Human Resources Management Practices, Employees Engagement: Mediating Role of Top Management Support in the Jordan Ministry of Social Development

Sameera Abd Alsalam Sqour; Mohamad Saiful Izwaan; Noreha Binti Hashim

doi:10.35516/hum.v52i6.6440

Authors

Sameera Abd Alsalam Sqour Management, Faculty of Maritime Studies, Universiti Malaysia Terengganu, Kuala Nerus, Malaysia https://orcid.org/0009-0000-3016-9534
Mohamad Saiful Izwaan Management, Faculty of Maritime Studies, Universiti Malaysia Terengganu, Kuala Nerus, Malaysia https://orcid.org/0000-0001-9328-3828
Noreha Binti Hashim Management, Faculty of Maritime Studies, Universiti Malaysia Terengganu, Kuala Nerus, Malaysia

DOI:

https://doi.org/10.35516/hum.v52i6.6440

Keywords:

HRM Practices, Top Management Support, Employee Engagement.

Abstract

Objectives: This study aims to identify employee engagement in the Jordanian MOSD from mediating role of top management support on the relationship between HRM practices and employee engagement. from the viewpoint of employees working in MOSDs.

Methods: The study adopts descriptive survey method to investigate the correlation between HRM practices and top management support in employee engagement among employees in Jordan MOSD. An E- questionnaire comprising (47) items, was distributed on employee MOSD, the sample size of the study consisted of (390) male and female employees in the MOSD. This method aligns with the study's nature and objectives and is widely considered suitable for such inquiries by many researchers. Data Analysis Smart PLS and SPSS version 26, were used to examine relationship between variables.

Results: The study's results revealed that degree of (HRMP) with top management support (TMS) and human resources management practices (HRMP) with employee engagement (EE) has a moderate degree while top management support with employee engagement has high degree. also, results showed that there is a relationship between HRM practices with (EE) In addition, top management support has mediated the relationship between HRM practices and employee engagement.

Conclusions: Based on results mentioned earlier, the study recommends that raising and maintaining employee engagement lies in hands of HRM practices with top management support in the organization and, this requires more attention to meeting employee needs and a perfect blend of time, effort, commitment and investment to achieve goals successfully.

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