Suchergebnisse

This study is a systematic review of the existing Arab literature on human resource development (HRD). A review of Arab HRD's theoretical and empirical articles during the period 1964–2016 in peer-reviewed journals was conducted. Content analysis was utilized to examine how HRD is conceptualized, what purposes are attached to HRD and what activities HRD encompasses in Arab literature.It was found that the basic construct of HRD is employee development, targeted toward "individuals" and encompassing training, education and learning. Arab HRD has a strong performance orientation, and tends to emphasize utilitarian outlooks, as the role of HRD is perceived to be "instrumental" and "outcome focused". HRD in Arab literature falls under the traditional functionalist school within the managerialist perspective and is essentially based on the principles of human capital theory. The issues of social justice, power, diversity and equity are rare in Arab HRD literature. Although the Arab view of HRD has been influenced by the American school, it is still in an early stage of growth, lacks a clear disposition and is still confined within the stance of traditional training.

Job burnout is a state of physical and mental exhaustion that occurs as a result of long-term negative feelings that are developed at work and affect individuals of various professions (Penttinen et al., 2021; Dike et al., 2021). Given the growing interest in job burnout and the extensive body of literature dedicated to identifying its contributing factors, this research aims to systematically review empirical burnout research to identify and organize the myriad causes of burnout. The objective is to facilitate a more streamlined approach to its study and to enhance the ability to manage, control, and mitigate burnout symptoms, ultimately promoting and sustaining employees' mental health. Therefore, a systematic literature review of burnout articles published on the Web of Science (WoS) and American Psychological Association (APA) PsycNET databases over the last decade (2012–2022) was conducted. Thematic analysis was employed to identify, classify, and categorize the factors contributing to burnout. The research findings indicate that while the conventional perspective portrays burnout as a work-specific syndrome and workplace factors are often considered the primary indicators of burnout, the research findings suggest that burnout is a complex phenomenon that is influenced by various factors at the personal, job-related, organizational, and social life levels. The relationship between these factors and burnout can overlap, with some factors acting as protective mechanisms and others as risk factors. Understanding these factors can help in developing strategies and intervention mechanisms to prevent or mitigate burnout in the workplace, ultimately promoting and sustaining employees' mental health.

Impression management (IM) is a process where individuals consciously or unconsciously control the information, behaviors, and expressions they present to others. Studies on IM that are based on social role theory have mostly focused on gender roles. However, there is a growing recognition of the need to expand social role research beyond traditional gender roles (Anglin et al., 2022). This study aims to investigate the influence of various societal roles, including gender, age, occupation, and education, on IM strategies among Jordanian public sector employees within organizational contexts. Drawing upon social role theory and existing literature, this research seeks to explore how different social roles intersect and shape IM behaviors. Data were collected from 927 participants via an online questionnaire distributed through convenience sampling. Nonparametric analysis was employed, utilizing the Mann–Whitney U test and Kruskal–Wallis H test to analyze gender-based and other variables with three or more groups, respectively. The findings suggest that while gender, occupation, and educational background can impact IM, their influence is often overshadowed by the broader organizational context. This study contributes to the literature by expanding our understanding of IM beyond traditional gender roles and elucidating the complex interplay between societal roles and IM strategies.

This study aims to introduce new insights regarding factors influencing employees' level of training motivation through investigating the impact of job satisfaction dimensions (pay, fringe benefits, contingent rewards, promotion, supervision, co-workers, operating conditions, nature of work and communication) on training motivation.Data were collected from 342 participants from six Jordanian ministries. The multiple regression technique was utilized to examine the predictive power of job satisfaction dimensions on training motivation. At the next stage, three sequential MR analysis rounds were conducted, each time using a different construct of training motivation (valence, instrumentality and expectancy) as a dependent variable.The results indicate that the dimensions of job satisfaction explain a low but significant variance of the overall training motivation model. Furthermore, it was found that only three dimensions of job satisfaction (nature of work, supervision and co-workers) respectively had a positive and significant impact on training motivation, while contingent rewards had a significant but negative impact.Regarding training motivation constructs, results indicate that the nature of work and supervision were the elements that have an impact on all constructs of training motivation. Finally, it was found that co-workers and contingent rewards had a significant impact on the training motivation constructs of expectancy (confidence in ability to learn) and valence (the perceived value of training outcomes), but no impact on instrumentality (rewards associated with learning).