
of neutrals was 3.3%. While for the after-development of the employees, the relative
strength of this dimension reached 32.4%, while the percentage of neutrals was 1.2%.
Furthermore, the dimension of planning Career path has reached the degree of relative
strength of 30.2%, while the percentage of neutrals was 2%, and in terms of the
dimension of compensation and incentives, the relative strength was 23%, while the
percentage of neutrals was 5%. With regard to the results of the dependent variable
(competitive advantage), the relative strength of the cost reduction dimension was
27.5%, while the percentage of neutrals was 3.8%. And for the relative strength of the
quality improvement was 32.1%, while the ratio of neutrals was 4.3%. The relative
strength of the flexibility increase was 27.1%, the neutrals 1.5%. Finally, the relative
strength of the innovation increase disfigurement was 37%, and the neutrals 3.9%. |
| format |
Thesis |
| author |
مبارك محمد علي الرملي الكتبي Mubarak Muhammad ‘Ali Al-Ramli Al-Kutbi |
| author_facet |
مبارك محمد علي الرملي الكتبي Mubarak Muhammad ‘Ali Al-Ramli Al-Kutbi |
| author_sort |
مبارك محمد علي الرملي الكتبي |
| title |
أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة |
| title_short |
أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة |
| title_full |
أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة |
| title_fullStr |
أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة |
| title_full_unstemmed |
أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة |
| title_sort |
أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة |
| granting_institution |
Universiti Sains Islam Malaysia |
| url |
https://oarep.usim.edu.my/bitstreams/78941c71-5872-41cc-a5ce-57a301b003eb/download https://oarep.usim.edu.my/bitstreams/f9e36ab6-a2b8-4ef8-bfcb-d9bc25d6a1b2/download https://oarep.usim.edu.my/bitstreams/a0f73085-5007-438e-b94a-1a904abda63b/download https://oarep.usim.edu.my/bitstreams/2c290df9-130a-415a-9435-6da4ccd43d8c/download https://oarep.usim.edu.my/bitstreams/56c1e12b-a4fd-4267-a448-5699a5b369d5/download https://oarep.usim.edu.my/bitstreams/b718990c-3719-4a58-9733-063223535dfc/download https://oarep.usim.edu.my/bitstreams/1012e0f7-85bd-47f7-9e25-7b63aedacbdd/download https://oarep.usim.edu.my/bitstreams/b4a125f8-6d4e-4c23-9fdc-42603f0d3516/download https://oarep.usim.edu.my/bitstreams/fe2b698b-dee3-49af-b088-d9ca64ddf4cc/download |
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1812444818260885504 |
| spelling |
my-usim-ddms-130812024-05-29T19:20:20Z أثر إستراتيجية النمو على موظفي إدارة الموارد البشرية ودورها في تحقيق الميزة التنافسية:دراسة تطبيقة على منظمة يونايتد الرياضية في دولة الإمارات العربية المتحدة ‘Athar istiratijiyyat al-namu 'ala mawzifi idarat al-mawarid al-basyariyyah wa-dawruha fi tahqiq al-mizat al-tanafisiyyah:dirasah tatbiqiyyah 'ala munazzimah yunayitad al-riyadhiyyah fi dawlat al-'imarat al-'arabiyyat al-mutahiddah d al-riyadiyah fi daulat al-immarat al-arabiyah al-mutahidah مبارك محمد علي الرملي الكتبي Mubarak Muhammad ‘Ali Al-Ramli Al-Kutbi The study aimed to identify the impact of the growth strategy on human resources management staff and its role in achieving competitive advantage, through a field study on United Sports Organization in the United Arab Emirates. The study tool was represented in the questionnaire that the researcher distributed to an purposive sampling of (400) individual employees of the organization in the emirates of "Abu Dhabi - Al Ain" in UAE. (390) questionnaires were retrieved, and (10) were missed. Several advanced statistical methods were used, including factor analysis using the SPSS program, confirmatory factor analysis. The study also used the Structural Equation Modeling using the AMOS program, in addition to an analytical descriptive approach. The researcher used the scientific theory of Taylor. The study reached many results, for the results of the independent variable (growth strategy) it was found that after the integration strategy the degree of relative strength reached 43.2%, while the percentage of neutrals was 1.5%. Moreover, the dimension of the diversification strategy the relative strength of the diversification strategy was 15.3%, while the percentage of neutrals was 0.97%, and for the dimension of the focus strategy the study relied on the criterion of relative strength as a criterion for measuring the focus strategy as a third factor in the strategy of the sports growth strategy and 25.7%. As for the results of the intermediate variable (human resources management), the relative strength of the afterpolarization was 36%, while the percentage of neutrals was 1.2%. The relative strength of the choice and appointment dimension was 32.2%, while the percentage of neutrals was 1.7%. Moreover, after training the relative strength of 29.7%, while the percentage of neutrals was 3.3%. While for the after-development of the employees, the relative strength of this dimension reached 32.4%, while the percentage of neutrals was 1.2%. Furthermore, the dimension of planning Career path has reached the degree of relative strength of 30.2%, while the percentage of neutrals was 2%, and in terms of the dimension of compensation and incentives, the relative strength was 23%, while the percentage of neutrals was 5%. With regard to the results of the dependent variable (competitive advantage), the relative strength of the cost reduction dimension was 27.5%, while the percentage of neutrals was 3.8%. And for the relative strength of the quality improvement was 32.1%, while the ratio of neutrals was 4.3%. The relative strength of the flexibility increase was 27.1%, the neutrals 1.5%. Finally, the relative strength of the innovation increase disfigurement was 37%, and the neutrals 3.9%. Universiti Sains Islam Malaysia 2022-01 Thesis other https://oarep.usim.edu.my/handle/123456789/13081 https://oarep.usim.edu.my/bitstreams/0e431118-de6c-4b55-9757-ebf6e83b6907/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/78941c71-5872-41cc-a5ce-57a301b003eb/download ae8a39901e439be32d800c7bf2dfab7a https://oarep.usim.edu.my/bitstreams/f9e36ab6-a2b8-4ef8-bfcb-d9bc25d6a1b2/download bdd1589fd7a579cafd4ce6048f7e5384 https://oarep.usim.edu.my/bitstreams/a0f73085-5007-438e-b94a-1a904abda63b/download 1eab8e57eefdf1b8e5ad3be60af29de1 https://oarep.usim.edu.my/bitstreams/2c290df9-130a-415a-9435-6da4ccd43d8c/download 50b5fb1a5a9eaa29faeb662a5bba9393 https://oarep.usim.edu.my/bitstreams/56c1e12b-a4fd-4267-a448-5699a5b369d5/download f4a5f0fade5cbc5df7c222dcb92898c7 https://oarep.usim.edu.my/bitstreams/b718990c-3719-4a58-9733-063223535dfc/download b62e9d32c67819c6be3dfe43493c24a4 https://oarep.usim.edu.my/bitstreams/1012e0f7-85bd-47f7-9e25-7b63aedacbdd/download 75d103ba8c8c9902bc4733b23206486b https://oarep.usim.edu.my/bitstreams/b4a125f8-6d4e-4c23-9fdc-42603f0d3516/download 516760fd9e63cd401826bdb470ad1c16 https://oarep.usim.edu.my/bitstreams/fe2b698b-dee3-49af-b088-d9ca64ddf4cc/download b5d0958ac36ee4f50017bfc9ebd4e763 https://oarep.usim.edu.my/bitstreams/27c769f8-e7f8-41ac-9919-2e40b64a2eeb/download 68b329da9893e34099c7d8ad5cb9c940 https://oarep.usim.edu.my/bitstreams/0e51d706-7291-40e4-a691-c0801eeae691/download 3e10171237cd59ab35907d12f5406181 https://oarep.usim.edu.my/bitstreams/ae0eaadd-a43b-4bcc-a7fc-f838cb286bf5/download 313209928429392ca5a982fee14d76c1 https://oarep.usim.edu.my/bitstreams/bd88ae91-9e26-4a29-94d8-03eb5d791a42/download 8980469248543580ec1b27768d35d8cc https://oarep.usim.edu.my/bitstreams/6126ff32-0a23-4d6e-aea3-96ab1c866425/download 32ea8baf9088ac91588b092ab57dc3c3 https://oarep.usim.edu.my/bitstreams/58672e65-42e7-4b61-a26a-7a842278b135/download 918efc21d001c14cdda26340c16150f4 https://oarep.usim.edu.my/bitstreams/7d3959e3-d5ac-45d6-a396-289261591082/download 959a563411b48cdff5ea0685fc2d4589 https://oarep.usim.edu.my/bitstreams/f8c8081c-80f6-45e3-bfb4-c7a42685f2a0/download 9b2edb201e33909e6854c4121c7863b3 https://oarep.usim.edu.my/bitstreams/dad4bcdd-377e-42c1-b23e-ff1f34459c34/download a3ca016b47fe645e07bca262b1f2ab92 Personnel management -- United Arab Emirates Human capital |