أثر نظم معلومات الموارد البشرية على الأداء التنظيمي:عملية صنع القرار والثقافة التنظيمية كعوامل وسيطة دراسة تطبيقية على الشركة العامة للكهرباء في ليبيا
The study aimed to verify the validity of Human Resources Information impact model, decision-making process and organizational culture on the organizational performance of the General Electricity Company of Libya (GECOL). The research attempted to build a model which includes “Human Resources Inform...
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| Summary: | The study aimed to verify the validity of Human Resources Information impact model, decision-making process and organizational culture on the organizational performance of the General Electricity Company of Libya (GECOL). The research attempted to build a model which includes “Human Resources Information Systems” (independent variable), and “organizational performance” (dependent variable). Furthermore, the study aimed to verify the role of moderator variables between Information systems and organizational performance which represent the “decision-making process” and “organizational culture”. To achieve the objectives of the study, a descriptive analytical approach (quantitative) was followed by utilizing the Confirmatory Factor Analysis (CFA) to ensure the Convergent and Discriminant validity of the model variables. For testing the hypotheses and the objectives of the study, Structural Equation Modelling Method (SEM-AMOS) was used. The population of study consisted of (1100) mangers of general and middle management levels as well as heads of departments and offices at (GECOL). The data of the field study was collected through Systematic Random Sampling, where a total of 565 questionnaire sheets were valid for analysis. The study arrived at a number of results, the most important of which was the finding that human resources information systems, decision-making process and organizational culture had a positive effect on organizational performance, as the direct effect of the human resources information systems variable on organizational performance reached (0.27), and this meant that 27% of organizational performance could be attributed to Human Resources Information Systems, whereas the effect of decision-making process and organizational culture on organizational performance recorded (0.38) and (0.35) respectively. Furthermore, the direct effect of the human resources information systems, decision-making and organizational culture factors jointly on organizational performance was (0.79), and this meant that 79% of organizational performance could be attributed to Human Resources Information Systems, decision-making and organizational culture factors jointly. The study also found that Human Resources Information Systems had an indirect positive effect on organizational performance through decision-making and organizational culture. Specifically, the results revealed that the indirect positive effect of Human Resources Information Systems on organizational performance through decision-making was (0.56), whereas the indirect positive effect of Human Resources Information Systems on organizational performance through organizational culture was (0.45). Decision-making and organizational culture jointly had an indirect effect (0.83) on the organizational performance which was the overall indirect effect of these factors. |
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