Hamza Khraim

This paper aims to examine the impact of marketing agility on decision-making during crisis management stages in five-star and four-star hotels in Jordan. The study included 71 top management staff members from Jordan’s five- and four-star hotels. A questionnaire was designed and utilized to collect the data on marketing agility and crisis management at four and five-star hotels in Jordan. A total of 213 questionnaires were distributed, and 187 useable responses were returned, which resulted in an 86% response rate. Results show that marketing agility plays a significant role in decision-making during crisis management stages. The analysis revealed that marketing agility affected the five stages of crisis management with mixed levels. The findings show that accessibility, decisiveness, swiftness, and flexibility have an immense impact on crisis management stages, while the alertness dimension result shows a weak impact on crisis management stages except for containment. Hotel managers are recommended to emphasize enhancing coordination and integration internally with different managerial levels and units and with external partners to boost information exchange. In addition, it will help promote learning orientation amongst hotel staff to handle the fast-changing environment.

This study investigates the influence of technological innovative capabilities (TICs) on firm performance (FP) in the IT sector, with strategic agility as a moderator variable. This paper analyzes the TICs at the firm level in the service sector using the functional approach. An online structured questionnaire was adapted and refined to collect the required information on the influence of TICs dimensions on FP in the IT sector to achieve the objectives. The unit of analysis consists of top management staff and heads of departments from IT firms in Amman, Jordan. A sample of 67 IT firms was selected, and 300 questionnaires were distributed. A total number of returned responses was 223, producing a 74% response rate. Structural equation modeling was used to test the hypotheses. The revealed findings show that learning capability, marketing capability, organizational capability, and strategic planning capability had a significant influence on FP, whereas resource allocation capability was not significant. In addition, multiple hierarchical regression was used to test the moderating effect of strategic agility on the relationship between TICs and FP. Revealed results of the overall model to examine the moderating effect show that strategic agility is not significant in moderating the relationship between TICs dimensions and FP.

The study aims to explore the effect of network strategic capabilities (NSCs) with its dimension of artificial intelligence (AI) and blockchain on digital transformation (DT) in Jordanian universities. The paper used the analytical-descriptive approach to analyze and interpret the results. The study population includes Jordanian universities, and the sample consists of top management. Out of 400, 304 questionnaires were completed and returned. The results show that AI (β = 1.219, t = 1.175, p < 0.00) and blockchain (β = –0.773, t = 0.437, p < 0.00) have a significant effect on DT. The first sub-hypothesis results concerning leadership revealed that AI (β = 0.525, t = 0.360, p < 0.03) and blockchain (β = –0.538, t = 0.186, p < 0.04) have a significant effect on leadership. The second sub-hypothesis result concerning strategic planning revealed that AI (β = 4.031, t = 3.050, p < 0.002) and blockchain (β = –5.150, t = 2.334, p < 0.020) have a significant effect on strategic planning. While for third sub-hypothesis concerning infrastructure, the results of AI were β = 0.818, t = 1.011, p < 0.032 and for blockchain β = 0.159, t = 0.121, p < 0.904. This result shows that AI has a significant effect on infrastructure, while blockchain does not have any effect. Therefore, NSCs must be integrated into the business process to enhance and boost DT efficiently and effectively.

Healthcare employees encounter work intimidation that influences their professional life. Emotional intelligence plays a significant role in employees’ success and performance. The organizational culture reflects the employees’ view of the company environment and relationships with others that are critical for attaining job performance. This study aims to investigate the impact of emotional intelligence on job performance in private hospitals and to test whether the organizational culture will moderate this relationship. To achieve this aim, the quantitative research approach is used. The sample consists of the big eight private hospitals in Amman. Using convenience sampling techniques, a structured questionnaire was used to collect data from hospital employees (nurses, physicians, and administrative workers). 700 questionnaires were distributed, and 554 were returned. 37 were incomplete, and 517 were used for further analysis. Descriptive data show that nurses enjoy higher emotional intelligence than physicians and administrative staff. The results of the main hypothesis (β = 0.805, t = 0.22.3, p < 0.00) indicate that emotional intelligence has a statistically significant effect on job performance. The testing of the four dimensions of emotional intelligence revealed a significant effect on job performance. The findings for self-emotional appraisal were β = 0.157, t = 0.14.41, p < 0.00; for others’ emotional appraisal – β = 0.238, t = 0.15.76, p < 0.00; regulation of emotions – β = 0.233, t = 0.16.19, p < 0.00; and for the use of emotions – β = 0.305, t = 0.17.30, p < 0.00.

The objective of this study is to examine whether employees’ reactions to organizational change can affect employees’ turnover intentions at private hospitals in Jordan, as well as a moderating impact of emotional intelligence on this relationship. The analysis is quantitative, using a questionnaire that was distributed online among private hospital employees. A total of 408 respondents completed the questionnaires and were included in the analysis. The results of the first hypothesis testing show that β = 0.960, t = 0.69.4, p < 0.00 and prove that organizational change significantly influences employee turnover intentions. Concerning organizational change dimensions, the results of cognitive reaction were β = 0.656, t = 0.17.5, p < 0.00, for emotional reaction, β = 0.680, t = 0.31.1, p < 0.00, while for behavioral reaction, β = 0.718, t = 0.22.7, p < 0.00. Finally, moderation results show that emotional intelligence has a significant effect, thus moderating the relationship between organizational change and turnover intentions (β = 0.828, t = 0.11.3, p < 0.00).

One of the primary responsibilities of managers is to make informed decisions that promote company progress and enhance performance. Unfortunately, not all managers adhere to appropriate decision-making standards. Some managers may resort to subjective criteria instead of relying on objective performance metrics. The purpose of this study is to investigate employees’ perceptions of cronyism and how organizational cronyism influences decision-making in pharmaceutical manufacturing companies in Jordan. A quantitative approach was employed, using a structured questionnaire to gather employee responses. The questionnaires were collected from employees of the top five pharmaceutical companies, which are considered the most dynamic and competitive in the Jordanian market. A total of 452 usable questionnaires were included in the analysis. The results indicate that all three dimensions of organizational cronyism, including paternal cronyism (β = 0.295, t = 5.382, p > 0.000), in-group bias (β = 0.277, t = 3.514, p > 0.000), and reciprocal exchange of favor (β = 0.321, t = 3.866, p > 0.000), have a significant impact on decision-making. Regarding the moderating impact of ethical organizational culture, the results reveal a weak impact on the relationship between the dimensions of organizational cronyism and organizational culture. Unprejudiced decision-making can be a crucial factor in fostering an ethical culture and reducing organizational cronyism.

Consumers’ post-purchase dissonance usually instigates after the purchase decisions are considered extremely important for marketers, resulting in severe consequences on consumer satisfaction and switching behavior. The current study aims to investigate the potential effect of consumer knowledge of electric vehicles (EVs), perceived risk, functional characteristics of EVs, attitude towards EVs on consumer post-purchase dissonance. The paper uses a quantitative approach by designing and distributing an online questionnaire to respondents. A total of 268 respondents participated and filled the online questionnaire. The data analysis revealed that functional characteristics emerge to be the leading factor per the consumer’s response, followed by perceived risk. The hypotheses testing results showed that functional characteristics, knowledge, and attitude have a statistically significant effect on post-purchase dissonance while concerning the perceived risk of EV. The results show that it has no statistically significant influence on post-purchase dissonance. Based on the results, it is critical to enhance consumer knowledge about the functional characteristics of electric vehicles to create a positive attitude that contributes to reducing post-purchase dissonance.