الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة
Government institutions in the United Arab Emirates are concerned about the performance of employees. Therefore, to address the concern, institutions must focus on training, intrinsic motivation and extrinsic motivation to achieve a high degree of organisational commitment. This will play an impo...
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my-usim-ddms-13434 |
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uketd_dc |
| institution |
Universiti Sains Islam Malaysia |
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USIM Institutional Repository |
| language |
other |
| topic |
Employee motivation--United Arab Emirates Personnel management |
| spellingShingle |
Employee motivation--United Arab Emirates Personnel management Mahdi Jabir Muhammad 'Ayid Al-Ahbabi الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة |
| description |
Government institutions in the United Arab Emirates are concerned about the
performance of employees. Therefore, to address the concern, institutions must focus on
training, intrinsic motivation and extrinsic motivation to achieve a high degree of
organisational commitment. This will play an important role in the success of development
plans for human resources skills and competencies. This study examined the impact of
training and incentive systems within the organisational commitment in developing the
performance of employees in the Abu Dhabi Customs administration for its importance to
the country's economy. The study adopted the theory of Frederick Herzberg (1959) which
provides the development of job performance. Featuring the population of the study
consisted of 383 employees in all departments of the Abu Dhabi Customs Department, this
study adopted descriptive systematic method for the enquiry. To analyse the collected data,
the basic statistical analyses were performed using the statistical package and Amos
analysis programs. The results revealed that there is a significant effect at the level (0.05)
of training on job performance and the value of the standard estimates of the path factor
(0.51), and there is also a significant effect of the incentive system on job performance and
the value of the standard estimates of the path factor (0.43). Besides, a significant effect of
organisational commitment on the job performance of employees in the Abu Dhabi
Customs Department, and the value of the standard estimates (0.40) was recorded. Finally,
there is a significant effect on the relationship between training and the incentive system
on job performance and the value of the standard estimates was (0.46). The results showed
that training and the incentive system affect job performance in a statistically significant
relationship, while organisational commitment plays the role of mediator on the indirect
relationship between the incentive system and job performance. Therefore, this study
recommends providing modern training programs that fit the nature of work in the Customs
Department to enhance their professional knowledge and skills in customs work, as well as
motivate employees financially, morally and encourage team spirit to enhance their loyalty
to the institution, as the majority of the employees confirmed their inability to learn new
details about their work. In addition, addressing the urgent need to follow the motivation
system to enhance performance, which will greatly affect the level of organisational
commitment and performance. |
| format |
Thesis |
| author |
Mahdi Jabir Muhammad 'Ayid Al-Ahbabi |
| author_facet |
Mahdi Jabir Muhammad 'Ayid Al-Ahbabi |
| author_sort |
Mahdi Jabir Muhammad 'Ayid Al-Ahbabi |
| title |
الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة |
| title_short |
الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة |
| title_full |
الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة |
| title_fullStr |
الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة |
| title_full_unstemmed |
الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة |
| title_sort |
الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة |
| granting_institution |
Universiti Sains Islam Malaysia |
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my-usim-ddms-134342024-05-29T20:05:08Z الدور الوسيط للالتزام التنظيمي في العلاقة بين التدريب ونظام الحوافز على الأداء الوظيفي :دراسة ميدانية على العاملين في إدارة جمارك أبو ظبي بدولة الإمارات العربية المتحدة Mahdi Jabir Muhammad 'Ayid Al-Ahbabi Government institutions in the United Arab Emirates are concerned about the performance of employees. Therefore, to address the concern, institutions must focus on training, intrinsic motivation and extrinsic motivation to achieve a high degree of organisational commitment. This will play an important role in the success of development plans for human resources skills and competencies. This study examined the impact of training and incentive systems within the organisational commitment in developing the performance of employees in the Abu Dhabi Customs administration for its importance to the country's economy. The study adopted the theory of Frederick Herzberg (1959) which provides the development of job performance. Featuring the population of the study consisted of 383 employees in all departments of the Abu Dhabi Customs Department, this study adopted descriptive systematic method for the enquiry. To analyse the collected data, the basic statistical analyses were performed using the statistical package and Amos analysis programs. The results revealed that there is a significant effect at the level (0.05) of training on job performance and the value of the standard estimates of the path factor (0.51), and there is also a significant effect of the incentive system on job performance and the value of the standard estimates of the path factor (0.43). Besides, a significant effect of organisational commitment on the job performance of employees in the Abu Dhabi Customs Department, and the value of the standard estimates (0.40) was recorded. Finally, there is a significant effect on the relationship between training and the incentive system on job performance and the value of the standard estimates was (0.46). The results showed that training and the incentive system affect job performance in a statistically significant relationship, while organisational commitment plays the role of mediator on the indirect relationship between the incentive system and job performance. Therefore, this study recommends providing modern training programs that fit the nature of work in the Customs Department to enhance their professional knowledge and skills in customs work, as well as motivate employees financially, morally and encourage team spirit to enhance their loyalty to the institution, as the majority of the employees confirmed their inability to learn new details about their work. In addition, addressing the urgent need to follow the motivation system to enhance performance, which will greatly affect the level of organisational commitment and performance. Universiti Sains Islam Malaysia 2022-01 Thesis other https://oarep.usim.edu.my/handle/123456789/13434 https://oarep.usim.edu.my/bitstreams/50dc5be3-f545-45f0-89f3-724667d8f56d/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/8d9d4cc4-e3f4-4049-9f5b-7034610703fa/download e23fb67b405ed9b3a084c0161e0710c7 https://oarep.usim.edu.my/bitstreams/4395c5ed-f442-47a5-a591-e1407e16764c/download c4ffb5dd514c20625af8ee95b12ef6e8 https://oarep.usim.edu.my/bitstreams/cb10b84f-ae29-49c3-ab17-3b5423bd8177/download 888051b3be82226186b6d367f4b7dcbe https://oarep.usim.edu.my/bitstreams/fbb4e92d-3395-4101-83f1-7f2c31331624/download 6e9ae6d9beb4e5109e56d9d5820c70d3 https://oarep.usim.edu.my/bitstreams/89f62734-655f-4e49-8e87-47c58469e56b/download 5725fa43e76a9765ab277c5be5cee4b0 https://oarep.usim.edu.my/bitstreams/50523156-c8ef-43ce-be91-5507da5df333/download dd5f73f88497fc8b7ff3570a5bcc1a0b https://oarep.usim.edu.my/bitstreams/ab95edbe-9005-442c-8fa8-b443209a6d3d/download 39dc735db7e70ff0045fab3a7b537ce0 https://oarep.usim.edu.my/bitstreams/6b36388b-48a1-4271-87ef-f42a1d5f633c/download cf6ae26526c859e22d0215349bd81574 https://oarep.usim.edu.my/bitstreams/cc7d549d-9233-441b-b87e-62abfdebe4a5/download 0f1a3d395cae8444b13d48d373adc652 https://oarep.usim.edu.my/bitstreams/6d43f976-10fb-45fc-a5db-ab14d3e60e64/download 6584027a192949e08e52b8e9ccf18130 https://oarep.usim.edu.my/bitstreams/d6ea1d7a-d10f-4633-9bb2-63cdb1ea1175/download 4f64faa973054fc989440d7baba237c2 https://oarep.usim.edu.my/bitstreams/778e9002-f037-4239-a191-01c2f4ea238a/download e202695a90f5e48da2c52ee25d8a13a8 https://oarep.usim.edu.my/bitstreams/84c4f7a8-ce36-408c-9540-54bd8c461e10/download 1b13e79bf256d1249fdc4f87d75838fd https://oarep.usim.edu.my/bitstreams/752d23d3-54ff-415a-afe2-63311e854081/download 2c47a9f37c82ea988ab42469edae104e https://oarep.usim.edu.my/bitstreams/a97e5636-356d-4bf1-9dac-333247374dcd/download 0be3c3e5eb8b6f49d6f790b936799733 https://oarep.usim.edu.my/bitstreams/c1235202-e494-4313-a7cd-a2b4fdb148b0/download 70a4a6b8d2b55daa6ca1ee01f3c35210 https://oarep.usim.edu.my/bitstreams/73b09d87-8094-4c29-82b1-27f782e789b2/download 789df357a0290c03f433a1618541c1e9 https://oarep.usim.edu.my/bitstreams/cd52b7bf-9427-49d4-9a9d-844a155c549d/download ceca98378c4ad35a84b31ab15c448174 Employee motivation--United Arab Emirates Personnel management |