scholarly journals Human Resources Management Practices and Job Satisfaction in Critical Economy, An Empirical Study of Private Banking Sector of Saudi Arabia.

2017 ◽  
Vol 7 (6) ◽  
pp. 43-52
Author(s):  
Sayeeduzzafar Qazi et al., Sayeeduzzafar Qazi et al., ◽  
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Empirical Study ◽  
Human Resources ◽  
Management Practices ◽  
Banking Sector ◽  
Human Resources Management ◽  
Resources Management ◽  
Private Banking

HR Marketing And The Formation Of A Positive Internal Image, Case Of The Banking Sector

2021 ◽  
Vol 38 (4) ◽  
Author(s):  
Rachida Aallali
Keyword(s):  
Empirical Study ◽  
Human Resources ◽  
Customer Loyalty ◽  
Psychological Contract ◽  
Banking Sector ◽  
Human Resources Management ◽  
Sustainable Competitive Advantage ◽  
Resources Management ◽  
Internal Image ◽  
Two Factors

Adequate management of human resources provides a real response to the challenges facing the company. The creation of a sustainable competitive advantage requires the development of human resources, which is becoming one of the main concerns of companies in the 21st century. Customer loyalty in the banking sector is closely linked to the issue of internal image. A demotivated executive with a negative image of his company will not commit to conveying a positive external image and therefore to building customer loyalty. The internal image is the result of a process of perception influenced by two factors: motivation and company strategy. A bank's reputation and brand image are strongly influenced by the behavior of account managers. This work aims to identify the variables on which the formation of a positive internal image depends. Carried out using a qualitative approach, the results of the empirical study show a change in the expectations of managers requiring the transition to a new psychological contract via a new approach to human resources management. A positive perception of the company and of human resources management services, consideration of individual needs and fair HR practices are the main expectations expressed by the various people interviewed for this empirical study.

scholarly journals Human Resources Management Practices, Psychological Contract Fulfillment and Organizational Commitment in Deluxe Hotels in Jeddah, Saudi Arabia

2017 ◽  
Vol 9 (4) ◽  
pp. 94 ◽  
Author(s):  
Mansour A. Al-miman
Keyword(s):  
Saudi Arabia ◽  
Organizational Commitment ◽  
Human Resources ◽  
Psychological Contract ◽  
Management Practices ◽  
Human Resources Management ◽  
Psychological Contracts ◽  
Resources Management ◽  
Hrm Practices ◽  
Psychological Contract Fulfillment

This paper study the relationship of the effectiveness of the human resources management practices of the hotels employees in the western region (Jeddah City) of Saudi Arabia with respect to their Psychological contract fulfilment (PCFul) and Organizational Commitment (OC). Data was collected from 36 hotels. Using the employees' responses, the study indicated that Human Resources practices influenced employees’ perceived Psychological contract fulfilment and their Organizational Commitment, where Human Resources Management (HRM) practices are positively related to Psychological contract fulfilment and OC. The study examined whether employees consider (HRM) practices an important tool while developing psychological contracts, and presented the prospective role of the Human Resources for Developmental Purposes to foster change in the hotel industry in Saudi Arabia.

scholarly journals PERANAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR DALAM MEMEDIASI PENGARUH KEPUASAN PEGAWAI DAN PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA TERHADAP KUALITAS PELAYANAN HOTEL BINTANG LIMA DI JAKARTA PUSAT

2010 ◽  
Vol 3 (1) ◽  
pp. 13
Author(s):  
Dewani Hapsari
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Human Resources ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Human Resources Management ◽  
Citizenship Behavior ◽  
Resources Management

<span><em>The purpose of this research is to propose a model which organizational citizenship behavior and job</em><br /><span><em>performance mediate the influence of job satifaction and human resources management practices</em><br /><span><em>toward service quality at Grand Sahid Jaya Jakarta.</em><br /><span><em>The conceptual framework consists of the following constructs : job satisfaction, human resources</em><br /><span><em>management practices, organizational citizenship behavior, job performance, and service quality.</em><br /><span><em>Moreover, four hypotheses were developed and tested. Instrument test of validity and reliability</em><br /><span><em>were used to test the validity of the measures, while multiple regression from Statistical Package for</em><br /><span><em>Social Science (SPSS) was used in hypotheses testing. Data were collected from Grand Sahid Jaya</em><br /><span><em>employee, Jakarta.</em><br /><span><em>The objectives of this research is to analyze the job satisfaction influence organizational citizenship</em><br /><span><em>behavior at Grand Sahid Jaya Jakarta, analyze the human resources practices toward organizational</em><br /><span><em>citizenship behavior, analyze the organizational citizenship behavior influence job performance and</em><br /><span><em>analyze job performance influence service quality at Grand Sahid Jaya Jakarta</em><br /><span><em>The result indicate that all hypothesis was supported, indicated that job satisfaction have significant</em><br /><span><em>influence toward organizational citizenship behavior, human resources practices have significant</em><br /><span><em>influence toward organizational citizenship behavior, organizational citizenship behavior have</em><br /><span><em>significant influence toward job performance and job performance have significant influence toward</em><br /><span><em>service quality</em><br /><span><em>Keywords : </em><span><em>Service quality, organizational citizenship behavior, job performance, job satisfaction,</em><br /><span><em>human resources management practices,</em></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span><br /></span></span>

scholarly journals The impact of Human resources practices on service quality performance in Saudi Arabia: using structural equation modeling: ممارسات الموارد البشرية وأثرها على جودة أداء الخدمة في المملكة العربية السعودية: عن طريق نمذجة المعادلة البنائية

2020 ◽  
Vol 4 (1) ◽  
Author(s):  
Siddig Balal Ibrahim, Khalid Mohammed AL wakeel
Keyword(s):  
Saudi Arabia ◽  
Service Quality ◽  
Human Resources ◽  
Human Resource ◽  
Management Practices ◽  
Human Resources Management ◽  
Quality Performance ◽  
Resources Management ◽  
Service Companies ◽  
The Impact

  This study aimed at shedding a light of the impact of Human Resources Management Practices on service quality performance in Saudi Arabia. A conceptual model of study was developed. The study population consisted of Saudi service companies. The sample of the study was selected random (non-probable) convenience. The data were collected from service companies in the capital Saudi Arabia Riyadh, with 30 companies, each company included 9 questionnaires distributed to the Human Resources Management Department, with a total distribution of 270 respondents. descriptive analytical approach was adopted, the study found a relationship between human resource practices and the quality of service performance. However, the strength of this relationship varies from one dimension to another, In light of the above results, the study recommended necessary to pay attention to training and development and keep abreast of the latest developments in the training process. The results of this study are important for the service sector in Saudi Arabia as the sector faces increasing competitive pressures in a complex high-growth market. Finally, the study paves the way for further research that will improve the overall performance of organizations through human resource management practices.

scholarly journals Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover

2011 ◽  
Vol 2 (2) ◽  
pp. 41-49 ◽  
Author(s):  
Hamdia Mudor
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Conceptual Framework ◽  
Human Resource ◽  
Management Practices ◽  
Human Resources Management ◽  
The Other ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
The Relationship

This paper attempts to propose a conceptual framework consisting of three human resources management (HRM) practice (supervision, job training, and pay practices), job satisfaction, and turnover, and to explain the relationships among these variables. Job satisfaction played an important role to employees’ turnover because it would lead employee resigned when their job satisfaction is low. The results indicate HRM practice a positively and significantly correlated with job satisfaction. On the other hand HRM practice and job satisfaction are negatively and significantly correlated with turnover. However, the results of HRM practice and job satisfaction are strong predictors of turnover.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

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