الدور الوسيط لبراعة الموظف فى العلاقة بين ممارسات أنظمة العمل عالية الأداء والأداء الإبداعى للموظف "بالتطبيق على موظفى تکنولوجيا المعلومات بالشرکة المصرية للاتصالات" | ||||
| المجلة المصرية للدراسات التجارية | ||||
| Article 3, Volume 45, Issue 1, January 2021, Page 1-28 PDF (1015.67 K) | ||||
| Document Type: المقالة الأصلية | ||||
| DOI: 10.21608/alat.2021.217439 | ||||
 View on SCiNiTO | ||||
| Authors | ||||
| حميده محمد النجار; احمد محمد السيد السطوحي; اميره احمد محمد العربي | ||||
| جامعة المنصورة | ||||
| Abstract | ||||
| ملخص البحث: استهدف هذا البحث تحديد التأثير المباشر وغير المباشر لأبعاد ممارسات أنظمة العمل عالية الأداء (القدرة، الدافعية، الفرص) على الأداء الإبداعى للموظف من خلال توسيط براعة الموظف. واعتمدت الدراسة على قائمة استقصاء لجمع البيانات من موظفى تکنولوجيا المعلومات بالشرکة المصرية للاتصالات، وقد بلغت عدد القوائم الصحيحة 408 قائمة، وتم تطبيق أسلوب تحليل المسار لاختبار فروض الدراسة عن طريق استخدام البرنامج الإحصائى WarpPLS.7. وأشارت النتائج إلى وجود تأثير معنوي إيجابي مباشر لأبعاد ممارسات أنظمة العمل عالية الأداء (القدرة، الدافعية، الفرص) على براعة الموظف، کما توصلت إلى وجود تأثير معنوي إيجابي مباشر لأبعاد ممارسات أنظمة العمل عالية الأداء (القدرة، الدافعية، الفرص) على الأداء الإبداعى للموظف، وأکدت النتائج وجود تأثير معنوي إيجابي مباشر لبراعة الموظف على الأداء الإبداعى للموظف، بالإضافة إلى وجود تأثير معنوي إيجابي غير مباشر لأبعاد ممارسات أنظمة العمل عالية الأداء (القدرة، الدافعية، الفرص) علي الأداء الإبداعى للموظف عند توسيط براعة الموظف. الکلمات الرئيسية: ممارسات أنظمة العمل عالية الأداء، براعة الموظف، الأداء الإبداعى للموظف Abstract This study aimed to investigate the direct and indirect effect of the dimensions of high performance work systems practices named ability, motivation, opportunities on employee innovative performance through Employee Ambidexterity. Data were collected from 408 IT employees in Telecom Egypt. Path analysis was employed to test the hypotheses using WarpPLS.7. The study results showed that there was a direct positive significant effect of high performance work systems practices (ability, motivation, opportunities) on Employee Ambidexterity. Moreover, the findings confirmed that high performance work systems practices (ability, motivation, opportunities) significantly impacted employee innovative performance. Finally, found a significant positive indirect effect of high performance work systems practices (ability, motivation, opportunities) on employee innovative performance through mediating Employee Ambidexterity. Keywords: High Performance Work Systems Practices, Employee Ambidexterity, Employee Innovative Performance. | ||||
| References | ||||
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