Human resource management is essential to the success of the organization based on the concept that an organization achieves a competitive edge by effectively and efficiently utilizing its people. However, HR professionals require organizational support to increase employee commitment and passion for their work. In this study, the goal of the study is to explore the moderating impact of government support in the relation between electronic human management (E-HRM), digital orientation, and performance of medium enterprises. To examine the relationships, the researcher collected data from 309 managers from Amman's medium-sized businesses via a survey questionnaire. Partial least squares-structural equation modelling (PLS-SEM) is used in statistical analysis to evaluate the data as well as test hypotheses. The data showed that E-HRM and digital orientation have a good and substantial impact on ME performance. Furthermore, government support has a positive and significantly moderating effect between digital orientation and ME performance. On the other hand, government support has insignificant moderating influence on E-HRM and ME performance. This research extends to the literature on digital services and electronic human resource management practices in the sector of local medium enterprises. This research also discusses the implications and the future directions. One of these is that the study framework gives guidelines to HR practitioners on what competences they should focus on to improve in digital and electronic human resource management. According to the results of this research, HR professionals in medium-sized businesses should be involved in digital services, strategy planning and implementation in their organizations.

This paper intends to inspect the potential organizational culture moderating influence on the relation between trainer and social support and training effectiveness. The research model was established based on the theory of social cognitive (SCT), which involves training and organizational antecedents. We distributed 382 questionnaires, the returned questionnaires were on-ly 155, and only 128 ones were valid. The hypotheses were assessed by SPSS version 23.0. The study examines training effectiveness and its determining factors. The results disclose that trainer, social support and organizational culture were associated with the nature of positive and significant type with training effectiveness. The findings represent that organizational culture had a partial significant and positive moderating effect on training effectiveness. This paper proposes to identify training effectiveness and its determining factors in the Bahraini public sector generally and local employees specifically. This is because there are limited similar studies in the perspective of Bahrain; therefore, the existing study presents abstract and practical implications for additional consideration for practitioners and administrators.