Szerző szerinti böngészés "Fraij, Jihad Kamal Ibrahim"
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Tétel Szabadon hozzáférhető A literature Review: Artificial Intelligence Impact on the Recruitment Process(2021) Fraij, Jihad Kamal Ibrahim; Várallyai, LászlóTétel Szabadon hozzáférhető Blockchain as an e-voting tool(2020) Fraij, Jihad Kamal Ibrahim; Aldabbas, Ashraf Khaled Abd Elkareem; Aburumman, Nemer Mohammad AbdelhameedTétel Szabadon hozzáférhető E-HRM to Overcome HRM Challenges in the Time of Pandemic(2021) Fraij, Jihad Kamal IbrahimTétel Szabadon hozzáférhető Factors affecting the acceptance of e-HRM in the Jordanian telecommunication sector using the UTAUT2 Extended ModelFraij, Jihad Kamal Ibrahim; Várallyai , László; Ihrig Károly gazdálkodás- és szervezéstudományok doktori iskola; Debreceni Egyetem::Gazdaságtudományi KarElectronic Human Resource Management (E-HRM) has emerged as a transformative technology in modern workforce management, promising increased efficiency and enhanced organizational performance. This study aims to deepen the understanding of the acceptance of E-HRM within the Jordanian telecommunication sector by extending the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) model. Through a comprehensive literature review, this research identifies critical factors such as Human Interaction, Organizational Infrastructure, and Trust that influence employees' acceptance of E-HRM systems. Despite concerns about potential over-researched areas, the study demonstrates the robustness of the UTAUT2 framework when enriched with relevant constructs, contributing to our knowledge of technology acceptance phenomena. The results provide valuable insights for practitioners in the telecommunication sector, emphasizing the importance of aligning HRM policies with end-user expectations and factors affecting E-HRM acceptance to improve HRM service quality. The study supports most proposed hypotheses and introduces novel constructs significantly influencing employees' intentions and attitudes toward E-HRM systems. Performance Expectancy, Effort Expectancy, Facilitating Conditions, Habit, and Trust in the system were found to explain 39% of the variance in Behavioral Intention. Experience was examined as a potential moderator, significantly influencing the relationship between Effort Expectancy and Behavioral Intention but not affecting other factors. In conclusion, this research advances the understanding of E-HRM acceptance, highlighting the significance of various factors influencing employees' intentions. The findings offer valuable insights for practitioners to enhance E-HRM implementation and utilization, ultimately improving HRM service quality and organizational efficiency.Tétel Szabadon hozzáférhető Proposed Model For Artificial Intelligence Acceptance in Recruitment: Telecom in Jordan(2021) Fraij, Jihad Kamal Ibrahim; Várallyai, LászlóTétel Szabadon hozzáférhető Review of the Corporate Governance and Its Effects on the Disruptive Technology Environment(2021) Haddad, Hossam; Alkhodari, Dina; Al-Araj, Reem; Aburumman, Nemer Mohammad Abdelhameed; Fraij, Jihad Kamal IbrahimTétel Szabadon hozzáférhető UTAUT2 Model to Investigate the Adoption of E-HRM in the Telecommunication Sector(2022) Fraij, Jihad Kamal Ibrahim