Mahfuz Judeh

Organizations are increasingly being responsible for providing good and healthy work environment that can help in supporting employees performing their duties. Supportive work environment can increase the degree of employee engagement, which in turn, makes them more attached to their roles. The purpose of the current study is two-folded: to investigate the effect of work environment on engagement, and to test ethical decision making as a mediator between environment and engagement. Data were collected from a sample of 237 employees from transportation corporations listed on the Amman Stock Exchange (2019) in Jordan. Structural equation modeling was utilized to test the model. Results proposed that engagement was significantly related to work environment and ethical decision-making. Work environment has a greater effect on employee engagement than on ethical decision-making. Moreover, the effect of ethical decision-making on employee engagement was greater than the effect of work engagement on ethical decision-making. Furthermore, the study yielded support for the claim that ethical decision-making played a significant role in the relationship between work environment and employee engagement. Therefore, employees having good working conditions and making ethical decisions tend to get higher levels of employee engagement.

The purpose of the current study is to identify the antecedents of psychological ownership and organizational commitment since these constructs could influence different behavioral outcomes at the workplace, such as task performance, creativity, and organizational citizenship behavior. Through practicing resonant leadership, highly empowered employees are expected to have a deeper feeling of psychological ownership and more sense of commitment to an organization.
In this study, the direct relationships of resonant leadership on psychological ownership and organizational commitment via employee empowerment were investigated. Data were collected from 232 employees working at healthcare corporations listed on the Amman Stock Exchange in Jordan. Structural equation modeling was utilized to analyze the data. Results proposed that psychological ownership and organizational commitment were related to resonant leadership. Moreover, employee empowerment played a significant role, as a mediator between resonant leadership and psychological ownership and between resonant leadership and organizational commitment. Therefore, employees working with resonant leaders and having effective empowerment are expected to get higher levels of psychological ownership and tend to be highly committed to their organizations.

Product/service extension is crucial for product/service development strategies; therefore, the study aims to investigate the impact of brand extension on consumers’ purchase intentions. Data were collected by questionnaire from 221 clients of Jordanian banks. SPSS 25 supported with AMOS has been used for structural equation modeling (SEM) to test the relationship and hypothesis. The study revealed that the eight brand extension sub-variables (companion product extension, brand prestige extension, brand distinction extension, component brand extension, leveraging a lifestyle, product form extension, company expertise extension, and customer franchise extension) are co-related. In general, the brand extension affects the consumers’ purchase intention, whereas companion product extension, brand prestige extension, brand distinction extension, component brand extension, and leveraging a lifestyle extension significantly affect consumer’s purchase intention. On the contrary, product form extension, company expertise extension, and customer franchise extension do not significantly affect consumers’ purchase decisions. In conclusion, a larger number of customers in future research as well as a similar research in different countries and a specific brand case study are recommended.

Economic sustainability allows hotel customers and other stakeholders to profit from hospitality services. Hotels can improve their marketing success by leveraging technologies and innovation strategy initiatives to suit guests’ ever-changing needs. Thus, this paper investigated the effect of service quality on marketing performance among hotels in Jordan. In addition, it analyzed the moderating role of operational innovation and external environment on the relationship between service quality and marketing performance among Jordanian hotels. This study was quantitative and used the pretested questionnaire by interviewing general managers. The valid questionnaires were distributed stratified randomly to general hotel managers. The analyzed data were from 162 completed questionnaires, employing partial least squares analysis software. The results demonstrate a positive relationship between service quality and marketing performance. Moreover, this relationship was moderated by operational innovation and external environment. Clearly, the managers in Jordanian hotels might find and draw business strategies by linking the marketing performance with the service quality specifically (SERVQUAL) and employing management and technologies strategies through its operational innovation and external environment.

In light of a turbulent work environment, employee performance is considered a critical issue for organizations. Hence, management must set effective strategies and policies to stimulate and enhance employee performance. This study aims to analyze the importance of organizational citizenship behavior (OCB) since it could affect individual and organizational outcomes in the context of the insurance sector in Jordan. Through keeping employees delighted and maintaining teams’ solidarity and cohesion, employees are expected to display more OCBs. Data were collected from 240 employees working in the insurance sector in Jordan. The paper aims to better understand the job delight and OCB constructs and their effect on teamwork cohesion.
The results of structural equation modeling showed that OCB was significantly related to job delight and teamwork cohesion. Moreover, teamwork cohesion was found to be significantly related to job delight. In addition, the results demonstrated that teamwork cohesion was a partially significant mediator between job delight and OCB. As such, a high level of employee delight combined with cohesive team members was proposed to encourage employees to display organizational citizenship behaviors.