كتابة النص: الأستاذ الدكتور يوسف أبو العدوس - جامعة جرش قراءة النص: الدكتور أحمد أبو دلو - جامعة اليرموك مونتاج وإخراج : الدكتور محمد أبوشقير، حمزة الناطور، علي ميّاس تصوير : الأستاذ أحمد الصمادي الإشراف العام: الأستاذ الدكتور يوسف أبو العدوس
فيديو بمناسبة الإسراء والمعراج - إحتفال كلية الشريعة بجامعة جرش 2019 - 1440
فيديو بمناسبة ذكرى المولد النبوي الشريف- مونتاج وإخراج الدكتور محمد أبوشقير- كلية تكنولوجيا المعلومات
التميز في مجالات التعليم والبحث العلمي، وخدمة المجتمع، والارتقاء لمصاف الجامعات المرموقة محليا واقليميا وعالميا.
المساهمة في بناء مجتمع المعرفة وتطوره من خلال إيجاد بيئة جامعية، وشراكة مجتمعية محفزة للابداع، وحرية الفكر والتعبير، ومواكبة التطورات التقنية في مجال التعليم، ومن ثم رفد المجتمع بما يحتاجه من موارد بشرية مؤهلة وملائمة لاحتياجات سوق العمل.
تلتزم الجامعة بترسيخ القيم الجوهرية التالية: الإلتزام الإجتماعي والأخلاقي، الإنتماء،العدالة والمساواة، الإبداع، الجودة والتميّز، الشفافية والمحاسبة، الحرية المنظبطة والمستقبلية.
الاسم : اسعد احمد السكارنه/دكتوراه إدارة الموارد البشرية /جامعة وسط الجنوب -الصين 2019.
الرتبة الإكاديمية : استاذ مشارك /قسم ادارة الموارد البشرية /كلية الإعمال /جامعة جرش
1 -دكتوراه إدارة الموارد البشرية /جامعة وسط الجنوب /الصين ، 2019 .2 -ماجستير إدارة إعمال3 -بكالوريوس نظم معلومات إدارية
1 - رئيس قسم العلوم الإدارية والموارد البشرية /كلية الإعمال /جامعة جرش/ من 1 /10 /2020 الى 2022/10/1.2 -أستاذ مساعد في قسم العلوم الإدارية /كلية الإعمال /جامعة جرش / من 1/1 /2020 حتى تاريخه.
The aim of the study is to use the analytic hierarchy process (AHP) technique to identify and rank the factors affecting customer satisfaction with mobile payment services in the Jordanian market, where little research has been done on post-adoption behaviour. By gathering data from experts and analyzing the results, the study seeks to determine the relative importance of various factors, such as app quality, cost, trust, and social influence, in shaping customer satisfaction.The literature is rich with studies on the adoption of mobile payment services in developing countries. However, little attention has been paid to post-adoption behaviours, such as customer satisfaction. Additionally, the use of multi-criteria decision-making techniques, such as AHP, to rank factors affecting mobile payment service satisfaction is rare. Our literature search identified 17 factors, and we gathered data from 12 experts, which was sufficient for the AHP technique. The results revealed that app quality was the most critical factor affecting satisfaction, followed by cost, usefulness, trust, information risk, security, social influence, ease of use, performance, credibility, privacy, reliability, responsiveness, customer attitude, confidentiality, assurance, and feedback mechanism.
This study aimed to examine the influence of talent management practices (recruitment and selection, training and development, rewards and compensation) on employee retention and employee performance in Jordanian service organizations. A questionnaire was adopted and distributed among the employees in the service organizations in Jordan; the study’s respondents were 267 employees from service organizations (telecommunication firms, banks, and tourism firms). SmartPLS 3 was used to analyze the data and to examine the measurement and structural models. The findings of the study indicated that rewards and compensation significantly and positively affected employee performance (t = 2.558) and employee retention (t = 5.336). Similarly, recruitment and selection significantly and positively influenced employee performance (t = 2.208) and employee retention (t = 5.822). Training and development also significantly and positively affected employee performance (t = 2.288) and employee retention (t = 2.699). The results suggest that implementing talent management practices (recruitment and selection, training and development, and rewards and compensation) can improve employee retention and performance in Jordanian service organizations.
The lack of clarity related to the concept of emotional labor has impeded its development regardless of the conspicuous importance of emotional labor for the external and internal environments which include the employees, organizations, structure, operations, and clients. Thus, this research aims to highlight the connection between emotional labor and its impact on employee performance. This study is concerned with the employeesin the services sector in the period between January 2011 and June 2022 and included a total of 21 articles. In general, this review found that emotional labor can result in positive results for the business, as enhancing workers’ satisfaction as well as performance, on the other hand, burnout and poor job performance when people are compelled to express emotions differently than their own, the findings were highlighting the consistent connection between surface acting (SA) and employee performance. Nonetheless, the findings of deep acting(DA) and the employee’s performance were blended (Çağlıyan et al., 2013; Alsakarneh et al., 2019). Searches were conducted using ProQuest, EBSCO, Emerald Insight, PsycINFO, Science Direct, and Google Scholar. The research team systematically reviewed each article and relative reports, eliminating those not relevant to the review.
The world is facing the challenge of COVID-19 Pandemic, and it has infiltrated every country in the world. The international community has stood still to fight against the COVID-19, which has an outbreak from the Wuhan City of China, in December 2019. Pakistan had also become the victim of COVID-19 back on February 26, 2020, when two patients tested positive, and the government started to panic to prevent its outburst in the entire country; therefore; preventive strategies are taken in place, and Standard Operating Procedures were provided by the government along with the Ministry of Health Advisory. Therefore; it is essential to undertake the effectiveness of preventive strategies taken by the Government of Pakistan to reduce the intensity of COVID-19. Hence; the researcher has taken interviews from 15 doctors, 21 paramedical staff (including nurses), 05 financial analyst or economist and 35 participants from social science in the city of Karachi, Pakistan. The results of the study suggested that preventive strategies are sufficient for the benefit of citizens, but it is also essential to conduct businesses to maintain the standard of living rather than facing the financial crisis which will be a bigger issue then the COVID-19.
The current study aimed to investigate the impact of several factors i.e. profitability,tangibility, size, growth, financial risk, liquidity, tax shield on firm’s financial leverage.The data was collected for a panel of 83 companies from 6 high performing sectors of Pakistan stock exchange from 2006 to 2016. The results of panel data analysis were compared for random effect, fixed effect and pooled regression models. The findings revealed that Profitability, Tangibility, Firm Size, Liquidity, Tax Shield and Tobin’s Q had a significant role in leverage decision of the sample firms while financial risk, business risk and growth were found to be insignificant. The fixed effect model was found to be more appropriate to explain the relationships. The implications of the results were also mentioned.
The frequently discussed topic of job satisfaction is not new in the field of organizational behavior research. Job satisfaction is related to customer satisfaction; however, there is a scarcity of empirical evidence regarding this link. The current piece of research examines the said relationship in the context of the online call center. In addition, this study investigates the effect of human resources (HR) practices on job satisfaction within the online call center context. The sample of the study consists of 275 employees who were working as an online call center. SMARTPLS 3 was used to analyze the data. The findings of the study indicated a positive relationship between HR practices with job satisfaction. Furthermore, a positive impact of job satisfaction on customer satisfaction is observed. The mediation of customer interaction quality is also found to be significant in the relationship between job satisfaction and customer satisfaction.
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