The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities

The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities

The advent of the Internet has transformed the way in which people work and live. While the Internet has offered many advantages and benefits to the workplace particularly in terms of speeding up information search, it also has potential drawbacks. One drawback is that people can misuse the Interne...

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Main Author: Al-Shuaibi, Ahmad Said Ibrahim
Format: Thesis
Language:eng
eng
Published: 2013
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/3824/8/87052.pdf
https://etd.uum.edu.my/3824/14/s87052.pdf
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id my-uum-etd.3824
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Mohd. Shamsudin, Faridahwati
Subramaniam, Chandrakantan
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Al-Shuaibi, Ahmad Said Ibrahim
The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities
description The advent of the Internet has transformed the way in which people work and live. While the Internet has offered many advantages and benefits to the workplace particularly in terms of speeding up information search, it also has potential drawbacks. One drawback is that people can misuse the Internet while at work. This phenomenon, which is called cyberdeviance, is a form of production deviance. As our theoretical understanding of cyberdeviance is still limited, this study attempts to investigate the role of HR practices and leadership style in cyberdeviant activities. It also seeks to examine the mediating influence of job satisfaction , with the application of social exchange theory. A survey of 273 administrative employees in in four universities in Amman, Jordan who were randomly selected using a cluster technique, was carried out for the period of five months from February until June 2011. Frequency, descriptive statistics, correlation, multiple regression, and hierarchical regression analyses were run to test the research hypotheses. Factor analyses revealed four dimensions of HR practices, i.e., performance appraisal, compensation practice, career advancement, and employment security. Leadership style produced a single dimension labelled supportive leadership style, while job satisfaction yielded two dimensions, namely, satisfaction with pay, and satisfaction with workload. Results showed that performance appraisal and leadership style were significantly and negatively related to cyberdeviance, contrary to expectation. But collectively, the predictor variables of dimensions of HR practices and leadership were found to explain 63.8% of variance in cyberdeviance. Two dimensions of job satisfaction, satisfaction with pay and satisfaction with workload, partially mediated the link between leadership style and cyberdeviance. But satisfaction with pay was found to partially mediate performance appraisal and cyberdeviance. lt is recommended that organizations implement a good performance appraisal system and demonstrate supportive leadership as ways to reduce cyberdeviance at work.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Al-Shuaibi, Ahmad Said Ibrahim
author_facet Al-Shuaibi, Ahmad Said Ibrahim
author_sort Al-Shuaibi, Ahmad Said Ibrahim
title The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities
title_short The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities
title_full The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities
title_fullStr The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities
title_full_unstemmed The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities
title_sort influence of human resource practices and leadership style on job satisfaction and cyberdeviance amongst administrative employees in jordanian universities
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2013
url https://etd.uum.edu.my/3824/8/87052.pdf
https://etd.uum.edu.my/3824/14/s87052.pdf
_version_ 1747827653541363712
spelling my-uum-etd.38242022-04-10T02:39:27Z The Influence of Human Resource Practices and Leadership Style on Job Satisfaction and Cyberdeviance Amongst Administrative Employees in Jordanian Universities 2013 Al-Shuaibi, Ahmad Said Ibrahim Mohd. Shamsudin, Faridahwati Subramaniam, Chandrakantan Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The advent of the Internet has transformed the way in which people work and live. While the Internet has offered many advantages and benefits to the workplace particularly in terms of speeding up information search, it also has potential drawbacks. One drawback is that people can misuse the Internet while at work. This phenomenon, which is called cyberdeviance, is a form of production deviance. As our theoretical understanding of cyberdeviance is still limited, this study attempts to investigate the role of HR practices and leadership style in cyberdeviant activities. It also seeks to examine the mediating influence of job satisfaction , with the application of social exchange theory. A survey of 273 administrative employees in in four universities in Amman, Jordan who were randomly selected using a cluster technique, was carried out for the period of five months from February until June 2011. Frequency, descriptive statistics, correlation, multiple regression, and hierarchical regression analyses were run to test the research hypotheses. Factor analyses revealed four dimensions of HR practices, i.e., performance appraisal, compensation practice, career advancement, and employment security. Leadership style produced a single dimension labelled supportive leadership style, while job satisfaction yielded two dimensions, namely, satisfaction with pay, and satisfaction with workload. Results showed that performance appraisal and leadership style were significantly and negatively related to cyberdeviance, contrary to expectation. But collectively, the predictor variables of dimensions of HR practices and leadership were found to explain 63.8% of variance in cyberdeviance. Two dimensions of job satisfaction, satisfaction with pay and satisfaction with workload, partially mediated the link between leadership style and cyberdeviance. But satisfaction with pay was found to partially mediate performance appraisal and cyberdeviance. lt is recommended that organizations implement a good performance appraisal system and demonstrate supportive leadership as ways to reduce cyberdeviance at work. 2013 Thesis https://etd.uum.edu.my/3824/ https://etd.uum.edu.my/3824/8/87052.pdf text eng public https://etd.uum.edu.my/3824/14/s87052.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abdalla, I. A., & AI-Homoud, M. A. (2001). Exploring the implicit leadership theory in the Arabian Gulf States. Applied Psychology: An International Review. 50(4), 506-531. Abdulla, J., Ramdane, D., & Kamel, M. (2011). Determinants of job satisfaction in the UAE. Personnel Review. 40(1), 126-146. Absar, M. M., Azim, M. T., Balasundaram, N., & Akhter, S. (2010). Impact of human resources practices on job satisfaction: Evidence from manufacturing firms in Bangladesh. Petroleum-Gas University of Ploiesti Bulletin. 62(2), 31-42. 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