Bassam Aldiabat

Jordanian telecommunications companies deal with many turbulent conditions characterized by a high degree of complexity, intense competition, and changes in customer needs. Therefore, they had to pay attention to achieving organizational excellence and making changes that could enhance their capabilities.
This study aims to reveal the role of organizational agility for Jordanian telecommunications companies in enhancing their organizational excellence by determining the impact of organizational agility. The paper chose some dimensions (organizational sensitivity, collective commitment, and resource development) to analyze how to achieve organizational excellence by applying the mediating role of strategic intelligence to the relationship between independent and dependent variables.
The study used the descriptive analytical approach. Three hundred questionnaires were distributed to collect data; two hundred and seventy-seven were retrieved and deemed valid. SPSS and AMOS 23 were used for data analysis and hypotheses testing. According to managers in Jordanian telecommunications companies, the results showed a positive and significant correlation between organizational agility and organizational excellence. The path coefficient is 0.63, which is significant at the level of 0.01, and R2 = 0.41, which means that 41% of the variance of competitive advantage can be explained by the variance in organizational agility. In addition, it was concluded that there is a significant, direct effect between strategic intelligence and organizational excellence and an indirect effect of strategic intelligence on the relationship between organizational agility and organizational excellence.

A human resources administration must be flexible to provide the human element with capacity to respond to crises. The current study seeks to test the effect of human resources flexibility on crisis management and the impact of skill flexibility, behavioral flexibility, and human resource practices flexibility on crisis management. The research sample consists of 445 managers working at Al-Hassan Industrial Estate in Jordan. A questionnaire was developed to measure human resources flexibility and organizational crisis management. SPSS was employed to analyze the collected data and test the hypotheses; multiple and simple regression were used for testing the hypotheses.
The study results revealed that the mean of human resource flexibility is moderate in industrial organizations (2.86). Moreover, the mean of crisis management is moderate (3.36). The findings also showed that human resources flexibility has a statistical effect on crisis management at a level of 0.05. Besides, the correlation coefficient was 0.66 and R2 was 0.441. Hypotheses testing demonstrated that skill flexibility has the largest impact on crisis management; the Beta value was 0.409. Behavior flexibility has a statistical impact on crisis management. Whereas human practices flexibility does not have a statistical impact on crisis management due to the value of Sig = 0.102.