دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار
This study aimed at investigating the role and impact of knowledge management on the job performance through HR at the Governor's Office, as well as unveiling direct and indirect relationship and roles between knowledge management as an independent variable and the job performance as a subor...
Saved in:
| id |
my-usim-ddms-13070 |
|---|---|
| record_format |
uketd_dc |
| institution |
Universiti Sains Islam Malaysia |
| collection |
USIM Institutional Repository |
| language |
other |
| topic |
Knowledge management Knowledge workers Knowledge management--Arab countries Personnel management Organizational performance Organizational learning--Case studies. Knowledge management |
| spellingShingle |
Knowledge management Knowledge workers Knowledge management--Arab countries Personnel management Organizational performance Organizational learning--Case studies. Knowledge management خويدم محمد خويدم غواص Khawidam Mohammed Khawidam Ghawas دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار |
| description |
This study aimed at investigating the role and impact of knowledge management on the
job performance through HR at the Governor's Office, as well as unveiling direct and
indirect relationship and roles between knowledge management as an independent
variable and the job performance as a subordinate variable considering HR as a medium
variable. This study has adopted the descriptive and analytical approach. The number
of this study's community numbered to (2100) of the employees at the Governor's
Office. The study's sample amounted to (325) employees who were selected by a simple
random manner. The study depended on the questionnaire as a means of collecting data.
It has used a number of advanced statistical approached in analyzing the study's
measurement such as, Exploratory Factor Analysis (EFA), confirmatory factor analysis
(CFA) for ensuring the structural credibility evidence for the study's managements. The
programs of (SPSS) and (AMOS) have been used in this study to test statistical
hypotheses for modeling the structural equation. The study's findings have shown in
terms of structural modeling that the knowledge management has a positive effect on
the job performance for employees at the Governor's Office as the impact volume
amounted to (0.163) and this will contribute to a percentage of (16.3%) in enhancing
the job performance of employees. These findings have also shown that the knowledge
management have a positive impact on human resources, as well as due concern and
attention paid by the Dhofar Governor's Office in managing knowledge through
(Technological dimension, social dimension, organizational dimension and human
dimension) and this will also contribute to a percentage of (13.2%) in enhancing human
resources at the Establishment in question. The due concern and attention paid by
Dhofar Governor's Office to HR through (HR planning, training and development,
incentives, and bonuses) will definitely contribute to a percentage of ( 59%) in enhancing
employees' job performance at the Establishment in question. The study's findings has
shown rejection of the hypothesis which states that knowledge management has a
positive impact on employees' job performance through the direct effect on HR at the
Dhofar Governor's Office. Sobil's test findings for studying the in-between relationship
has stated that there is no indirect impact of knowledge management on the job
performance through HR as a medium variable as Sobel's test value amounted to
(1.953) which is smaller than the specified standard (1.964). Therefore, the HR plays
the partial mediator's role between both knowledge management and job performance.
This study has recommended for concern and attention to be paid to intellectual
environment that allows cognition and how to develop it and to be in harmony with
working environment at the Office. The study has also proposed the establishment of a
competent management to be concerned with knowledge to provide employees with
modern and innovative contributions in relation to their specializations areas, as well as
new changes relating to knowledge |
| format |
Thesis |
| author |
خويدم محمد خويدم غواص Khawidam Mohammed Khawidam Ghawas |
| author_facet |
خويدم محمد خويدم غواص Khawidam Mohammed Khawidam Ghawas |
| author_sort |
خويدم محمد خويدم غواص |
| title |
دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار |
| title_short |
دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار |
| title_full |
دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار |
| title_fullStr |
دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار |
| title_full_unstemmed |
دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار |
| title_sort |
دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار |
| granting_institution |
Universiti Sains Islam Malaysia |
| url |
https://oarep.usim.edu.my/bitstreams/153f88d2-94df-4069-bd60-159367cfca2c/download https://oarep.usim.edu.my/bitstreams/dad8eee4-f402-4a57-bbf6-e94c19b9cddf/download https://oarep.usim.edu.my/bitstreams/c4419b49-64b3-4f2e-b71d-75b28c53fcb7/download https://oarep.usim.edu.my/bitstreams/7e49156a-cf71-4728-86a3-a84a4c1d2049/download https://oarep.usim.edu.my/bitstreams/ff37c897-fc5e-4500-9f7c-a3b1a70afc1f/download https://oarep.usim.edu.my/bitstreams/de84cc9f-b31b-4b6d-8b43-616f0882bc5c/download https://oarep.usim.edu.my/bitstreams/f13b7161-8301-4d8d-8876-68c713b893e1/download https://oarep.usim.edu.my/bitstreams/60d52a36-32e6-4ba3-bc08-28ac5d2037a4/download https://oarep.usim.edu.my/bitstreams/43242552-95bf-47b2-bec5-6ce20e83ba88/download |
| _version_ |
1812444740583424000 |
| spelling |
my-usim-ddms-130702024-05-29T18:46:38Z دور إدارة المعرفة في الأداء الوظيفي من خلال الموارد البشرية: دراسة ميدانية في مكتب وزير الدولة محافظ ظفار Dawr idarat al-ma’rifah fi al-‘ada al-wazifi min khilal al-mawarid al-bashariat: dirasah maydaniyah fi maktab wazir al-dawlat muhafaz dhofar خويدم محمد خويدم غواص Khawidam Mohammed Khawidam Ghawas This study aimed at investigating the role and impact of knowledge management on the job performance through HR at the Governor's Office, as well as unveiling direct and indirect relationship and roles between knowledge management as an independent variable and the job performance as a subordinate variable considering HR as a medium variable. This study has adopted the descriptive and analytical approach. The number of this study's community numbered to (2100) of the employees at the Governor's Office. The study's sample amounted to (325) employees who were selected by a simple random manner. The study depended on the questionnaire as a means of collecting data. It has used a number of advanced statistical approached in analyzing the study's measurement such as, Exploratory Factor Analysis (EFA), confirmatory factor analysis (CFA) for ensuring the structural credibility evidence for the study's managements. The programs of (SPSS) and (AMOS) have been used in this study to test statistical hypotheses for modeling the structural equation. The study's findings have shown in terms of structural modeling that the knowledge management has a positive effect on the job performance for employees at the Governor's Office as the impact volume amounted to (0.163) and this will contribute to a percentage of (16.3%) in enhancing the job performance of employees. These findings have also shown that the knowledge management have a positive impact on human resources, as well as due concern and attention paid by the Dhofar Governor's Office in managing knowledge through (Technological dimension, social dimension, organizational dimension and human dimension) and this will also contribute to a percentage of (13.2%) in enhancing human resources at the Establishment in question. The due concern and attention paid by Dhofar Governor's Office to HR through (HR planning, training and development, incentives, and bonuses) will definitely contribute to a percentage of ( 59%) in enhancing employees' job performance at the Establishment in question. The study's findings has shown rejection of the hypothesis which states that knowledge management has a positive impact on employees' job performance through the direct effect on HR at the Dhofar Governor's Office. Sobil's test findings for studying the in-between relationship has stated that there is no indirect impact of knowledge management on the job performance through HR as a medium variable as Sobel's test value amounted to (1.953) which is smaller than the specified standard (1.964). Therefore, the HR plays the partial mediator's role between both knowledge management and job performance. This study has recommended for concern and attention to be paid to intellectual environment that allows cognition and how to develop it and to be in harmony with working environment at the Office. The study has also proposed the establishment of a competent management to be concerned with knowledge to provide employees with modern and innovative contributions in relation to their specializations areas, as well as new changes relating to knowledge Universiti Sains Islam Malaysia 2023-07 Thesis other https://oarep.usim.edu.my/handle/123456789/13070 https://oarep.usim.edu.my/bitstreams/153f88d2-94df-4069-bd60-159367cfca2c/download 763a25b8495bd603e8f50e85d317c5c9 https://oarep.usim.edu.my/bitstreams/dad8eee4-f402-4a57-bbf6-e94c19b9cddf/download 541af518d9b9e37872813d4b62372347 https://oarep.usim.edu.my/bitstreams/c4419b49-64b3-4f2e-b71d-75b28c53fcb7/download 47451b4063e6aeef650b3a02de2f6694 https://oarep.usim.edu.my/bitstreams/7e49156a-cf71-4728-86a3-a84a4c1d2049/download 160519b62072ffaeffea812255725dd6 https://oarep.usim.edu.my/bitstreams/ff37c897-fc5e-4500-9f7c-a3b1a70afc1f/download bbd8171744d9a9f3efedd8589e97581e https://oarep.usim.edu.my/bitstreams/de84cc9f-b31b-4b6d-8b43-616f0882bc5c/download 2e6b67af4920c80c8bc3a1a59498acea https://oarep.usim.edu.my/bitstreams/f13b7161-8301-4d8d-8876-68c713b893e1/download 3fca0c5614626097913ffe91bdf1e1f0 https://oarep.usim.edu.my/bitstreams/60d52a36-32e6-4ba3-bc08-28ac5d2037a4/download 8bfe5d3d4acb7b14fe59cf2651af7082 https://oarep.usim.edu.my/bitstreams/43242552-95bf-47b2-bec5-6ce20e83ba88/download dbbea4e1a9fc7195ac976751238c7e0f https://oarep.usim.edu.my/bitstreams/3d2d5c6f-4a62-4ca0-9a16-9f52cb4f1f71/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/75787c12-06f1-47c1-b831-9fb3387066f7/download 74d734afc80aa0896e7f348cdd272446 https://oarep.usim.edu.my/bitstreams/993caa06-29fd-466d-8d66-bcb76d772169/download 051ddcf3bd6400154f3a6a2cb424c3d7 https://oarep.usim.edu.my/bitstreams/f94dc039-aeb7-4737-9a89-d7104451e3cf/download febae75262a81734300efd0ac24ba5f3 https://oarep.usim.edu.my/bitstreams/004b193b-e6d0-4660-8306-2e79621dc0b6/download 2b46e37291a825affc393abe46ef39b1 https://oarep.usim.edu.my/bitstreams/0e9054cd-8072-4a2f-8ec8-b6690a6d6901/download 81f61526d74f992072424ad3acfb3813 https://oarep.usim.edu.my/bitstreams/06965df8-6a47-492e-97d4-44f98937b1fb/download 3120f996579a25161851f7308398d3ab https://oarep.usim.edu.my/bitstreams/fdc6459a-f754-479e-9004-0799e1448345/download 347aa533f470301f3800e5cb5dac9912 https://oarep.usim.edu.my/bitstreams/2655027a-130a-4728-bc87-4e1772639395/download 3a31534f6b4a9b3b6042f5163f4ebbbb https://oarep.usim.edu.my/bitstreams/deff38a6-bc66-4396-af55-24227f2815a6/download 041ebf48381fa590877d1db8171e1dc2 Knowledge management Knowledge workers Knowledge management--Arab countries Personnel management Organizational performance Organizational learning--Case studies. Job Performance, Human Resources, working environment, employees, |