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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| id |
my-usim-ddms-13306 |
|---|---|
| record_format |
uketd_dc |
| institution |
Universiti Sains Islam Malaysia |
| collection |
USIM Institutional Repository |
| language |
other |
| topic |
Human Resource Management Manpower policy--planning--Palestinian Personnel management. |
| spellingShingle |
Human Resource Management Manpower policy--planning--Palestinian Personnel management. خالد موسى محمد الطميزة Khaled Musa Muhammad Al-Thomizeh أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي |
| description |
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. |
| format |
Thesis |
| author |
خالد موسى محمد الطميزة Khaled Musa Muhammad Al-Thomizeh |
| author_facet |
خالد موسى محمد الطميزة Khaled Musa Muhammad Al-Thomizeh |
| author_sort |
خالد موسى محمد الطميزة |
| title |
أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي |
| title_short |
أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي |
| title_full |
أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي |
| title_fullStr |
أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي |
| title_full_unstemmed |
أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي |
| title_sort |
أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي |
| granting_institution |
Universiti Sains Islam Malaysia |
| url |
https://oarep.usim.edu.my/bitstreams/8d96e56d-62bd-4bc8-8636-a4d9a8ab4500/download https://oarep.usim.edu.my/bitstreams/52ae2f6b-0a21-4114-b738-b73a0ec3409d/download https://oarep.usim.edu.my/bitstreams/667027a0-e7dc-4ccc-8194-fd0b84f36eb4/download https://oarep.usim.edu.my/bitstreams/5f8c4de1-693b-473b-8416-8b4360fdbe95/download https://oarep.usim.edu.my/bitstreams/427ebbfc-bce7-40bb-b31c-3c5e2731c4e5/download https://oarep.usim.edu.my/bitstreams/9837dde0-90a0-4d44-a5f3-15f98b6cd815/download https://oarep.usim.edu.my/bitstreams/7f49ce78-ddb7-45e5-b35d-820bbc36afc9/download https://oarep.usim.edu.my/bitstreams/19f455a7-7b46-499c-ac66-b2b1da59d51a/download https://oarep.usim.edu.my/bitstreams/e30ca469-5920-4616-9eb5-2f334ec655d3/download |
| _version_ |
1812444827036418048 |
| spelling |
my-usim-ddms-133062024-05-29T19:25:55Z أثر استخدام الجدارات في سياسات تخطيط واختيار الموارد البشرية في وزارة التعليم العالي الفلسطينية من خلال الدور الوسيط للالتزام التنظيمي ‘Athar istikhdam al-jadarat fi syasat takhtit wa ikhtiyar al-mawarid al-basyariyyat fi wizarat al-Talim al-‘ali al-Palestiniyah min khilal al-dawr al-wasit lil-altizam al tanzimiy خالد موسى محمد الطميزة Khaled Musa Muhammad Al-Thomizeh 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. Universiti Sains Islam Malaysia 2022-12 Thesis other https://oarep.usim.edu.my/handle/123456789/13306 https://oarep.usim.edu.my/bitstreams/3aa13162-adeb-4a06-b1ca-e66da4d870a9/download 68b329da9893e34099c7d8ad5cb9c940 https://oarep.usim.edu.my/bitstreams/4b072fb8-c4c0-4d9b-a9a6-3753aac87c13/download ad52f63db761da4c39688c196011b0e6 https://oarep.usim.edu.my/bitstreams/fc9276d2-d03e-49d8-99bb-ee0ff17ece7e/download 448a4872041a0e12bc65827da7d5d1c7 https://oarep.usim.edu.my/bitstreams/ad1bb03d-fdee-4adb-9fc0-99818d42afc7/download 08bd00c92354364c91c18558da865240 https://oarep.usim.edu.my/bitstreams/d4a6e01e-d09a-49ba-8d8b-1a0cba1d2112/download 6717425d60b999ef7768bedcec9e5b25 https://oarep.usim.edu.my/bitstreams/c2ae0888-384b-4875-abef-023840cbb72e/download e646fb3b0f689ef361867620a83d1fd6 https://oarep.usim.edu.my/bitstreams/94f71250-20d9-414e-9478-ddc59afe6a09/download 5ac4641de3929ccd9339ccf2298dd6e3 https://oarep.usim.edu.my/bitstreams/475a6809-3c7b-419e-83ee-42815c165ea4/download 53830f62cfa728f53743207f3d87b349 https://oarep.usim.edu.my/bitstreams/9f1e6310-5d68-48df-a400-17d51611a1ba/download e0a948b31b2ea5f88daf5782ce1e2f41 https://oarep.usim.edu.my/bitstreams/8601a6fa-963c-4d10-a721-6afc16a45aea/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/8d96e56d-62bd-4bc8-8636-a4d9a8ab4500/download dac0a0793f358f395007139c4a27e5e1 https://oarep.usim.edu.my/bitstreams/52ae2f6b-0a21-4114-b738-b73a0ec3409d/download c16a097b0bfcffc7dec8e93d6d959c58 https://oarep.usim.edu.my/bitstreams/667027a0-e7dc-4ccc-8194-fd0b84f36eb4/download 194f1d648ef72ceef5037ce970310b5f https://oarep.usim.edu.my/bitstreams/5f8c4de1-693b-473b-8416-8b4360fdbe95/download 7b50647af7932909dea9773fb128e219 https://oarep.usim.edu.my/bitstreams/427ebbfc-bce7-40bb-b31c-3c5e2731c4e5/download 9009984ae9987353c1da2b57fb8b7cec https://oarep.usim.edu.my/bitstreams/9837dde0-90a0-4d44-a5f3-15f98b6cd815/download e89e311e4dc7a5935e0987a2f4430463 https://oarep.usim.edu.my/bitstreams/7f49ce78-ddb7-45e5-b35d-820bbc36afc9/download 90ee46aced467816f4c4fc51582360e9 https://oarep.usim.edu.my/bitstreams/19f455a7-7b46-499c-ac66-b2b1da59d51a/download 707ac11384fac77a3ed221ba88fcf6e0 https://oarep.usim.edu.my/bitstreams/e30ca469-5920-4616-9eb5-2f334ec655d3/download 2edc25225d0936847f8109c0fef2a8ed Human Resource Management Manpower policy--planning--Palestinian Personnel management. |