Mediating effects of Job Satisfaction and Organizational Commitment between Human Resource Practices and Employee Performance in the Jordanian Telecom industry

Abstract

This study examines the developed model using empirical evidence regarding job satisfaction and organizational commitment as mediators and influential variables in relation to human resource practices and employee performance. A sample of 352 employees from major telecom companies (Zain, Orange, and Umniah) was analyzed using contemporary variance-based structural equation modeling (PLS-SEM) software. The developed model fits well with the empirical evidence. Job satisfaction and organizational commitment were identified as mediators between human resource practices and employee performance, with human resource practices influencing employee performance through these two factors. The findings of this study expand our knowledge of this field and are useful for effective human resource management and employee performance. The developed model explains human resource practices, job satisfaction, organizational commitment, and employee performance. Job satisfaction and organizational commitment are useful mediators in explaining and expanding knowledge in human resource management and employee performance. It can be said that telecom companies need to pay more attention to human resource practices that positively impact employees' performance, leading to increased job satisfaction and, ultimately, improved customer service quality.