تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية
This study aims to evaluate the validity of the model on the impact of administrative leadership on human resources training and customer satisfaction in the Libyan commercial banks. The model of the study comprises an external factor, i.e., administrative leadership (independent variable); and a...
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| id |
my-usim-ddms-13416 |
|---|---|
| record_format |
uketd_dc |
| institution |
Universiti Sains Islam Malaysia |
| collection |
USIM Institutional Repository |
| language |
other |
| topic |
Leadership Banks and banking--Libya Human capital Personnel departments—Employees |
| spellingShingle |
Leadership Banks and banking--Libya Human capital Personnel departments—Employees 'Ali Ramadhan Musbah 'Abdullah تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية |
| description |
This study aims to evaluate the validity of the model on the impact of administrative
leadership on human resources training and customer satisfaction in the Libyan
commercial banks. The model of the study comprises an external factor, i.e.,
administrative leadership (independent variable); and an internal factor, i.e., customer
satisfaction, (dependent variable). The study also aims to test the validity of the model
of human resources training as a mediator between administrative leadership and
customer satisfaction .To achieve this aim, the researcher used a descriptive approach
to data collection (quantitative) and Confirmatory Factor Analysis (CFA). as well as
structural equation modeling (SEM-AMOS) to test the proposed research hypotheses
and objectives. The population of the current study comprises the middle management
represented by the managers and heads of departments in the public commercial banks
and their branches in Libya (N=6 banks and 402 branches). The study obtained
significant findings, most important of which is that the administrative leadership and
human resources training had positive effect on customer satisfaction, which
explained 90% of the overall effect. In addition, administrative leadership had a
greater effect on customer satisfaction compared to human resources training, which
represented 65% of the impact. Based on these results, the researcher recommends
that the democratic attitude of the administrative leadership in the Libyan commercial
banks should be promoted. There should be also an increasing attention to the strong
experience, strong rewards and strong personality or character because of their
positive relationship and impact on human resources training and customer
satisfaction. It is also suggested that there should be an increasing and continuous
interest in developing capabilities and skills as well as staffing trends, especially in the
field of the modern banking market at all administrative levels, in line and consistent
with the business or jobs assigned to them so that such capabilities and skills do not
become obsolete on the one hand and it is possible for banks to provide high quality
services to compete and survive in such a sector, on the other hand. |
| format |
Thesis |
| author |
'Ali Ramadhan Musbah 'Abdullah |
| author_facet |
'Ali Ramadhan Musbah 'Abdullah |
| author_sort |
'Ali Ramadhan Musbah 'Abdullah |
| title |
تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية |
| title_short |
تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية |
| title_full |
تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية |
| title_fullStr |
تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية |
| title_full_unstemmed |
تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية |
| title_sort |
تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية |
| granting_institution |
Universiti Sains Islam Malaysia |
| url |
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| _version_ |
1812444757441380352 |
| spelling |
my-usim-ddms-134162024-05-29T18:50:57Z تأثير القيادة الإدارية على تدريب الموارد البشرية ورضا الزبون دراسة تطبيقية على المصارف التجارية الليبية 'Ali Ramadhan Musbah 'Abdullah This study aims to evaluate the validity of the model on the impact of administrative leadership on human resources training and customer satisfaction in the Libyan commercial banks. The model of the study comprises an external factor, i.e., administrative leadership (independent variable); and an internal factor, i.e., customer satisfaction, (dependent variable). The study also aims to test the validity of the model of human resources training as a mediator between administrative leadership and customer satisfaction .To achieve this aim, the researcher used a descriptive approach to data collection (quantitative) and Confirmatory Factor Analysis (CFA). as well as structural equation modeling (SEM-AMOS) to test the proposed research hypotheses and objectives. The population of the current study comprises the middle management represented by the managers and heads of departments in the public commercial banks and their branches in Libya (N=6 banks and 402 branches). The study obtained significant findings, most important of which is that the administrative leadership and human resources training had positive effect on customer satisfaction, which explained 90% of the overall effect. In addition, administrative leadership had a greater effect on customer satisfaction compared to human resources training, which represented 65% of the impact. Based on these results, the researcher recommends that the democratic attitude of the administrative leadership in the Libyan commercial banks should be promoted. There should be also an increasing attention to the strong experience, strong rewards and strong personality or character because of their positive relationship and impact on human resources training and customer satisfaction. It is also suggested that there should be an increasing and continuous interest in developing capabilities and skills as well as staffing trends, especially in the field of the modern banking market at all administrative levels, in line and consistent with the business or jobs assigned to them so that such capabilities and skills do not become obsolete on the one hand and it is possible for banks to provide high quality services to compete and survive in such a sector, on the other hand. Universiti Sains Islam Malaysia 2016-10 Thesis other https://oarep.usim.edu.my/handle/123456789/13416 https://oarep.usim.edu.my/bitstreams/95327345-a4af-4736-bde6-5fb518c095cc/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/8c2f3a41-27f6-4b9d-aee5-0e9451b93ee1/download f5c3d22188c470056a1696a0039fd26f https://oarep.usim.edu.my/bitstreams/37987453-c1a8-4c4c-93d4-54abea733cad/download 011e6aa2ab3c75c6c6bcf28b0049a82c https://oarep.usim.edu.my/bitstreams/fbe5f61c-21dc-4bf1-bed7-b1ba92e0b880/download cbae315e277850c18567a3ee0f635a11 https://oarep.usim.edu.my/bitstreams/360a3c8b-cf4b-40ca-b403-f3a7496482ea/download 4f200c506420853cd0037a7900925e64 https://oarep.usim.edu.my/bitstreams/e4eace2e-8459-4e12-b0a9-acb6ef84b544/download 856818caf8ddd669af2bbbdcf7106011 https://oarep.usim.edu.my/bitstreams/d9bddeba-3336-4fa5-ac7a-679af27da39e/download f711aea5614643bea19dd6027c917db8 https://oarep.usim.edu.my/bitstreams/4983c461-7687-41e5-b4a8-fccffe8f1fa1/download 0db8204dc5940d375ff645078b2deb3c https://oarep.usim.edu.my/bitstreams/07c6fe6d-2db5-484b-9c33-02cd229f87b7/download 6a984ec35ea608ab9e6623207e3eedb1 https://oarep.usim.edu.my/bitstreams/908dca57-6df3-4d69-afcf-c153545500b3/download 0d9232e447add3d115f274c5f697edc3 https://oarep.usim.edu.my/bitstreams/a0044541-25bb-4027-9d0d-22855f9a7c2d/download 68b329da9893e34099c7d8ad5cb9c940 https://oarep.usim.edu.my/bitstreams/c79878fa-c0c7-42aa-b9a2-ad1c52bacf23/download 7d14542f252c0329f27d8d42e8e82d5d https://oarep.usim.edu.my/bitstreams/e99297e8-3ca2-426a-9a53-e92708076fc0/download 429079e52f342c49301a02e207bfde06 https://oarep.usim.edu.my/bitstreams/9be2c8db-a267-489d-b1a0-34be9f4df243/download 268c9dcf049ff1b11b03d89683014ed6 https://oarep.usim.edu.my/bitstreams/803f208a-4570-4ab9-addd-4ab725202815/download 2b64aea7fafdc6523d43507ac0c56756 https://oarep.usim.edu.my/bitstreams/57d1f9a8-f32a-41fe-97e2-0a6037f7de9e/download 2ef8418c83e0c12eb8122c6d972adaa4 https://oarep.usim.edu.my/bitstreams/4412c32f-bec6-4c06-b139-a47c9be4cd86/download 6cccda74febad7705949cb89ee2669dd https://oarep.usim.edu.my/bitstreams/3a03e766-4abe-4738-aaf4-12de13cb6e9a/download 392b92377d3166969ac79cc37a0ba5fb https://oarep.usim.edu.my/bitstreams/8485b83d-85ba-4769-bac7-124b0d5c4304/download 429079e52f342c49301a02e207bfde06 Leadership Banks and banking--Libya Human capital Personnel departments—Employees |