توظيف حاكمية المورد البشري في تعزيز الانغراز الوظيفي من خلال الطاقة التنظيمية المنتجة

Rp-The Employment of Governance of Human Resource in the Promotion Job Embeddednes through.pdf

This study sought to measure the governance of the human resource through the productive organizational capacity, and its reflection on the career involvement of leaders in the surveyed universities. Governance domains, bodies and councils, governance tools) are illustrative variables, and the productive organizational energy has been expressed as a mediating variable with dimensions (emotional, cognitive, and behavioral), while functional commitment is expressed as a responsive variable (appropriateness, ties, sacrifice), the study was applied to Three universities (Karbala, Babylon, Al-Awsat Technical Euphrates) in the governorates of Babylon, Najaf and Karbala, the three study samples amounting to (163) people, which were chosen from the distributed study population. The problem of the study was represented in the intellectual questions that describe a reality in which (the governance of human resources, the factors producing organizational energy, and the functional integration of human resources) are integrated. Administrative leaders in the concerned universities.
The importance of the study was manifested in its dealing with the governance of human resources, which had not been extensively researched, as its concept has gone beyond the traditional concept of corporate governance, and it also addressed the individual’s involvement in his job, which is at the present time a source of strength that management must seize, while the energies are counted. The cognitive and behavioral wealth is a great wealth that achieves the organizations’ goals, and the benefit from the research results of the implications of the governance of the human resource is embodied in the form of indicators that guide the departments to employ energies as an indicator of strength, as well as placing the departments before the philosophy of the governance of the human resource to manage its staff rationally. The nature of the study is of a non-parametric nature, so it was necessary to rely on the Kruskal-Wallis Test to reach the variance between the study samples as the appropriate non-parametric statistical tool that specializes in finding the variance between more than two samples, after unloading the study questionnaires to extract the median And the range of employees’ answers. The study came to the conclusion that it is possible to spread the culture of human resource governance in the higher education sector through its institutions, for the purpose of completing what is based on the instructions of the Ministry of Education, the Civil Service Law and the University Service Law, which regulates the workflow of human resources in the surveyed universities, in addition to the human resource guidance Contribute to the development and mobilization of organizational energies, as the study presented recommendations, most of which were the result of theoretical and applied conclusions, as well as those that were inspired by the researcher’s observations