Taming Wasta through Training Opportunities in Jordan

The performance management system (PMS) is critical to the success of any organisation, and this article investigates the PMS of the Greater Amman Municipality (GAM) in Jordan, which is one of the largest public entities in the country. The article identifies various problems that are faced by GAM, such as HRM and staff, management behaviour, and performance management, which significantly affect GAM's performance. Additionally, the article discusses the process of goal and indicator setting and development of the PMS of GAM. The article adopts a phenomenological approach and a qualitative case study methodology to collect primary data from 15 purposeful semi‐structured interviews with GAM's experts. Thematic analysis is used as the data analysis technique to identify the PMS activities and address problems and difficulties in GAM's performance. The findings highlight eight major activities of GAM's PMS, which include performance sourcing, targeting, development, setting and responsibility, gauging, information, results, and alignment. These activities need to be managed properly if GAM wanted to meet its performance targets. Hence, the article presents a set of recommendations to improve GAM's PMS and overcome the identified difficulties, such as improving HRM practices and staff role, enhancing management behaviour, and establishing a performance management culture. Overall, the article provides valuable insights into the PMS of GAM and highlights the importance of an effective PMS to achieve organisational success.

The growth in information and communication technologies and use of the internet to improve the delivery of services. Due to this, a Greater Amman Municipality (GAM) product has been launched to provide powerful and transformational capacity to access the existing services and expand the delivery of new services. The smart GAM app aims to make government information and services easily available to increase active citizen participation in government operations. The purpose of this study is to investigate the impact of GAM app and technology usage on improving GAM e-services. It modifies the Delone and McLean model to analyse and examines the effect of service quality and information quality on user satisfaction with smart applications and technologies. The results indicate that the smart GAM apps and technologies have an impact on user satisfaction with GAM e-services and increasing the quality of service provided to meet the needs of users.

Modern hiring practices based on qualification, gender discrimination, person-job fit, and life satisfaction can allow employees to perform effectively and significantly contribute to organizational commitment. Thus, the study aims to develop and test a structural model that integrates the relationships between overqualification, life satisfaction, person-job fit, employees’ job performance, and organizational commitment during the COVID-19 pandemic in the public organizations of Kuwait. The person-job fit theory was applied to obtain fair results. Thus, the data were collected from 275 employees working in healthcare institutions, the education sector, and the Ministry of Defense in Kuwait. Overall, the results show a significant and direct impact of overqualification and life satisfaction on employees’ job performance; accordingly, employees’ job performance also affects organizational commitment. Thus, results indicate that person-job fit negatively affects employees’ job performance. Surprisingly, employees’ job performance mediates the relationship between overqualification, life satisfaction, and organizational commitment. However, employees’ job performance does not mediate the relationship between person-job fit and organizational commitment. The current paper contributes to understanding the broad impact of overqualification, life satisfaction, and employees’ job performance on organizational commitment during the COVID-19 pandemic, mainly in public organizations.

This study aims at exploring the impact of high performance HR practices on employees' job performance. The study sought to establish the effect of job design, training and development, motivation, supervisory support, working environment and compensation on employees' job performance in Leather goods manufacturing companies at Vellore district. The research design used was descriptive survey research design. Stratified proportionate random sampling was used. Data was collected using questionnaires and analyzed by using descriptive statistics, correlation and regression analysis, chi-square and Friedman test was done to establish the relationship between various HRM practices and employees' job performance. Data was presented in the form of tables. Based on the findings, job design, supervisory support and work environment are having a positive and significant relationship with employees' job performance and training and development, motivation and compensation are not having a significant relationship with employees' job performance. Conclusions as well as implications are discussed. organization resource, with the potential to improve the organization's viable modest advantage (19). Consequently, human resource manager in Leather Industries would target potential work force and would lay stress on skill development, technical development and effective job performance by adopting effective human resource practices. The keyrefrain of this precise research is to observe the relationship between the high performance HR practices such as job design, training and development, motivation, supervisory support, working environment and compensation on employees' job performance in Leather goods manufacturing companies at Vellore district. It also analyses the impact of high performance HR practices on employees' job performance.

In any organization, the quality of its human resources (employees) and the effectiveness of its training programmes in upgrading skills and knowledge of human resources are key to performance. Increased business competition has resulted in consumers demanding quality products and services. This has forced organizations to focus on the competence of their employees to meet customer demand to improve business performance. The objective of this study is to examine the mediation effect of work motivation in training opportunities and employee job performance relationship. The survey used a sample size of 139 employees from a manufacturing company in Tanzania to study this relationship. SmartPLS4 was used to analyse the data collected. The finding of the main effect indicates that training opportunities significantly influences employee job performance. The findings on the mediation effect show that work motivation fully mediates the nexus of training opportunities and job performance. Theoretically, the findings provide additional evidence that work motivation mediates the nexus between perceived training opportunity and job performance; while practically, an effective training programme improves employees’ working skills, knowledge, experience, and attitude for better job performance. Thus, employee work motivation largely leads to positive outcomes on employee job performance.

Job performance is the most widely studied criterion variable in the literature pertaining to organizational behavior and human resource management.However,most studies on job performance are limited in that they focus on the dimensions of work behavior that lie in what has traditionally been included in the scope of a specific task itself.The objective of the present study was to explore the domain of job performance.The present study also aimed to determine which of the above three variables would have the strongest effects on job performance. By applying structural equation modeling analysis and using a sample of 1066 employees across 12 firms,the present study examined whether job satisfaction and organizational commitment mediate the relationship between goal orientation and employee job performance and its outcomes. The research results indicated that job performance was empirically distinguished from task,contextual,learning,and innovative performances.On the other hand,job satisfaction,organizational commitment,and goal orientation are significantly not uniform in influencing every sub-job performance dimension.In particular,job satisfaction had significant positive effects on the different dimensions of task,contextual,learning,and innovation performances.Organizational commitment had significant positive effects on the dimensions of task,contextual,and learning performances and negative effects on the dimension of innovation performance.Job satisfaction and organizational commitment was not found to mediate the relationship between goal orientation and every dimension of job performance;however,it directly affected job performance(task,contextual,learning,and innovation performances). Some implications can be drawn from this study.First,the four dimensions of the job performance model have been examined using a structural equation modeling analysis.Second,consistent with previous studies,the present study also suggests that job satisfaction,organizational commitment,and goal orientation influence job performance in different domains.Finally,the paper is summarized and some directions for future research are presented,for example,integrating organizational forms into the relationship between job performance and the independent variables(job satisfaction,organizational commitment,and goal orientation).

This article reports on a study that investigated the effect of job burnout and job performance as a determinant of organisational loyalty of records managers in South-Western Nigeria. The research sample comprised archivists and records managers at the University of Ibadan, College of Medicine, and the Federal University of Agriculture, Abeokuta, Ogun State (FUNAAB) that warehouse the largest collection of government records in Nigeria. The research methodology was informed by the positivist research paradigm and used a questionnaire. The data analysis and interpretation of results were in descriptive form, using tables of frequencies and percentages. PPMC and regression analyses were presented. The results and discussions covered the demographic characteristics of respondents, answers to research questions, and answers to research hypotheses. The findings revealed that the marital status of the majority of respondents was single, and the dominant gender was female. The level of job burnout was moderate, illustrating that occupational pressure is temperate. The records professionals seemed satisfied with prospects of contributing to the organisation’s development, training opportunities, communication and teamwork, accounting for their commitment to organisational goals and their loyalty to the establishment. The results also reveal that career advancement, recognition and employment benefits are the major factors determining the loyalty of records professionals. The positive connection between the variables implies that improvement in job burnout prevention would lead to an increase in loyalty to their organisation. By recognising the impact of job burnout and promoting high performance, organisations can enhance the organisational loyalty of archivists and records managers, leading to improved retention, productivity, and overall success.

This study examined employer feedback on the job performance of Bachelor of Science in Hospitality Management (BSHM) graduates of Mindoro State University–Bongabong Campus, focusing on competence, commitment, collaboration, and credibility. A descriptive–correlational research design was employed to determine the level of graduates’ job performance and to examine the relationship between their length of service in the hospitality industry and workplace performance. Data were collected from thirty (30) employers who served as immediate supervisors, managers, or establishment owners of BSHM graduates employed in hospitality establishments within and outside the province of Mindoro. A standardized Employer’s Feedback on Job Performance Questionnaire was used, and the data were analyzed using descriptive statistics and Pearson’s r correlation. The findings revealed that the graduates demonstrated a very good level of job performance across all dimensions, indicating strong workplace readiness despite limited industry experience. High ratings were noted in teamwork, ethical conduct, professionalism, and participation in organizational operations. Lower-ranked indicators included adapting to new operating technologies, prioritizing organizational concerns over personal matters, respecting individual differences, and responsible use of organizational resources; however, these areas remained within the very good descriptive level. Correlation analysis showed no significant relationship between years of service and job performance, suggesting that length of industry experience alone does not determine employee effectiveness. The results highlight the importance of employer feedback as a reliable indicator of graduate preparedness and curriculum relevance. The study emphasizes the need for higher education institutions to further strengthen technology integration, ethical development, and career readiness initiatives to enhance graduate employability and alignment with hospitality industry demands.

PurposeThe primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link.Design/methodology/approachA total of 256 public servants reported on their job characteristics and work involvement while supervisory ratings were used to assess their level of job performance. SPSS version 14 and AMOS 16 were used for statistical analyses of the data. A hypothesized structural equation model was tested to examine both direct and indirect influence of job characteristics on job performance.FindingsThe findings revealed that task significance and feedback significantly influence job performance and the relationships are mediated by work involvement. Skill variety, however, has a significant and direct influence on public servants’ job performance.Research limitations/implicationsThe research results have provided support for the key theoretical propositions. Specifically, this study has managed to substantiate some empirical evidences in partial support of the job characteristics theory.Practical implicationsAs for practical implication, the significant and positive impact of skill variety, task significance and feedback on job performance suggests the importance of these job characteristics dimensions in promoting high level of job performance among public servants.Originality/valueThis study aims to provide additional empirical evidence in support of the job characteristics theory. The theoretical framework of this study managed to substantiate empirical evidence in partial support of the job characteristics theory.

Job performance in the state sector is essential for the sustainable development of an economy. However, previous studies on the relationship among public service motivation (PSM), person–job fit (PJF), and job performance have yielded inconsistent results. Therefore, this study aims to explore the correlations between PSM, PJF, and job performance, with a particular focus on the state sector. After an extensive literature review, this study utilized quantitative methods to examine the correlation between PSM, PJF, and job performance. The data were analyzed employing Structural Equation Modeling (SEM), utilizing a sample of 263 participants who work at social insurance agencies, which are the state public organizations that serve employees for social insurance and health insurance. Preliminary results indicate that PSM positively influences both in-role job performance and extra-role job performance within the state sector. Moreover, the results also indicate the mediating role of PJF in the correlation between PSM, in-role job performance and extra-role job performance. The research contributions provide theoretical evidence that PSM is one of the key factors in increasing job performance in the state sector. In addition, the practical implications are discussed to assist managers in improving job performance for the country’s sustainable development.

This study investigated the level of career management practices and job performance among library personnel in university libraries in south-west Nigeria. The study adopted a correlational survey research design. Data was collected from 433 respondents using a questionnaire. The results showed a moderate level of career management practices, with personnel moderately agreeing that human resource development programs contribute to achieving library objectives and impact productivity and performance. The level of job performance was rated as high, with very high scores for administrative duties and working with co-workers. Career management practices like receiving performance feedback, allowing staff decision-making, and using weaknesses for training were moderately implemented. Common career management strategies employed included library linkages, staff engagement, and deployments/retraining, while workforce planning and promotion exercises were least used. A positive correlation was found between career management practices and job performance (r = 0.086, p < .05). The study concludes there is a correlation between career management practices and job performance of library personnel in these university libraries. The study recommends that university libraries strengthen their human resource development programs, ensuring HRD is given adequate attention and resources, including regular training and development opportunities and comprehensive HRD policies and strategies.

This research examines the direct and mediated effects of artificial intelligence (AI) systems on collective Sustainable Development Goals (SdGs) in Greater Amman Municipality, with innovation as a full mediator. Using a quantitative design, data from 370 municipal employees were collected via a structured questionnaire (96.4% response rate), measuring 5 AI dimensions, 4 innovation dimensions, and 6 SdGs on a five-point Likert scale. STATA 17.0 analysis included reliability (α = 0.86–0.90), multicollinearity (VIF < 3), and SEM with bootstrapping. Results reject all hypotheses (α ≤ 0.05): AI enhances SdGs directly (H1), stimulates innovation (H2), advances SdGs (H3), and fully mediates AI effects (H4: 45% indirect), explaining 68% SDG variance. Machine Learning and Predictive Analytics drive 30–35% efficiency gains and 4.2x ROI in water, traffic, and citizen services. Findings provide the first quantified AI mediation model for Global South municipalities. AI infrastructure hubs, regulatory sandboxes, citizen co-design, low-cost pilots. Amman exemplifies smart cities for MENA, affirming municipalities as sustainability hubs.

By combining the broaden-and-build theory of positive emotions (Fredrickson, 2001) and the transactional theory of stress (Lazarus and Folkman, 1984), this study examines how challenge demands (i.e., task complexity and time pressure) have dual effects on employees’ job performance through the mediating effects of positive and negative emotions. We collected data from 414 employees from three firms located in China, including two hi-tech firms and one financial firm. The results indicated that challenge demands (i.e., task complexity and time pressure) have an overall positive effect on employees’ job performance (i.e., task performance and contextual performance) by offsetting positive indirect effects with negative indirect effects. The theoretical and practical implications are also discussed.

This study aims to analyze the impact of positive psychology on job performance. It measures psychological factors which typically hinder job performance, the five pillars of PERMA as an indicator of positive intelligence, and self-assessed job performance. The present study was conducted through an online questionnaire composed of Shirzad Chamine’s inner saboteur questionnaire, Kern’s Workplace PERMA Profiler questionnaire, and Goodman &amp; Syvantek’s Job Performance Scale. The research was developed on a 457-respondent non-probabilistic cohort. One of our main findings is that the inner saboteurs fall into two clusters, one oriented toward performance and the other toward emotion. Positive intelligence, as measured through PERMA seemed to have a positive effect on job performance in the emotion-oriented saboteurs, while it has no or negative effect on the performance-oriented saboteurs.

In the global competitive environment, how to establish and maintain the customer relationship is an important concept of the success. The connection and service of frontline employees to the consumer could play an important role and keep the long-term relationship. Therefore, managers need to find out the effective way in enhance the job performance and job satisfaction of frontline employees, help them provide prominent service, and keep the good long-term relationship with the customers. For the organization, there is a large body of literature that focuses on the variables of organization and how they effect on the frontline employees and job satisfaction. In contrast, little work has pay attention on the personal characteristics, such as the effect of self-efficacy and effort on job performance and job satisfaction. To shed light on these potentially complex relationships, this research was chosen on the basis of convenience sampling and was selected from automobile sales persons of Taipei, Taiwan. Among the total amount of 803 copies, a usable sample of 616 questionnaires was utilized in this study, yielding a response rate of 76.7%. We use the structural equation modeling (SEM) with LISREL to analyze and test the data. The results reveal that (1) Self-efficacy has a positive effect on job performance and job satisfaction; (2) effort has a positive effect on job performance and job satisfaction; (3) job satisfaction has a negative effect on turnover intention. These results increase understanding of the effect of personal characteristics on organization performance and helped organization to explore the management policies.