The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai

The success of any organization lies in the ability of human resources management staff to hire and select the best employees to perform the required duties and tasks, the ability to retain competent employees. Accordingly, the problem of the study is represented in the obstacles facing the human re...

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Main Author:	Almansoori, Abdelrahman Hassan Mohamed Abdulla
Format:	Thesis
Language:	eng eng
Published:	2022
Subjects:	HD28-70 Management Industrial Management
Online Access:	https://etd.uum.edu.my/10624/1/depositpermission_s903743.pdf https://etd.uum.edu.my/10624/2/s903743_01.pdf
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id	my-uum-etd.10624
record_format	uketd_dc
spelling	my-uum-etd.106242023-07-31T00:35:29Z The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai 2022 Almansoori, Abdelrahman Hassan Mohamed Abdulla Othman, Muhammad Fuad Siam, Mohammed R. A. Ghazali Shafie Graduate School of Government Ghazali Shafie Graduate School of Government HD28-70 Management. Industrial Management The success of any organization lies in the ability of human resources management staff to hire and select the best employees to perform the required duties and tasks, the ability to retain competent employees. Accordingly, the problem of the study is represented in the obstacles facing the human resources department in the field of manufacturing in Dubai to recruit the best employees so that they can accomplish the required tasks effectively and efficiently. The study aimed to know the effect of human resource practices (employee selection, employee recruitment, staffing process) on the performance of the organization, investigate the mediating effect of competitive advantage on the relationship between those human resource practices and the performance of the organization, in addition to investigate the moral effect of the use of artificial intelligence in analyzing the CV of employees and its potential contribution in the organization performance. The study used the quantitative method with a cross-sectional design, by using the questionnaire as a tool for data collection. The study population is equivalent to the total number of human resources workers in manufacturing industries in Dubai. The actual study sample consisted of (247) employees who were chosen randomly and the most important results indicate the success of the model as it can predict 78.2% of the organization's performance. The study found a positive statistically significant relationship between (employee selection, employee recruitment, staffing process) and organizational performance, there is a positive statistically significant relationship between (employee selection, employee recruitment, staffing process) and competitive advantage, the study also found that artificial intelligence has a positive moderate effect on the relationship between (employee selection, employee recruitment, staffing process) and competitive advantage. The whole combination of six research subjects show positive perceptions among the respondents. Likewise, there is a direct relationship between the three probabilities in the implementation of human resource management. Besides, the priority of the relationship based on the path coefficient value for employee recruitment is (ER) 0.201, for employee selection is (ES) 0.132 and for employee recruitment process is (SP) 0.372. The three variables show that there is 36.2% variance of organizational performance (OP). Meanwhile, the priority of the relationship based on the path coefficient value which is employee recruitment is 0.183, employee selection is 0.176 and the staffing process is 0.024. Meanwhile, the competitive advantage has a significant effect on organizational performance which is 0.281 and also has a good link in the relationship between the three variables and organizational performance. 2022 Thesis https://etd.uum.edu.my/10624/ https://etd.uum.edu.my/10624/1/depositpermission_s903743.pdf text eng staffonly https://etd.uum.edu.my/10624/2/s903743_01.pdf text eng public other doctoral Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Othman, Muhammad Fuad Siam, Mohammed R. A.
topic	HD28-70 Management Industrial Management
spellingShingle	HD28-70 Management Industrial Management Almansoori, Abdelrahman Hassan Mohamed Abdulla The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai
description	The success of any organization lies in the ability of human resources management staff to hire and select the best employees to perform the required duties and tasks, the ability to retain competent employees. Accordingly, the problem of the study is represented in the obstacles facing the human resources department in the field of manufacturing in Dubai to recruit the best employees so that they can accomplish the required tasks effectively and efficiently. The study aimed to know the effect of human resource practices (employee selection, employee recruitment, staffing process) on the performance of the organization, investigate the mediating effect of competitive advantage on the relationship between those human resource practices and the performance of the organization, in addition to investigate the moral effect of the use of artificial intelligence in analyzing the CV of employees and its potential contribution in the organization performance. The study used the quantitative method with a cross-sectional design, by using the questionnaire as a tool for data collection. The study population is equivalent to the total number of human resources workers in manufacturing industries in Dubai. The actual study sample consisted of (247) employees who were chosen randomly and the most important results indicate the success of the model as it can predict 78.2% of the organization's performance. The study found a positive statistically significant relationship between (employee selection, employee recruitment, staffing process) and organizational performance, there is a positive statistically significant relationship between (employee selection, employee recruitment, staffing process) and competitive advantage, the study also found that artificial intelligence has a positive moderate effect on the relationship between (employee selection, employee recruitment, staffing process) and competitive advantage. The whole combination of six research subjects show positive perceptions among the respondents. Likewise, there is a direct relationship between the three probabilities in the implementation of human resource management. Besides, the priority of the relationship based on the path coefficient value for employee recruitment is (ER) 0.201, for employee selection is (ES) 0.132 and for employee recruitment process is (SP) 0.372. The three variables show that there is 36.2% variance of organizational performance (OP). Meanwhile, the priority of the relationship based on the path coefficient value which is employee recruitment is 0.183, employee selection is 0.176 and the staffing process is 0.024. Meanwhile, the competitive advantage has a significant effect on organizational performance which is 0.281 and also has a good link in the relationship between the three variables and organizational performance.
format	Thesis
qualification_name	other
qualification_level	Doctorate
author	Almansoori, Abdelrahman Hassan Mohamed Abdulla
author_facet	Almansoori, Abdelrahman Hassan Mohamed Abdulla
author_sort	Almansoori, Abdelrahman Hassan Mohamed Abdulla
title	The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai
title_short	The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai
title_full	The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai
title_fullStr	The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai
title_full_unstemmed	The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai
title_sort	modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in dubai
granting_institution	Universiti Utara Malaysia
granting_department	Ghazali Shafie Graduate School of Government
publishDate	2022
url	https://etd.uum.edu.my/10624/1/depositpermission_s903743.pdf https://etd.uum.edu.my/10624/2/s903743_01.pdf
_version_	1776103852995510272

The modifying effect of artificial intelligence on the relationship between human resource practices and organizational performance: an applied study in the field of manufacturing in Dubai

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