أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي
This study aims to examine the effect of applying competencies in human resources planning and selection policies through organizational commitment as a mediating factor. The study used the analytical descriptive approach to achieve its objective. To accomplish this, questionnaires were distribut...
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| Summary: | This study aims to examine the effect of applying competencies in human resources
planning and selection policies through organizational commitment as a mediating
factor. The study used the analytical descriptive approach to achieve its objective. To
accomplish this, questionnaires were distributed to a sample of 148 employees of the
Palestinian Ministry of Higher Education. Several interviews were conducted with
senior employees. To test the hypotheses, the study used partial structural equation
modeling using the Smart PLS and SPSS software to answer the research questions. It
used the MAXQDA software to code and analyze the interviews. The research
theoretical framework was based on the comprehensive competency model, which
comprises four dimensions: cognitive abilities, social maturity, applied skills, and
technical skills. The analysis results showed the significant positive effect of using
competencies on human resources planning policies, where t = 10.521. Accordingly,
there was a direct effect between the two variables. Whenever the use of competencies
increases by one unit, the effect in human resources planning policies increases by
0.575. The results also showed the significant positive effect of using competencies on
selection policies, where t = 3.570. Accordingly, there was a direct effect between the
two variables. Whenever the use of competencies increases by one unit, the effect in
human resources selection policies increases by 0.289. The results also revealed that
organizational commitment was a partial mediator on the relationship between
competencies and human resources planning and selection policies. The analysis results
showed the significant indirect positive effect of competencies on human resources
planning policies. This indicates that organizational commitment was a partial mediator
on the relationship between both. The direct effect of competencies on human resource
planning policies was larger than the indirect effect by 0.432. The results also revealed
the significant positive indirect effect of competencies on human resources selection
policies. This indicates that organizational commitment was a partial mediator in this
relationship. The direct effect of competencies on selection policies was larger than the
indirect effect by 0.0.52. The results also showed that there are challenges facing the
employees in using competencies. These are in the form of internal factors related to
organizational policies, information technology infrastructure, and career development
policies and training, as well as external factors related to environmental fluctuations
and external interference. |
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