The purpose of this study was to investigate the effect of transformational leadership on employee performance via job satisfaction in telecommunication sector, Jordan. Self-administered questionnaire was used to collect data from 278 employees. Structural equation modeling (SEM) via The Analysis of Moment Structures, i.e., IBM AMOS 22 was applied to test hypotheses. The findings show that transformational leadership was significantly and positively associated with both job satisfaction and employee performance. Furthermore, job satisfaction had a significant relationship with employee performance. Consequently, the results underlined a significant mediation effect of job satisfaction in the interaction between transformational leadership and employee performance. This research provides empirical evidence of the interaction between transformational leadership, job satisfaction and employee performance in a key industry in a developing country, Jordan. Finally, this study was conducted in telecommunication sector in a developing country, Jordan, therefore, the results cannot be generalized across countries.

Green management is fundamentally referred to the environmental practices and the implementation of the appropriate eco-friendly activities, which improve the level of people’s awareness about the environmental protection. Such green management practices have been investigated namely, redesigning of operation and production processes, innovation and R&D functions, use of technology to save energy and reduce waste, environmental awareness of stakeholders through seminars and training, investment in equipment and technology, and improvement in products or services towards improving firm efficiency in Oil and Gas industry in Jordan. The design of this study has a quantitative approach. Three hypotheses have been developed through literature review and tested using descriptive statistical analysis performed by SPSS. The number of population was 250 employees from different departments that include HR, environment, operation, maintenance, and marketing, a total of 208 completed questionnaires were analyzed as a final sample. The results show a moderate implementation of Green management practices, redesigning of operation and production processes indicated the strongest influence, while innovation and R&D functions indicated the weakest influence. Statistical positive association also was indicated between green management practices and firm efficiency. This study contributes to support the literature of Green management and environment protection that is little in developing countries like Jordan. And it urges firm management to develop effective green innovation culture to improve the implementation level of Green management which may in turn create a high level of environmental efficiency outcome in the medium and long run. Also, it’s very significant for firm management to invest more money in green innovation and R&D functions in order to improve the level of efficiency/ performance.

The purpose of this study is to explore the relationship between green human resource management (HRM) practices, including Green recruitment and selection, Green training and development, and Green rewards, and environmental performance in Jordanian health service organization. The research hypotheses are tested by means of a questionnaire survey carried out among health service organizations in Jordan between April and May 2018. Our design choice to focus on a single sector was because of our intention to diminish the confounding effects of non- controllable factors in our research study, such as legislative, culture, and economical contexts. The results show a moderate implementation of Green HRM in Jordanian hospitals, the strongest correlation was with recruitment and selection while the weakest correlation was with training and development. Statistical positive association also was indicated between the three HRM practices and environmental performance.

This paper seeks to investigate the impact of Electronic Human Resource Management (e-HRM) practices on attaining Sustainable Competitive Advantage (SCA) in the context of the Jordanian Industrial Sector (JIS) and identify the mediating role of e-HRM Perceived Usefulness (PU) and e-HRM Perceived Ease of Use (PEOU). Furthermore, it investigates the moderating role of User Satisfaction and e-HRM Continuance Usage Intention. To achieve the paper objectives, a Mediated-Moderation Model was designed. The researchers distributed (750) questionnaires, (615) questionnaires were returned and validated for analysis in HRM and development divisions and based on a Census method with the response rate was about (82%). The ‘Structural Equation Modeling’ (SEM) methodology was used, and for analysis, SPSS and Amos were applied. The results indicated that e-HRM practices had significant influence on SCA. The paper also demonstrated that there was a significant mediate effect of TAM constructs on the relationship between e-HRM practices and SCA. Finally, the findings indicated that the user satisfaction and e-HRM continuance usage intention did not moderate the relationship between e-HRM-PEOU and PU and SCA path.