Achieving Competitive Advantage (CA) Through The Role Of Training, Compensation Practices, And Innovative Work Behavior (IWB)
This study focuses on training and compensation as some of HRM's essential variables. The research aims to achieve CA through the role of training, compensation and IWB. The research task is to determine the relationship between training, direct compensation and IWB, then to analyze the mediati...
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my-usim-ddms-13153 |
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uketd_dc |
| institution |
Universiti Sains Islam Malaysia |
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USIM Institutional Repository |
| language |
English |
| topic |
Personnel management--Case studies--Jordan Employee motivation |
| spellingShingle |
Personnel management--Case studies--Jordan Employee motivation Esraa Farid Mohammad AlQawasmeh Achieving Competitive Advantage (CA) Through The Role Of Training, Compensation Practices, And Innovative Work Behavior (IWB) |
| description |
This study focuses on training and compensation as some of HRM's essential variables. The research aims to achieve CA through the role of training, compensation and IWB. The research task is to determine the relationship between training, direct compensation and IWB, then to analyze the mediation effect of IWB on CA, moderated by the indirect compensation. There are various methodologies developed on how to achieve CA. The collection of quantitative data uses the deductive approach through a questionnaire. Conducting several parts and items or questions for such a method is essential to combine the overall hypotheses through statistical analysis, confirmatory factor analysis and structural equation modeling. The research selected the three local Islamic banks in Jordan, including 3203 employees. Based on the convenience technique, the sample number that should be collected from Jordanian Islamic banks is 219 employees. Reliability and validity are proved along with model fit. The findings of this study indicate that training positively influences innovative work behavior; direct compensation has no significant influence on innovative work behavior. Apart from this, results revealed that innovative work behavior has a positive mediation effect on competitive advantage. In contrast, indirect compensation's moderating effect on the relationship between innovative work behavior and competitive advantage was also confirmed. However, this effect has converted the positive impact of innovative work behavior on competitive advantage to a negative impact. Some implications, limitations and further directions are discussed and suggested. |
| format |
Thesis |
| author |
Esraa Farid Mohammad AlQawasmeh |
| author_facet |
Esraa Farid Mohammad AlQawasmeh |
| author_sort |
Esraa Farid Mohammad AlQawasmeh |
| title |
Achieving Competitive Advantage (CA) Through The Role Of Training, Compensation Practices, And Innovative Work Behavior (IWB) |
| title_short |
Achieving Competitive Advantage (CA) Through The Role Of Training, Compensation Practices, And Innovative Work Behavior (IWB) |
| title_full |
Achieving Competitive Advantage (CA) Through The Role Of Training, Compensation Practices, And Innovative Work Behavior (IWB) |
| title_fullStr |
Achieving Competitive Advantage (CA) Through The Role Of Training, Compensation Practices, And Innovative Work Behavior (IWB) |
| title_full_unstemmed |
Achieving Competitive Advantage (CA) Through The Role Of Training, Compensation Practices, And Innovative Work Behavior (IWB) |
| title_sort |
achieving competitive advantage (ca) through the role of training, compensation practices, and innovative work behavior (iwb) |
| granting_institution |
Universiti Sains Islam Malaysia |
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my-usim-ddms-131532024-05-29T19:13:18Z Achieving Competitive Advantage (CA) Through The Role Of Training, Compensation Practices, And Innovative Work Behavior (IWB) Esraa Farid Mohammad AlQawasmeh This study focuses on training and compensation as some of HRM's essential variables. The research aims to achieve CA through the role of training, compensation and IWB. The research task is to determine the relationship between training, direct compensation and IWB, then to analyze the mediation effect of IWB on CA, moderated by the indirect compensation. There are various methodologies developed on how to achieve CA. The collection of quantitative data uses the deductive approach through a questionnaire. Conducting several parts and items or questions for such a method is essential to combine the overall hypotheses through statistical analysis, confirmatory factor analysis and structural equation modeling. The research selected the three local Islamic banks in Jordan, including 3203 employees. Based on the convenience technique, the sample number that should be collected from Jordanian Islamic banks is 219 employees. Reliability and validity are proved along with model fit. The findings of this study indicate that training positively influences innovative work behavior; direct compensation has no significant influence on innovative work behavior. Apart from this, results revealed that innovative work behavior has a positive mediation effect on competitive advantage. In contrast, indirect compensation's moderating effect on the relationship between innovative work behavior and competitive advantage was also confirmed. However, this effect has converted the positive impact of innovative work behavior on competitive advantage to a negative impact. Some implications, limitations and further directions are discussed and suggested. Universiti Sains Islam Malaysia 2022-03 Thesis en https://oarep.usim.edu.my/handle/123456789/13153 https://oarep.usim.edu.my/bitstreams/4c3157ba-4468-40c6-9b96-d7897e106873/download 68b329da9893e34099c7d8ad5cb9c940 https://oarep.usim.edu.my/bitstreams/b262473d-4d67-442e-99a3-00263d23e9f9/download cd5711c3cf2dde83e0dcd73ba44d61b2 https://oarep.usim.edu.my/bitstreams/cda0af29-ecfb-41c4-a349-f20d3cef0cf5/download d282523f975f23bb3121fe6f8ff15e2e https://oarep.usim.edu.my/bitstreams/0057d7a9-a18d-46ac-b28d-b1e101fec525/download 354d01084df7b657e333f29494ef6b63 https://oarep.usim.edu.my/bitstreams/913d5b60-5984-469a-ad87-6434f7875e9e/download c08fa325f7e42357fedba1028e291fbc https://oarep.usim.edu.my/bitstreams/ca02a340-c598-4773-9313-841b969890a3/download 942415f57d12cac32a9a403cbc21073f https://oarep.usim.edu.my/bitstreams/76540af6-6223-4e01-895e-897a83ba81c4/download 9b931955ab13bddb5c1a8da18e3ad683 https://oarep.usim.edu.my/bitstreams/40852080-d507-44d7-bf92-84b765847a3d/download 224053aa9b4bc39eab904107c91a0bb5 https://oarep.usim.edu.my/bitstreams/7010f262-eb9b-4c09-a562-614322b43047/download 3881e114bb2e042757f4321831042900 https://oarep.usim.edu.my/bitstreams/ab202955-bba1-4fea-a06e-ee13da4051c1/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/39059876-46e0-4c93-9e72-db5fb1ab7340/download ebf75f5f9fddf32bd6409151e3c9349c https://oarep.usim.edu.my/bitstreams/174a0597-b79c-4a83-9162-ee034e61a1cd/download e056a696d56d0ce465a453ce12a121f9 https://oarep.usim.edu.my/bitstreams/5e22b334-e77c-4562-b842-8aa5bfdb72b3/download 7f590c578a9ca0e721a3c940c1276dff https://oarep.usim.edu.my/bitstreams/94fee738-7d1d-4599-86a4-52e3f7bc0168/download 5d3233023242c0ab47c8ab6aea64ff1a https://oarep.usim.edu.my/bitstreams/e2856aff-8fe8-411c-b076-13f920de04b1/download 0832aca367fa8dea48dd877e7184b535 https://oarep.usim.edu.my/bitstreams/8f7c818e-4fbf-4ede-a86e-d94c6ea5bc99/download 72af74ed8f7a852bb80769e204bf6c6c https://oarep.usim.edu.my/bitstreams/4bb54410-909b-4ba0-b05b-cd5000c58f26/download 63c486b7aeef7ea42f81c63169a13264 https://oarep.usim.edu.my/bitstreams/d28a9438-832e-4451-a4f6-d12335c56cdb/download 754222414296441eb36805b88886faaa https://oarep.usim.edu.my/bitstreams/8455cc77-a049-47a9-a06b-11d4ec8e9354/download 9097f99c4b365e7229002aefb392239e Personnel management--Case studies--Jordan Employee motivation |