Orientation: Interest in understanding the factors that drive employee performance has increased. However, existing research on the effects of leadership styles and employee engagement lacks conclusive results. Research purpose: This study seeks to provide a holistic perspective of employee performance and examine the relationships between the types of leadership, employee engagement and employee performance. Motivation for the study: Despite the critical role of leadership and engagement in enhancing performance, existing literature remains fragmented. A more holistic synthesis is necessary to clarify how these factors interact. Research approach/design and method: This research conducted a systematic review and bibliometric analysis of 52 published articles sourced from Scopus and Web of Science. The study looked at the evolution of ideas and issues around leadership styles, employee engagement and performance, their challenges and drivers. Main findings: Research on performance, employee engagement and leadership has increased dramatically in the last 10 years. The findings of this study demonstrate that engaged management methods and strategic leadership philosophies such as transformational and servant leadership improve employee performance. Furthermore, new developments in cross-cultural dynamics, technological integration and sustainable leadership techniques highlight how organisational success is changing. Practical/managerial implications: This study emphasises how crucial it is to develop leadership styles that complement organisational strategy and culture. Although the characteristics of leaders frequently determine their leadership styles, organisations may influence these via focussed training. In a similar vein, improving organisational success requires fostering optimal employee engagement. Contribution/value-add: To the best of our knowledge, this study is the first bibliometric analysis focussing on the relationships between the three concepts, that is leadership sub-styles, employee engagement and employee performance, thus adding a new insight into organisational and management studies.

The hotel industry is critical in developing the economy. Moreover, it is the largest and most rapidly growing industry in Jordan. Employee satisfaction is a crucial element for the success of any organization, particularly in the hotel industry. Therefore, this study aims to examine the influence of human resource management (HRM) practices since these constructs could influence different outcomes at the workplace, such as employee satisfaction, service quality, and employee service behavior in the hotel industry. The study has undertaken five primary HRM practices – recruitment, capability, compensation, performance appraisal, and training and development (T&D) – to measure their impact on employee satisfaction, service quality, and employee service behavior. Data were collected from 290 employees and 290 customers of Jordan’s hotels across all categories in the four main tourist attractions: Amman, Petra, Aqaba, and the Dead Sea. A quantitative approach was employed using various statistical tools such as mean, tabulation of data, correlation, and ANOVA by SPSS software. The results indicated that HRM practices positively affect service quality, employee service behavior, and employee satisfaction. It was also found that when employees in Jordan’s hotel industry demonstrate excellent service behavior, the customer perceptions of service quality increase. Finally, effective human resource management strategy systematically organizes all individual human resource management measures to directly influence employee satisfaction, service behavior, and service quality in a way that leads hotels to achieve organizational success.

Purpose: The primary objective of this research is to examine the effects of digital transformation capability (DTC) on employee turnover intention (ETI) in Jordanian universities. Based on the social cognitive theory (SCT). The study also investigates the mediated moderation role of knowledge management capability (KMC) and digital leadership (DL) in the relationship between DTC and ETI. Design/methodology/approach: A survey questionnaire was used to obtain data from 384 faculty members at Jordanian universities in Jordan, and the SmartPLS4 and SPSS software were used to test the hypotheses. Findings: The results reveal that DTC significantly mitigates ETI through providing a favourable environment for knowledge sharing and innovation. Using DL as a moderator, the results show that the relationship between DTC and ETI becomes stronger in the presence of high DL. Originality/value: This research uniquely integrates SCT to explore the combined impact of DTC, KMC and DL on faculty turnover intentions at Jordanian universities. It offers novel viewpoints on retaining academic staff by implementing smart digital attempts.

This paper studies the use of mobile banking in Jordan and the factors affecting its adoption through the Technology Acceptance Model (TAM). It examines user behavior across new banking technologies and resistance to adoption, focusing on factors such as perceived ease of use, usefulness, cost, social influence, and trust. The study employed convenience sampling because of privacy restrictions and the lack of a reliable customer database. 498 individuals completed a structured questionnaire, and 437 of them provided valid answers (87.8%). Using a 5-point Likert scale, the questionnaire evaluated demographic information and opinions about the adoption of mobile banking. The responses were analyzed using SmartPLS software. The results reveal that perceived usefulness is a key predictor of the willingness of the Jordanian population to adopt mobile banking. Perceived risk also positively impacts mobile banking usage, while perceived ease of use presents a moderate but significant barrier to adoption. Perceived ease of use also has a significant influence on perceived usefulness, which mediates its effect on adoption. While social influence plays an important role in adopting mobile banking services, trust does not directly affect the intention to use these services.

The study intends to determine how leadership techniques adjusted to the trends impact employee job satisfaction, considering the mediating influence of perceived organizational politics in light of the expanding influence of digital technology and virtual work settings. The study included a solid sample of 300 workers from different parts of Jordan. The employees filled out the questionnaire anonymously. 5-point rating Likert scales were used to capture a range of viewpoints. Using the Partial Least Squares software, this study applies Structural Equation Modelling analysis to examine the relationships between job satisfaction, perceived organizational politics, and leadership styles in Jordanian insurance companies. The study focuses on all employees of insurance companies in Jordan, including people working at various administrative levels. The most common length of job tenure was between one and five years (38.67%). Initial results show a strong beneficial relationship between transformational leadership philosophies and contentment at work (β = 0. 378, t = 6.266, LL = 0.483, UL = 0.718, p < 0.001). Similarly, transformational leadership had the highest standardized effect on perceived organizational politics with a coefficient of 0.443. Furthermore, the complex processes by which leadership philosophies tangentially affect job satisfaction levels are revealed by the role of mediation of perceived organizational politics.