The Moderating Effect of Innovation on the Relationship between Human Resources Information Systems and Organizational Performance

عماد علي الكساسبه

Abstract


Abstract

     This study aimed to examine the moderating effect of innovation on the relationship between human resources information systems and organizational performance as applied on the government Departments and Mutah University in the Karak. This study attends to these practical and theoretical gaps using a quantitative methodology that involves hypotheses testing with data collected from (168) managements of the government departments in the Karak area using systematic random sampling. The data investigates the positive influence of the moderating effect of innovation on the relationship between human resources information systems and organizational performance and analyzed using Partial Least Square-Structural Equation Modeling (PLS-SEM). 

      The findings, based on 4 accepted  hypotheses, showed that (a) Response HRIS , (b) Efficiency HRIS, (c) Integration  HRIS  positively influence Organization performance and (d) Innovation moderates the influence on organizational performance. This study, therefore, recommended using human resource information system, organizations should integrate the HRIS Human Resources Information Systems with other organizational systems to speed information sharing and decision making.

 

 

 

 

 

التأثير المعدِّل  للابتكار في العلاقة بين نظم معلومات الموارد البشرية وأداء المنظمة

ملخص

 تهدف هذه الدراسة إلى التعرف على التأثير المعدل للابتكار في العلاقة بين نظم معلومات الموارد البشرية وأداء المنظمة "دراسة تطبيقية على الدوائر الحكومية وجامعة مؤتة في محافظة الكرك". هذه الدراسة تتناول هذه الثغرات العملية والنظرية باستخدام منهجية كمية تتضمن اختبار الفرضيات من البيانات التي جمعها من (182) من إدارة الدوائر الحكومية في منطقة الكرك باستخدام أخذ العينات عشوائية منهجية، والبيانات هي لمعرفة التأثير المعتدل للابتكار على العلاقة بين نظم معلومات الموارد البشرية على أداء المنظمة وتحليلها باستخدام (PLS-SEM). وأظهرت النتائج، المستندة إلى أربع فرضيات مقبولة بأن: (أ) استجابة نظم معلومات الموارد البشرية (ب) كفاءة نظم معلومات الموارد البشرية (ج) تكامل نظم معلومات الموارد البشرية لها تأثير إيجابي كبير على أداء المنظمة. (د) الابتكار معتدل التأثير على أداء المنظمة. لذلك، أوصت هذه الدراسة أنه عند استخدام نظام معلومات الموارد البشرية، ينبغي للمنظمات أن تدمج نظام نظم معلومات الموارد البشرية HRIS مع النظم التنظيمية الأخرى لتسريع تبادل المعلومات واتخاذ القرارات.


 


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DOI: http://dx.doi.org/10.35682/1156

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MUTAH UNIVERSITY