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Register a new userأثر تطوير المسار الوظيفي في رضا العاملين دراسة ميدانية في عدد من الجامعات الأردنية
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صلاح الدين الهيتي( باحث )
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تهدف هذه الدراسة إلى تحديد أثر تطوير المسار الوظيفي في رضا العاملين في عدد من الجامعات الأردنية ( الرسمية )، و لتحقيق أهداف الدراسة تم تطوير استبانة وزعت على عينة بلغت ( ٢٢٠ ) فردًا ، و تمت استعادة ( ١٩٠ ) استبانة منها ، أي ما نسبته ( ٨٦,٤%) من العينة . استخدم في التحليل الإحصائي عدة أساليب منها (الوسط الحسابي ، الارتباط البسيط ، الانحدار ، التباين الثنائي).
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References used
د. نائل عبد الحافظ العواملة، تخطيط المسار الوظيفي للمديرين في الوزارات والدوائر المركزية في الأردن، مؤتة للبحوث والدراسات، المجلد العاشر، العدد السادس، ١٩٩٥
د. سمير أحمد عسكر، " المسار الوظيفي والتطويع الاجتماعي في المنظمات الحديثة"، المجلة العربية للإدارة، المجلد الرابع عشر، العدد2 ١٩٩٠
د. خالد عبد الرحيم الهيتي، إدارة الموارد البشرية- مدخل استراتيجي-، دار وائل للنشر، عمان،ط1 ٢٠٠٣
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The aimed of the research is to determine the role of career path dimensions through (training, promotion, incentives) in reducing job burnout (stress, and the limited work powers of workers at Tishreen University. The researcher relied on the deduct
ive approach as a method for thinking in formulating the research hypotheses and selecting the hypothesized relationships between the research variables, and the descriptive and analytical approach by listing Arab and foreign books and periodicals, and other publications related to the research topic, and reviewing, studying and analyzing them in order to answer the research objectives and discuss their hypotheses. As for the research methods, the researcher relied on the questionnaire as a tool for collecting primary data, and the questionnaire was distributed to a sample of 167 workers at Tishreen University, of which 164 were recovered, and 161 questionnaires were suitable for analysis. Then she analyzed the data on the dependent variable and the independent variable and tested the hypotheses using the analysis program. Statistician SPSS version 20 to accept or reject hypotheses. One of the most important results of the study was the content of the training program that is not commensurate with the needs of workers at work, and the training content is not determined on the basis of compatibility with the different abilities of the trainees, and the worker does not participate in choosing the appropriate work method and style, and the workers do not feel bored and bored because of my work.
This study examines the relationship between training and career development for workers in the financial directorate of Homs. The problem of study summarized in a number of questions about the perceptions of workers to the concept of career developm
ent. Do the training programs consider the requirements of career development in the Directorate? This study aimed to identtify the level of training in the directorate and its role in enhancing and strengthening the process of career development, as well as to identify the relationship between the two dimensions of career development (career planning and career management). The data of study were collected through a questionnaire contains a set of questions about the variables of the study, and distributed to a random sample of (150) workers in various departments and sections of the Directorate. The number of forms which recovered was (132) forms and excluded (9) forms due to a lack of information. The forms which were ready for analysis amounted to (123) forms. The most important results are: the level of training in the Directorate was medial, recognising the significant effect of training in the career development, and the relationship between training and career development with its two dimensions (individual and organizational dimension) was medial and positive, and the existence of a significant correlation between career planning and career management
This research study the relationship between organizational learning and career
development in a number of private and public banks، the goals of the study defines
the nature of the relationship between organizational learning from all of its aspec
ts
(methods and styles) and career development in the Syrian banking sector. The main
results of this study are: the employee and the employer are both responsible for
career development, there is a significant relationship between organizational
leanings' style and career development in the banking sector, the double learning
style of organizational learning is the most relating factor with career development
in the private banks، the signal learning style of organizational learning is the most
relating factor with career development in the public banks, there is a significant
relationship between the experimentation and bench marking of the organizational
learning's methods and career development, there isn't a significant relationship
between the scientific method of the organizational learning's methods and career
development, there is a significant differences between the field study banks
considering the relationship between organizational learning and career
development.
The Purpose of this study was to examine the Job Performance of
the faculty staff at the Jordanian public universities. The sample of the
study (n. 77) was randomly selected. A questionnaire of the Job
Performance was developed by the researcher a
s a measurement
instrument. The results of the study indicated that the degree of the Job
Performance among the participants was high (3.78).
In light of the results, it was recommended that public universities
should identify their faculty staff needs and work harder to meet these
needs. Public universities should also have an open organizational
climate to motivate the faculty staff. Additionally, it was recommended
that material, as well as immaterial, incentives be awarded by their
institutions as such incentives positively impact the Job Performance.
This study aims to evaluate the faculty members’ satisfaction’s (270
faculty members) on the campus climate at academic and applied
universities in Jordan as perceived by faculty members. Also, it aims to
investigate the effect of gender, academic
rank, and experience factors in
evaluating campus climate.
By using an arithmetic mean, standard deviation, ANOVA, and t-test
to investigate the indication of the study sample response, the study
concludes that evaluation of campus climate at academic and applied
universities as perceived by faculty members is, in general, medium.
Faculty members were more satisfied in applied campus climate than
academic climate.
Based on the t-test analysis, differences in campus climate were
found for academic rank, experience in higher education. But there were
no differences for gender. Finally implications for practice are provided
for higher education institutions to improve campus climate.
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