The Wasta Model

2022 ◽  
pp. 422-447
Author(s):  
Elizabeth Kassab Sfeir
Keyword(s):  
Mixed Methods ◽  
Human Resources ◽  
Employee Engagement ◽  
Training And Development ◽  
Third Party ◽  
Added Value ◽  
Future Research ◽  
New Model ◽  
Hr Practices ◽  
The Impact

This article explores the concept of Wasta, an interpersonal influence. It is defined by Mohamed and Mohamed as involvement of a third-party person to attain a favour. This research examines the impact that Wasta has on human resources practices in Lebanon. A mixed methods approach, being questionnaires and interviews, was used in order to obtain data. Implications of Wasta in a new model are illustrated showing the effect on employees when recruited through knowing someone. It subsequently shows the influences on other HR practices of training and development, compensation, and career development. This paper is the first of its kind illustrating the impact of Wasta on employee engagement. It is a pillar for future research, giving added value to the minimal studies available on HR practices in Lebanon and the Middle East.

The Wasta Model

2020 ◽  
Vol 7 (2) ◽  
pp. 20-42
Author(s):  
Elizabeth Kassab Sfeir
Keyword(s):  
Mixed Methods ◽  
Human Resources ◽  
Employee Engagement ◽  
Training And Development ◽  
Third Party ◽  
Added Value ◽  
Future Research ◽  
Mixed Methods Approach ◽  
Hr Practices ◽  
The Impact

This article explores the concept of Wasta, an interpersonal influence. It is defined by Mohamed and Mohamed as involvement of a third-party person to attain a favour. This research examines the impact that Wasta has on human resources practices in Lebanon. A mixed methods approach, being questionnaires and interviews, was used in order to obtain data. Implications of Wasta in a new model are illustrated showing the effect on employees when recruited through knowing someone. It subsequently shows the influences on other HR practices of training and development, compensation, and career development. This paper is the first of its kind illustrating the impact of Wasta on employee engagement. It is a pillar for future research, giving added value to the minimal studies available on HR practices in Lebanon and the Middle East.

scholarly journals Impact of Training on Employees' Performance

2020 ◽  
Vol V (III) ◽  
pp. 120-128
Author(s):  
Muhammad Zia-ur-Rehman ◽  
Riaz Hussain Ansari ◽  
Himayat Ali
Keyword(s):  
Strong Correlation ◽  
Employee Performance ◽  
Strong Relationship ◽  
Levels Of Analysis ◽  
Future Research ◽  
Hr Practices ◽  
The Impact ◽  
Positive Effect

The aim of this paper is to examine the impact of training on employee performance. The study investigates the association and offers proposals for additional investigations. There is a need to check the HR Practices and also quantify the effect across employees' performance. Based on the studies conducted by previous researchers, the study shows similar results that training practices and employee performance have a strong correlation. Taking other aspects into account, it can be said in general that the research discoveries are shifted; however, context remains similar. A few studies have discovered a positive affiliation, some negative, and some no affiliation at all. It was found from the result of the study that training has a positive effect on employee performance. This study shows that there is a solid relationship between training and employee performance. Therefore our result matched with the above researcher. The research shows a strong relationship between training and employee performance. The paper concludes with direction for future research by putting in the various levels of analysis on investigating the effect of training on employee performance.

scholarly journals Human Resource Management Practices and Its Effects on Job Satisfaction Levels of Employees

2019 ◽  
Vol 8 (2) ◽  
pp. 102-112
Author(s):  
Khurram Sultan ◽  
Goran Ismael ◽  
Omar Mohammad ◽  
Safin Abas ◽  
Muhammad Abdulla
Keyword(s):  
Job Satisfaction ◽  
Management Practices ◽  
Future Research ◽  
Iron And Steel ◽  
Left Behind ◽  
Hr Practices ◽  
Human Resource Management Practices ◽  
Steel Sector ◽  
Degree Of Association ◽  
The Impact

This study aims to investigate the impact of HRM practices and its effect on employee’s job satisfaction in the iron and steel sector of Erbil, KRI. The objectives of the study are three fold, first to measure the degree of association between HR practices and job satisfaction. Second, to find out the impact of HR practices on job satisfaction and at last to propose some measures in order to enhance the job satisfaction level of the employees concerned to the selected iron & steel enterprises. A structured questionnaire was developed and distributed among 70 employees of three firms in Erbil, whereas 50 employees answered rightly. Most of the employees showed positive answers toward HR practices on them. This thing leads toward rejection of our Ho and acceptance of  H1. Those who left behind with less positive answers  main reason were found during survey that was they are with less education so that’s why they get less opportunities in order to develop themselves. Related to future research other authors can consider other variables that are not coved by this research such as staffing and package because human practices coves various range.  

scholarly journals The Impact of Human Resource Practices on Organizational Climate and Employee Well-Being

2020 ◽  
Vol 15 ◽  
pp. 11-28
Author(s):  
Luiz Felipe de Carvalho Macena ◽  
Sérgio Augusto Pereira Bastos
Keyword(s):  
Human Resources ◽  
Organizational Climate ◽  
Social Exchange ◽  
Positive Impact ◽  
Human Resources Management ◽  
Explanatory Power ◽  
Well Being ◽  
Structural Equations ◽  
Hr Practices ◽  
The Impact

This exploratory study evaluated the relationship between Human Resources (HR) practices, organizational climate, and employee well-being from the lens of the Social Exchange Theory. Therefore, data were analyzed using linear regression and structural equations. The results indicated that there is a positive impact of HR practices on both the organizational climate and employee well-being, as well as the organizational climate on well-being. However, the explanatory power of well-being was low, indicating the need for more customized human resources management. Additionally, HR practices and organizational climate sensitize well-being to a greater extent among women than men, suggesting that women may be able to absorb better the benefits of a friendly and contributory work environment. The study contributes to knowledge in people management oriented towards the well-being of employees.

scholarly journals Occupational Stress and its Outcomes: The Mediating Role of Emotional Intelligence among Employees in Non-Government Organisations in Pakistan

2021 ◽  
Vol 7 (1) ◽  
pp. 1-14
Author(s):  
Sunbul Naeem Cheema ◽  
Muhammad Naeem Sadiq Cheema ◽  
Nazia Parveen Gill
Keyword(s):  
Emotional Intelligence ◽  
Organizational Performance ◽  
Occupational Stress ◽  
Employee Engagement ◽  
Sampling Technique ◽  
Middle Level ◽  
Resource Theory ◽  
Future Research ◽  
Relationship Of ◽  
The Impact

Purpose: Output of non-governmental organizations (NGOs) mostly depends upon efficiency and performance in completing different projects. NGOs in Pakistan operate in diverse fields including health, education, women empowerment etc. The job of the NGOs tends to be stressful due to security issues, psychological strains, organizational structures, and various roles of the employees. This study investigated and explored outcomes of occupational stress in the form of employee engagement at work; furthermore, the research investigated that how emotional intelligence intervenes the impact of occupational stress and employee engagement, as being the mediator. The conservation of resource theory (COR) is applied to explore the relationship of occupational stress and its outcomes in non government organizations of Pakistan. Methodology/Design/Approach: Data was collected from 346 employees (middle level) of NGOs. Stratified sampling technique was used to collect the data. The study makes use of quantitative analytics to test the hypothesis. A positivist approach was adopted for the study as it follows a well-defined structure for the topic under study. Correlation, Regression and sobel’s test for mediation analysis was used in the research to study the relation among the variables. Findings: The study finds the effect of occupational stress on engagement of employees in NGOs and this relationship is mediated by four constructs (relationship management, social management, self-awareness and self-management) of Emotional intelligence. The study concludes that more the level of occupational stress, lower the engagement of employees. This study also finds that relationship between occupational stress and reduced employee engagement is lowered in employees having high level of emotional intelligence. Results also found to be consistent with conservation of resource theory. Limitations/Future Research: The current study is limited to the middle level management; future research can be further extended to all levels in the organization. Employee engagement as a single outcome off occupational stress is analyzed other outcomes may be explored in future researches. Implications: This study contributes to the literature of occupational stress and its outcome in the shape of engagement with an individuality of how emotional intelligence mediates this relationship. The study supports the results of the growing scholarly work on the phenomenon. Practical implications: This research provides insight for organizations, management and for individuals to incorporate emotional intelligence effectively to deal with the stress without being depleted. Additionally, recommendations are provided for the NGOs to enhance the organizational performance through employee engagement and emotional intelligence. Originality/Value: This research explored and analyzed relationship of occupational stress and engagement and emotional intelligence in a different dimension. Further the non-governmental organization remains largely unexplored in this area.

scholarly journals IMPACT OF MANAGERIAL FACTORS ON FIRM PRODUCTIVITY

2009 ◽  
Vol 12 (15) ◽  
pp. 73-86
Author(s):  
Loan Thi Kim Tran ◽  
Hung Nguyen Bui
Keyword(s):  
Human Resources ◽  
Structural Equation ◽  
Production Management ◽  
Equation Modeling ◽  
Future Research ◽  
Top Management ◽  
Firm Productivity ◽  
Management Commitment ◽  
Top Management Commitment ◽  
The Impact

This study evaluates the impact of managerial factors on firm productivity and the relationship between them. SEM (Structural Equation Modeling) results indicate that managerial factors (including top management commitment, human resources training, production management, customer orientation and organisational communication) explain 55% the variation in firm productivity. The results demonstrate a statistically significiant positive relationship between top management commitment and human resources training (1835), production management (.714). In adition, there is a significiant correlation between managerial factors. Implications for managers and directions for future research are also discussed.

scholarly journals Motivational Factors and Job Performance: The Mediating Roles of Employee Engagement

2021 ◽  
Vol 11 (3) ◽  
pp. 67
Author(s):  
Hussain Almawali ◽  
Nor Intan Adha Hafit ◽  
Narehan Hassan
Keyword(s):  
Public Sector ◽  
Job Performance ◽  
Employee Engagement ◽  
Motivational Factors ◽  
Future Research ◽  
Ministry Of Education ◽  
Government Sector ◽  
The Government ◽  
The Impact ◽  
The Relationship

This research examines the relationship between motivational factors, job performance, employee engagement and the impact of motivational factors on job performance function of employee engagement as a mediator in the government sector in the Sultanate of Oman. A quantitative study methodology was used, and six hypotheses were evaluated using 111 representative government employees from the Ministry of Education. This study is a pilot test. This study uses quota sampling, and Statistical Package for the Social Sciences (SPSS) and path analysis techniques were used for the analysis. The study's findings indicate that these factors have a favorable association, that motivational factors have significant positive relationships with employee engagement and job performance, and that employee engagement acts as a partial mediator in the relationship between motivational factors and job performance. This study is critical for leaders and regulators interested in enhancing job performance in Oman's public sector. This is one of the few studies on the mediating function of employee engagement in the link between motivational variables and job performance. This is the first research of its kind in Oman for the public sector. Other motivational variables could be examined and evaluated in the private sector in Future research.

scholarly journals Linking human resources practices to employee engagement in the hospitality industry: the mediating influences of psychological safety, availability and meaningfulness

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Md Karim Rabiul ◽  
Ahmad Edwin Mohamed ◽  
Ataul Karim Patwary ◽  
Tan Fee Yean ◽  
Siti Zaitun Osman
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Customer Service ◽  
Self Concept ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Psychological States ◽  
Hr Practices ◽  
Concept Theory

PurposeDrawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and employee engagement.Design/methodology/approachThrough random sampling, 434 customer-contact frontline employees from five-star hotels in Malaysia participated in the cross-sectional survey.FindingsThe results produced by the Smart-PLS (partial least squares) indicate that HR practices positively and significantly influence employees' psychological states of safety, meaningfulness and availability. All these psychological states also exert positive influences on employee engagement (organisational and work engagement). Safety and availability mediate the links between HR practices and employee engagement, but not meaningfulness.Practical implicationsHR practices and employees' psychological states are necessary in ensuring positive employee outcomes and improving customer service provision.Originality/valueThe findings contribute to the further extension of self-concept theory and employee engagement by incorporating the mediating roles of employees' psychological states in the relationships between HR practices and employee engagement.研究目的以自我概念理論為依據，本研究擬評估僱員的心理狀態、如何在人力資源做法與員工敬業度之間的聯繫上起著仲介的效應。研究方法透過隨機抽樣法，434名在馬來西亞五星級酒店工作、接觸顧客的一線員工被選參與一個橫斷面調查。研究結果以SmartPLS （偏最小平方）取得的研究結果顯示、人力資源做法正面地影響著員工的安全感、工作給予的意義和感知的組織支援；而且，這些心理狀態，均會對員工的敬業度（對組織的自豪感及對工作的投入）起著正面的影響。另外，安全感和感知的組織支援在人力資源做法與員工敬業度之間的聯繫上、起著仲介之效應；唯工作給予的意義則沒有這個效應。研究的原創性研究結果進一步伸展了自我概念理論及員工敬業度方面的論述，這是由於本研究把員工心理狀態所扮演的中介角色，納入人力資源做法與員工敬業度的聯繫中。研究給予的啓示若要確保積極的員工成果及提供更佳的顧客服務，有效的人力資源做法和正面的員工心理狀態是不可或缺的。

scholarly journals The Impact of Internal Marketing for Human Resources on Strategic Flexibility An Analytical Descriptive Research in the Iraqi Ministry of Health

2021 ◽  
Vol 11 (4) ◽  
pp. 5045-5056
Author(s):  
Ruaa Abdel Moeen Hassan Al-Khateeb ◽  
Dr. Muhammad Yassin Rahim Al-Hashmawi
Keyword(s):  
Human Resources ◽  
Main Tool ◽  
Research Problem ◽  
Training And Development ◽  
Internal Marketing ◽  
Research Community ◽  
Internal Communication ◽  
Strategic Flexibility ◽  
Ministry Of Health ◽  
The Impact

The current research aims to show the impact of internal marketing on human resources in its dimensions (training and development, incentives and rewards, internal communication, and empowerment) (as an independent variable in strategic flexibility, production) with its dimensions (Ministry of Health, flexibility, flexibility, market flexibility) The center of the ministry, specifically the administrative, financial and legal department, to represent the research community and implement the practical aspect. Where the research community reached (180) employees, while the size of the researched sample was (120) employees of the research community. The research problem was the weakness of incentives, rewards, internal communication and empowerment in the researched ministry. The researcher relied on the descriptive approach and dimensional analysis in completing the current research. The researcher used the questionnaire as a main tool, in addition to conducting field visits and personal interviews and collecting a lot of data by diagnosing the actual reality of the ministry under study. The researcher sought to use a set of statistical methods and measures such as the arithmetic mean, relative importance, standard deviation, and coefficient of variance to describe the answers of the sample. Has been tested hypotheses and (relationship correlation and influence) and reached the researcher to the group of conclusions, most notably there is the impact of internal marketing in strategic flexibility, and that the administration ministry surveyed more focused suspicion on the training and development of staff and its keenness to establish training courses for all categories within the internal marketing process, either Incentives and rewards are the least in terms of the focus of the ministry’s management, and recommendations have been developed based on the conclusions, including that the ministry maintains its focus on training and development of employees and increases its focus on internal marketing procedures for human resources, especially incentives and empowering workers and relying on focus on.

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