Human Resource Management Practices and Organisational Performance of the Healthcare Sector: An Empirical Study in Jordan

Mohammad, Tamara F. (2019) Human Resource Management Practices and Organisational Performance of the Healthcare Sector: An Empirical Study in Jordan. PhD thesis, University of Gloucestershire.

Full text not available from this repository.

Abstract

This research has investigated the impact of Human Resource Management (HRM) practices on Organisational Performance (OP) in the healthcare sector of Jordan. Within this relationship it has also explored the role of social exchange. The population of this study is all-private and public hospitals (92 in total) operating in Jordan. The survey instrument used for the study has 39 items covering five sets of HRM practices (recruitment and selection, training, performance appraisal, compensation and benefits and internal career opportunity) including social exchange and hospital performance. This study has found that three of the HR practices are significantly related to organisational performance: recruitment and selection, training, and internal career opportunities. With regard to the remainder of the practices of HR (performance appraisal and compensation and benefits), the results are not indicative of any distinctive contributions in terms of their relationship with organisational performance. In addition, the study tested the impact of HR complementarities on organisational performance, and the results concluded that the variance of HR complementarities did not significantly explain more than what the individual HR practices did. The findings confrrm that the individual impact of HR practices has a superior effect on OP in comparison with HR complementarities. Hence, such results may reflect the fact that making the emergence of coherent, complementary sets of HR practices associated with developed markets are less likely in the context of Jordan. In addition, findings indicate that social exchange can play an important role in explaining the indirect relationship between HR and OP. The former, to some extent, mediates the relationship between HR practices and OP. This finding partially unlocks the so-called 'black box' in HRM-performance research in which several tenets of OP remain unexplained.

Item Type: Thesis (PhD)
Thesis Advisors:
Thesis AdvisorEmailURL
Darwish, Tamertdarwish@glos.ac.ukhttps://www.glos.ac.uk/academic-schools/business-and-technology/staff-profiles/pages/s2112422-tamer-darwish.aspx
Singh, Satwinderssatwinder@glos.ac.ukUNSPECIFIED
Uncontrolled Keywords: Human resource management practices; Organisational performance; Social exchange; Healthcare sector; Hospital; Emerging markets; Jordan
Subjects: H Social Sciences > HF Commerce > HF5001 Business > HF5549 Personnel management. Employment management
Divisions: Schools and Research Institutes > School of Business and Technology > Business, Entrepreneurship and Financial Management
Depositing User: Susan Turner
Date Deposited: 12 Feb 2020 13:28
Last Modified: 12 Feb 2020 13:28
URI: http://eprints.glos.ac.uk/id/eprint/8032

University Staff: Request a correction | Repository Editors: Update this record

University Of Gloucestershire

Bookmark and Share

Find Us On Social Media:

Social Media Icons Facebook Twitter Google+ YouTube Pinterest Linkedin

Other University Web Sites

University of Gloucestershire, The Park, Cheltenham, Gloucestershire, GL50 2RH. Telephone +44 (0)844 8010001.