This study investigates the relationship between Human Resource Management Practices (HRMP) and Financial Performance in the Jordanian Banking Sector, with a particular focus on the moderating effect of Organizational Culture. Employing a quantitative research approach, data was collected through surveys distributed among 353 employees in the Jordanian Banking Sector using a structured questionnaire. Random sampling was adopted as the sampling method. The findings from a partial least square structural path analysis reveal significant positive relationships between HRM practices (Employees Training, Incentives, Recruitment, Decentralization, and Job Security) and Financial Performance. Notably, Decentralization emerges as the strongest positive influencer, while Job Security exhibits a negative association with Financial Performance. Furthermore, the results from moderation analysis indicate significant interaction effects between Organizational Culture and various factors on Financial Performance in particular, the relationship with Employees Training, Incentives and Decentralization is positive toward Financial Performance that concludes a significant organizational culture increases HRM practices effects on financial results. On the other hand, allocation of job security dampens Financial Performance that suggests instead a healthy firm culture may neutralize over and above what is gained from guaranteeing employee job. On the other hand, in nonreciprocal interactions such as Organizational Culture and Recruitment does not substantially influence Firm’s financial performance; this implies that culturally organizational may play an insignificant moderating role between recruitment practices than to firm outcomes. These research findings further elaborate the intricate relation in between HRM practices, Organizational Culture and Financial Performance through Jordanian Banking Sector. This study is vital and important to both researchers for the argument that this paper has advanced above all, as well as managers in practice who should do their best at creating such a positive organizational culture which will enable HRM practices becoming more effective., thereby leading to better financial performance of banking organizations.

The world of the Internet of Things (IoT), even though it is continuously morphing as a fresh paradigm at the intersection of technology and education, is still struggling with several difficulties that prevent its absorption into the e-learning platforms of higher education institutions (HEIs). The breadth of Internet of Things implementation in developing countries, particularly Jordan, Malaysia, Iran, Saudi Arabia, Iraq, and Bangladesh, remains behind, even though industrialized nations have made significant advancements in their utilization of IoT, with the United Kingdom, the United States of America, China, and Japan acting as prominent examples. In the realm of research that focuses on the progression of the IOT integration into the e-learning systems of economically challenged countries, there is a substantial disparity. In particular, the focus of this research is on Jordan to shed light on the primary variables that are either facilitating or hindering the adoption of the IoT within the e-learning sector of Jordan's HEIs. A comprehensive analysis of previous research has been undertaken as a first stage in this investigation. The goal of this analysis is to identify important factors that are involved in the process of IOT adoption. Following that, we used an inferential technique, collecting data from 306 respondents who were enrolled in Jordanian higher education institutions. During our investigation, we discovered that the rate of the IOT integration was significantly influenced by factors such as accessibility, usability, technical assistance, and individual capabilities. In addition, our findings suggest that factors such as attitude, behavior, financial preparedness, dependability, and training have a substantial impact on the adoption of the IOT. On the other hand, the study seemed to indicate that characteristics such as class capacity, awareness, system resources, and course design had a minor influence on the adoption rates inside HEIs. In conclusion, this study provides tangible suggestions to strengthen the integration of the IoT inside Jordanian HEIs. These recommendations provide significant insights that can be used by policy architects, government entities, and higher education institutions to overcome the challenges that relate to the deployment of IoT in the higher learning sector.