دور ممارسات إدارة الموارد البشرية في تعزيز إدارة التغيير وأداء العاملين من خلال الالتزام التنظيمي: دراسة ميدانية في بلدية ظفار بسلطنة عمان
This research aims to identify the role of human resource management practices in enhancing change management and employees’ performance through organizational commitment in the Dhofar Municipality in the Sultanate of Oman. The researcher has adopted the descriptive analytical approach to describ...
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| Summary: | This research aims to identify the role of human resource management practices in
enhancing change management and employees’ performance through organizational
commitment in the Dhofar Municipality in the Sultanate of Oman. The researcher has
adopted the descriptive analytical approach to describe and analyze human resource
management practices as an independent factor in enhancing change management and
employees’ performance as dependent factors, where there are difficulties and obstacles
that result in the instability of employees in the municipality. As well as the existence
of levels of dissatisfaction with the incentives and rewards system, the lack of regulation
of training needs, and the lack of training for certain sectors.The importance of the study
stems from the fact that it deals with a vital issue in the field of the role of human
resource management practices in promoting change management and performance of
employees through the organizational commitment carried out by the human resource
management practices that are needed by the municipality as well as business alike. The
research population for this research consists of employees in the Dhofar Municipality
in the Sultanate of Oman, with a total number of (1200) people, and a random sample
of the research population was chosen from the general directors and their deputies,
directors of departments and their deputies, heads of departments, and employees (in
the Municipality of Dhofar in the Sultanate of Oman, with a total number of (400)
individuals. In addition, (400) questionnaires were distributed to all members of the
study sample, and a total of (394) valid questionnaires were delivered for statistical
analysis, i.e., with a retrieval rate of (98.5%), all of which were subjected to statistical
analysis. The study reached many results, the most important of which indicated the
presence of a statistically significant impact of human resource management practices
(participation, performance evaluation, training and development, incentives, and
rewards) on change management and the performance of employees at the level of
moral significance (0.05). The absence of a statistically significant effect (participation)
on change management and employees’ performance at the level of moral significance
(0.05). In addition to the presence of a direct and indirect impact of performance
evaluation on change management by the presence of roles for employees as an
intermediate variable at the level of statistical significance (0.05). Furthermore, the
study presented several recommendations, among which is that attention should be
given to employees in any institution as they represent the dynamic force at work, and
without them, there is no value for work. As well as paying attention to the change
management aspect as we need it. In view of this, the Dhofar Municipality should pay
more attention to employees respecting all aspects through incentives, rewards, or social
aspects, benefits, and labor services in the society. |
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