Self-service technologies (SSTs) are systems that enable customers to independently access banking services at a time and place of their choosing. Such technologies have been widely incorporated into banking logistical systems to increase the geographical coverage, reduce labor costs and provide customers with a better service, thereby enhancing their satisfaction and loyalty. The fundamental aim of this research is to propose and examine a conceptual model that best explains the key factors influencing Jordanian customers' intentions and usage of SST banking channels: Internet banking, Mobile banking, and Telebanking. The conceptual model proposed was based on the Unified Theory of Acceptance and Use of Technology (UTAUT2). This was extended by adding perceived risk as an external factor. A quantitative approach was selected and data gathered from 348 bank customers was analyzed through Structural equation modelling (SEM) was conducted using AMOS 21. The results show that behavioral intention is significantly influenced by performance expectancy, hedonic motivation, price value and perceived risk; however, social influences do not have a significant influence on behavioral intention. This study makes an important contribution by applying UTAUT2 to examine new technology (SSTs) in a new context (Jordan).

It has been suggested that talent management (TM) has a direct and significant relationship with a number of employee outcomes. This is while the number of studies examining the process of TM leading to these outcomes are limited. Therefore, the main purpose of this study is to present a new model for analyzing processes of TM and its linkage with several employee and organizational outcomes that are organizational commitment and turnover intentions. Additionally, the present paper involves a mediating factor (P-O fit) alongside a moderating variable that is, Organizational Culture. A sample of 510 employees were selected from different banks located in Amman, Jordan. Mediation and moderation models were tested through structural equation modeling (SEM). The findings, being in consensus with previous studies, showed that TM has a linkage with both TI and Organizational Commitment. Mediating effect of P-O fit was shown with both aforementioned variables. In addition, the moderation effect of organizational culture on the relationship between TM and TI was found. The study contributes to the literature of the topic by providing a fit model to explain the linkage of TM and a number of organizational and employee outcomes. Bank managers can benefit by being aware and implying TM practices within their firms to further develop company advancements and attending to their employees based on new HRM trends.

Academia is prone to incivility and interpersonal conflict like any other workplace environment, although incivility in academia is manifested in behaviors such as undermining colleagues’ professional standing, intelligence and authority; reprobating other’s accomplishments; and hiding knowledge from other faculty members. The autonomy, independence, academic freedom, and tenure in academia lead to a working environment (culture) with different “rules of engagement”, governed by the faculty members themselves. This study examines the impact of employee cynicism on faculty’s interpersonal conflict as a source of stress, which leads to undesirable organizational behaviors, namely higher turnover intention and knowledge hiding behavior; furthermore, the role of faculty’s emotional intelligence as a moderator on the relationship between interpersonal conflict among faculty members and turnover intention has been investigated as a second objective of this study. The study uses a quantitative method of research and analysis, by collecting data from 200 faculty members in private higher education institutions. The study’s hypotheses were tested by Smart PLS3 (SEM) to conclude that: 1) interpersonal conflict directly influences turnover intention and knowledge hiding behavior; 2) employee cynicism has no mediating effect in the relationship between interpersonal conflict, and turnover intention or knowledge hiding behavior; 3) Faculty’s emotional intelligence moderates the relationship between interpersonal conflict and turnover intention.

In a diverse and modern organization with high extent of competitiveness within the market, maintaining high performance is of necessity. Talent management practices, when implied and used properly can significantly contribute to an organizations’ degree of overall performance as it has been noted throughout the literature. Employees and individuals seeking professional careers are required to cope with fast-changing environments of their workplaces. The need to constantly improve oneself is a dire one. Current research paper analyzes mediation effect of organizational commitment on the relationship between proactive personality and talent management practices from employee perspective of university academic and administrative staff. Mediation regression analysis (PROCESS) has been used to analyze the gathered data from universities located in North Cyprus, and the accumulated results show a full mediation effect from organizational commitment on the aforementioned relationship. The study contributes to the literature through expansion of proposed model in context of talent management and proactive personality as well as analytical method alongside context of academia. Furthermore, this study provides tangible implications, which can be beneficial for university decision-makers.

Presently, online users usually tend to use the Internet to get some details information and forward their purchasing experience on social media platforms. This activity helps other users create their own purchasing plans simpler. However, there are not many studies on accepting and forwarding e-WOM. This paper examines the effect of EWOM elements containing tie strength, message credibility, and source credibility on acceptance of e-WOM (AEWOM). The study also investigates the effects of other EWOM elements including customers' mood on forwarding e-WOM (FEWOM). Moreover, this study examines the mediator effect of (AE-WOM) between (tie strength, message credibility, and source credibility) and FEWOM together with the moderator effect of gender differences between AEWOM and FEWOM. In the current paper a sample of 381 students is selected at the Jordanian university. The findings show positive relationships among all variables. The research also offers recommendations to marketers in order to improve the value of content which is generated by online users.

The huge growth in economies of Dubai during the past few decades requires a high level of leadership and management. Leaders who act as a mere management representative and are not able to perform in various styles cannot be effective. For a leader to show ineffectiveness means distrust, which lowers the satisfaction of a population in different aspects. Hence leadership and trust are topics that require further examination. This study tries to determine the interaction among servant leadership (SL) and job satisfaction (JS) while utilizing the trust degree in leader (TIL) as a mediator factor between leadership approach and level of satisfaction in job. The research was conducted on 260 employees in four different hotels in Dubai (Jood Plaza, Sadaf Delmon, Ibis International and Address hotel). Correlation analyses have shown a positive and significant relationship between (SI), (JS) and trust. There is a large gap in the literature when it comes to the direct relationship of (SL) and (JS) in general, and this research hopes to fill the gap and enhance the achievement process for managerial level.

This study objectifies the linkage of Socially Responsible Human Resource Management (SRHRM) and turnover intentions of employees and/or staff. This is followed by measuring the mediating effects of perceived discrimination as well as organizational commitment on the afore-mentioned relationship. In this research, a sample of 310 employees were selected from 5 different hotels (5-star) located in Kyrenia, North Cyprus. Comparative studies have shown results that indicates a positive, and direct relationship between the two major variables of this study. The results of this research are in consensus with previous measures conducted upon the matter. According to the findings of this study SRHRM practices can decrease the intention of employees for quitting their jobs. In addition, organizational commitment affects their perception towards the organization, which in turn will lead in a lower level of turnover intentions. Perceived discrimination has been found to have effects on employees’ commitment and performance. The lower the level of discrimination, and the higher level of proper SR-HRM practices and their implementation, the more commitment is engaged from the employees and the less intention towards leaving their job is apparent.