The Impact Of Global Human Resource Management Practices on Adaptive Performance Mediated by Person-Environment Fit :the Moderating Role of An Agile Workforce

An analytical survey study of the opinions of a sample of workers in some cement factories in Muthanna Governorate 

A Dissertation Submitted to the Council of College of Administration and

Economics, Karbala University as A Partial Fulfillment of The Requirements for

The Philosophy Doctoral Degree in Business Administration Sciences

Written By       

Mohsen Abdul Amir Attia Al-Taie

Supervised by

Prof. Dr                    Prof. Dr

Hussein Hurajah Al Hasnawia Faisal Alwan Al-Taie

Abstract

  The study aims primarily to determine the impact of global human resource management practices on adaptive performance through the mediation of person-environment fit and the moderating role of the agile workforce, at the level of cement factories (Saman, Al-Douh, Najmat Al-Samawah) in Al-Muthanna Governorate, based on a main problem that was translated into several questions that included in their content a set of correlational, influential and interactive relationships between the variables in the field. To support this relationship intellectually, the study relied on measuring the variable of global human resource management practices, which included five sub-dimensions (job analysis, selection and recruitment, training and development, compensation and benefits, and performance management). To measure the adaptive performance variable, five sub-dimensions were relied upon (creativity, response to emergency or unexpected circumstances, ability to adapt to others, management of work pressure, training and learning effort). To measure the person-environment fit variable, four sub-dimensions were relied upon (person-organization fit, person-job fit, person-group fit, person-supervisor fit). While the study aimed to measure the variable of the agile workforce based on three sub-dimensions (proactivity, adaptability, flexibility). The descriptive analytical approach was adopted in presenting and interpreting information, and the questionnaire was used as a main tool in collecting data and information about the study sample, which was represented by a group of workers of different nationalities (China, Turkey, Pakistan, France, Libya) in cement factories (Saman, Al-Douh, Najmat Al-Samawah) in Al-Muthanna Governorate, with a size of (316) workers. For the purposes of analysis and statistical processing, the study relied on several methods, including confirmatory factor analysis and a set of descriptive statistical measures. Pearson Correlations, Structural Equation Modeling to measure influence relationships, Path Analysis, and Moderaton Analysis. Several conclusions were reached, the most important of which was that the influential relationship between global human resource management practices and adaptive performance changes according to the change in the level of the agile workforce, because the latter has an interactive (modifying) role that enhances the positive influential relationship between global human resource management practices on adaptive performance, mediated by the person-environment fit. The study resulted in a set of recommendations, the most important of which is investing in developing the skills of the global workforce by supporting training and development programs that enhance individuals’ abilities to deal with diverse and changing work environments, and the necessity of continuously reviewing and evaluating adaptive performance by measuring the effectiveness of the organization’s responses to change.