The human resources mobile information system (HRMoIS) provides users with direct access to information via mobile devices, enhancing efficiency, productivity, and the user experience. It includes mobile applications, websites, SMS services, and other communication mediums. This system enhances information mobility, facilitates operational processes, and supports decision-making in the ever-evolving technological landscape, ultimately improving users’ efficiency and productivity. Al-Anbar Province is undergoing significant urban and economic development. Still, more research is needed on the impact of HRMoIS on employee performance in Anbar to enhance their skills. This study aims to provide insights for top management and decision-makers on implementing similar methods to enhance employee performance. The study employs a questionnaire to survey managers and regular employees in 20 small organizations in Al Anbar, Iraq. The data is analyzed using percentages, frequencies, Pearson correlation, and Cronbach’s alpha coefficient. This allows for a comprehensive examination of all the essential aspects of human resource dynamics. The questionnaire upholds integrity and precision by aligning with roles and responsibilities. The study found that organizations implementing HRMoIS had higher mean values despite barriers such as organizational resistance, limited resources, and inadequate training. The results underscore the importance of organizations addressing these issues and enhancing their HRMoIS adoption. The study investigates the impact of HRMoIS on HR performance in small organizations in Iraq. The results show a positive correlation between mobile information systems and HR management efficiency. The study recommends implementing mobile information systems in small organizations in Al Anbar to enhance their performance. It emphasizes the need for providing necessary hardware and software, hiring experienced consultants, ensuring employee training and development, supplying HRMoIS with relevant data, and appointing experienced employees to keep up with technological advancements.

Generation Z faces diverse challenges in education amidst the swift evolution of technology. This study investigates the factors shaping Generation Z's acceptance and adoption of AI and Cloud-based applications in Oman's higher education sector. Despite limited attention to this area in Oman and the Gulf Cooperative Council countries (GCC), this research addresses the gap by employing the Unified Theory of Acceptance and Use of Technology (UTAUT) framework, recognized for its effectiveness in understanding technology adoption. Through a quantitative approach, Generation Z students in Omani higher education institutions were surveyed, and SmartPLS was utilized for analysis. Results indicate a significant positive relationship between all UTAUT antecedent factors, with Performance Expectancy being non-significant. This study offers novel insights into global understandings of Generation Z's learning trends with AI and Cloud-based applications in higher education, aiming to enhance pedagogical approaches. Notably, it pioneers such efforts within the GCC context. Recommendations for similar research in other GCC countries are provided to enrich regional perspectives. Limitations and future directions are addressed, emphasizing the importance of comprehending Generation Z's interaction with technology to advance educational practices in the digital age. Doi: 10.28991/ESJ-2024-08-03-02 Full Text: PDF

COVID-19 has changed the way we live, communicate and work, as well as altering our feelings. The higher education sector, alongside other sectors, has been severely affected by the pandemic and its serious repercussions. Academic and teaching staff have had to work from home and convert to online teaching, a change which has been met with both negative and positive feelings. The need for new competencies and upskilling, among other challenges, has been encountered. Therefore, the objectives of this study are aligned with exploring the impact of three constructs—self-efficacy, positive feelings and negative feelings—on the performance of academic and teaching staff at public and private universities in Bahrain during the COVID-19 lockdown. Additionally, the impact of self-efficacy on these feelings was explored. A cross-sectional quantitative survey instrument was developed, validated and distributed using 83 valid responses. A two-way approach was followed to evaluate the model using the partial least squares (PLS-SEM) and multi-layer perceptron-artificial neural network (MLP-ANN) techniques. Tests support the validity, reliability and consistency of the measurement scale, as well as the validity of the postulated model. The results revealed a statistically significant relationship between the three constructs and performance. Interestingly, attention is drawn to the impact of self-efficacy on increasing positive feelings and task performance. The impact of self-efficacy on reducing negative feelings is also evident. Analyses of PLS-SEM augmented by MLP-ANN enhanced our understanding of the relationships and gave more support to the use of dual approach analyses in future research. This research adds to COVID-19 global research and the findings increase the knowledge within the literature. The implications of the study’s outcomes should be given attention from higher education authorities and management to raise staff morale and offer training to help sustain performance and mental wellbeing. Lasty, limitations and future directions are discussed.

AI-based performance management in HR offers significant benefits by providing continuous, data-driven evaluations and reducing human bias. However, this shift raises concerns about privacy, fairness, and transparency, highlighting the need for a robust ethical framework. This study conducts a thorough literature review to analyze the ethical challenges of AI-based performance management systems and identify bias mitigation strategies in HR. The results emphasize the importance of a proactive approach and continuous evaluation to reduce bias and ensure fairness and transparency. By addressing these ethical challenges, organizations can create a more objective and effective performance management process that drives success.

This study aims to comprehensively explore the intricate dynamics among positive and negative emotions, self-efficacy, and task performance within the unique context of the Covid-19 pandemic in Bahrain, specifically placing emphasis on potential gender-related distinctions within the proposed relationships. The ongoing pandemic accentuates the need to investigate the interplay between emotional states, self-efficacy beliefs, and task performance in academic and teaching domains, especially considering potential gender variations within the framework of a society promoting gender equality. Employing a quantitative survey instrument and rigorous statistical techniques, the study validates its proposed model through indicators such as the coefficient of determination (R²) and predictive relevance (Q²). The diverse sample comprises academic and teaching staff of both genders from Bahrain. Advanced statistical methodologies, including Measurement Invariance (MICOM) and Multigroup Analysis (MGA) facilitated by SmartPLS PLS-SEM, provide deeper insights into gender disparities. Significantly contributing to existing knowledge, this paper elucidates the complex relationships among emotions, self-efficacy, and task performance amid a crisis, with a distinctive focus on meticulously investigating gender differences. The study underscores the consistent positive impact of positive emotions on task performance across genders in Bahrain. Recommendations advocate for prioritizing support for academic and teaching staff during crises, emphasizing the positive impact on academic outcomes. Future research should explore demographic intricacies and potential mediating or moderating factors, deepening the comprehension of these complex dynamics. Highlighting the cascading impact of prioritizing the well-being and morale of academic and teaching staff, the study envisions a positive transformation resonating across various facets of society, extending beyond the confines of academia. Doi: 10.28991/ESJ-2024-SIED1-09 Full Text: PDF