IJSTR

International Journal of Scientific & Technology Research

IJSTR@Facebook IJSTR@Twitter IJSTR@Linkedin
Home About Us Scope Editorial Board Blog/Latest News Contact Us
Scopus/Elsevier
CALL FOR PAPERS
AUTHORS
DOWNLOADS
CONTACT
QR CODE
IJSTR-QR Code

IJSTR >> Volume 9 - Issue 1, January 2020 Edition



International Journal of Scientific & Technology Research  
International Journal of Scientific & Technology Research

Website: http://www.ijstr.org

ISSN 2277-8616



The Relationship Between GHR Recruitment And Employee Engagement In Jordanian Public Universities

[Full Text]

 

AUTHOR(S)

Mahmoud Barakat Alnawaiseh, Mohammad Salameh Almasarweh

 

KEYWORDS

GRH recruitment, engagement, public Jordanian universities

 

ABSTRACT

The aims of this study to investigate the relationship between GHR recruitment process and engagement in Jordanian Universities. The variables of this study consisted of an independent variable (GHR recruitment process) and the dependent variable (Jordanian universities engagement). The study employed a statistical analytical descriptive approach based on the literature review approach and work field to test the study hypothesis. The sample of the study consisted of HR managers, deans and chairman faculty departments in Jordanians universities. A sample of 30 heads managers of HR and deans and chairman in Jordanian universities was randomly selected. The study used a questionnaire as a tool to collect data and to investigate the relationship between (GHR) recruitment and employee engagement on Jordanian universities. Objectives of this study to findings impact the GHR recruitment process on Jordanian universities to employee engagement in the following order, GHR recruitment strategy, GHR recruitment resources, GHR recruitment ethics, and GHR recruitment sources evaluation. The study found the positive relationship between GHR recruitment and employee engagement in public Jordanian universities. The study recommended that public Jordanian universities have to pay more attention to GHR recruitment to gain high qualification and professionals’ staff that leads to increasing engagement, this result a key success for an organization to attainment goals and competitive advantages and protect environmental from harming and destroyed. Also, the other benefit from adopted GHR recruitment saving cost, Bringing the applicants with high qualifications from external recruitment resources and this leads to increased creativity and innovation through diversity of cultures and experiences.

 

REFERENCES

[1] Al Azzam, A., & Jaradat, S. A. (2014). impact of HR recruitment process on Jordanian universities (An empirical study on Jordanian universities). Global Journal of Human Resource Management, 2(1), 16-29.
[2] Djabatey, E. N. (2012). Recruitment and Selection Practices of Organizations': A Case Study of HFC Bank (Gh) Ltd (Doctoral dissertation).
[3] Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 turnover and retention research: a glance at the past, a closer review of the present, and a venture into the future. The Academy of Management Annals, 2(1), 231-274.
[4] Jackson, suzan, schuler, Rand all wither, steve 2009.
[5] Kilibarda, P and Fonda, N(1997) Random selection people management, vol.3,Issue 24, December
[6] Kaushik, A. K., & Rahman, Z. (2017). An empirical investigation of tourist’s choice of service delivery options: SSTs vs service employees. International Journal of Contemporary Hospitality Management, 29(7), 1892-1913.
[7] Kamboj, S., Kumar, V., & Rahman, Z. (2017). Social media usage and firm performance: the mediating role of social capital. Social Network Analysis and Mining, 7(1), 51
[8] Martinez-Fernandez, C., Hinojosa, C., & Miranda, G. (2010). Green jobs and skills: the local labour market implications of addressing climate change. Working document, OECD. Available from: www. oecd. org/cfe/leed/44683169
[9] Noe, el al.,(2011) managaing human resources, P.176.
[10] Philips, J.m (1999) effect of realistiv job previews on multi ple organization cows preview on multiple organizational and coms. Ameta – anaylysis, Acadety of management jouranal, (1994): P 156 –172.
[11] Rynes, S. L., & Barber, A. E. (1990). Applicant attraction strategies: An organizational perspective. Academy of management review, 15(2), 286-310.
[12] Rynes, S.L. Bretz, R.D and Gerhart, B.(1991) the importance of recruitment in job choice: A different way of looking, personnal psychology, 44, pp. 487 – 521.
[13] Sheehan, K. B. (2001). E‐mail survey response rates: A review. Journal of Computer‐Mediated Communication, 6(2).
[14] Turban, D.B and Dough erty, T.W.(1992), Influence of compus recruiting on applicant a Hraction to firms academy of management, journal, 35 (1992) p. 339 – 365.
[15] Turban, D.B, Forrett, M.L and Hendrickson, c.L. (1998), Applicant attraction to firms : Influences of organizatio reputation, job and organizational attributes, and Recruiter behaviours, jouranal of vocational Behaviour, vol.52,pp. 24 –44 Article No: UB 96 1555
[16] . Wehrmeyer, W. (1996). Green policies can help to bear fruit. People Management, 2(4), 38-40.