The current study aims to determine the factors influencing the intention to employ digital libraries among postgraduate students in Jordanian universities. The data were gathered through questionnaires in the format of Google Forms. The questionnaires were distributed to postgraduate students enrolled in Jordanian universities with digital libraries, who were recruited via purposive sampling. A total of 261 responses were received, with 67 deemed unsuitable for the study analysis and subsequently excluded. Resultantly, 194 valid questionnaires were finalized for data analysis. The SMART-partial least squares (PLS) software was utilized to conduct structural equation modelling (SEM) to test the study hypotheses. This study discovered that the variables, namely performance expectancy, effort, and facilitating conditions expectancy, were significantly and positively associated with the outcome variable, which is the intention to employ digital libraries. Meanwhile, social influence was revealed to be insignificant. Performance expectancy also significantly mediated the correlations between technological readiness and the intention to utilize and between online self-efficacy and the intention to utilize. The present study focused only on potential users among postgraduate students at Jordanian universities with digital libraries. The findings contributed valuable insights into the academic sector, especially library management to enhance the rate of digital library or e-library adoption at Jordanian universities. Digital library managers and policymakers could leverage the findings to design pertinent strategies that increase user engagement within digital library environments. The UTAUT model was demonstrated to be capable of predicting users’ intentions of employing digital libraries and corroborated the mediation role of performance expectancy on the associations between technological readiness and the intention to utilize and between online self-efficacy and the intention to use.

Enhancing employee loyalty to the company is essential to maximize corporate ability and achieve respective goals, as employees are the most valuable resource. Hence, managing human resources in organizations is key to achieving contemporary business success. The current study aims to assess the impact of human resource management practices (HRM) on organizational performance with employee engagement as a potential mediator. This study was conducted on Jordanian tourism projects. A total of 300 questionnaires were distributed with 237 returned. The data were analyzed through the partial least squares (PLS) software. Resultantly, performance appraisal and employee engagement significantly and positively impacted organizational performance. Recruitment and selection, training and development, compensation, and performance appraisal also significantly and positively impacted employee engagement. Employee engagement significantly mediated the impact of performance appraisal on recruitment, selection, and compensation with organizational performance.

This study aimed to identify the factors influencing on electronic banking services provided by Jordanian banks. Perceived usefulness, ease of use, trust, privacy and security and convenience are the factors investigated in this study. A sample of 300 clients working at King Abdullah University Hospital staff who were active bank accounts in different local banks in Jordan was selected, randomly. To collect the primary data, the study used a questionnaire design based on a 5-point scale. Results of the study found that perceived usefulness, ease of use, trust and privacy directly and positively influenced on e-banking usage. Convenience was found to have no effect on e-banking services. The study recommends that an understanding the factors affecting e-banking is very essential for the practitioners who seek new ways of banking services in the current competitive environment.

An increased sense of job performance and better job satisfaction can be achieved by receiving social support. In order to fulfil this purpose, this study aimed to determine the relationship between social support on the one hand and job performance and job satisfaction on the other hand for the Jordanian insurance industry employees. Survey data were gathered from 269 employees from the Jordanian insurance industry. The PLS 3.0 software was used to process data using the structural equation modelling method. The study’s findings revealed that all social support factors were positively and significantly related to job performance and job satisfaction, including manager support, peer support, friends support, and others’ support. Hence, job performance and job satisfaction in the Jordanian insurance industry can be predicted by studying the existence of social support. The study’s findings concluded that the higher the social support, the higher the job performance and job satisfaction.

The frequently discussed topic of job satisfaction is not new in the field of organizational behavior research. Job satisfaction is related to customer satisfaction; however, there is a scarcity of empirical evidence regarding this link. The current piece of research examines the said relationship in the context of the online call center. In addition, this study investigates the effect of human resources (HR) practices on job satisfaction within the online call center context. The sample of the study consists of 275 employees who were working as an online call center. SMARTPLS 3 was used to analyze the data. The findings of the study indicated a positive relationship between HR practices with job satisfaction. Furthermore, a positive impact of job satisfaction on customer satisfaction is observed. The mediation of customer interaction quality is also found to be significant in the relationship between job satisfaction and customer satisfaction.