This study aimed to examine the influence of talent management practices (recruitment and selection, training and development, rewards and compensation) on employee retention and employee performance in Jordanian service organizations. A questionnaire was adopted and distributed among the employees in the service organizations in Jordan; the study’s respondents were 267 employees from service organizations (telecommunication firms, banks, and tourism firms). SmartPLS 3 was used to analyze the data and to examine the measurement and structural models. The findings of the study indicated that rewards and compensation significantly and positively affected employee performance (t = 2.558) and employee retention (t = 5.336). Similarly, recruitment and selection significantly and positively influenced employee performance (t = 2.208) and employee retention (t = 5.822). Training and development also significantly and positively affected employee performance (t = 2.288) and employee retention (t = 2.699). The results suggest that implementing talent management practices (recruitment and selection, training and development, and rewards and compensation) can improve employee retention and performance in Jordanian service organizations.

This study aims to extend the Technology Acceptance Model (TAM) in the context of using Cloud Computing. The hypothesized model is validated empirically using a sample collected from 307 valid responses. It synthesizes the Information System Success model and the TAM, to explain and predict the users' attitudes toward using Cloud Computing. It offers Cloud Computing Acceptance Model (CCAM) to be used for predicting the future implementation and actual usage of innovative business solutions. To examine the reliability and validity of the measurement model, the confirmatory factor analysis was performed whereas multiple regression analysis was conducted to evaluate the associations between the constructs in the proposed model. It concludes with the essentiality of establishing stronger organisational culture and building trust between users and new technology. Moreover, more attention to system and service quality is needed to assist users perceptions toward Cloud Computing usefulness and its ease of use which are crucial to for its success.

This paper advances our knowledge of information systems (IS) by drawing ideas and insights from IT/IS evaluation. The emergence and increasing pressure to invest in new IS architecture and infrastructures has become a high priority issue within organisations, and largely influenced by the need to deliver better value products and service through robust and responsive supply chains. With this in mind, business managers are seeking to use appropriate methods and techniques to appraise and justify the financial contribution of IS at strategic, operational and tactical levels. Thus, comprehensive but understandable methodologies are needed to solve the complicated project justification problems arising from the complexity of new technologies. Notwithstanding, a wide body of literature has emerged that sheds light on various methods for evaluating the cost and benefits of IT/IS investment, ranging from simple to very complex techniques. This paper sets out to provide a review of this literature in order to lend insights into our understanding of the plethora of reported research in the literature that has propagated investment justification and benefits management models and frameworks. We show that the IT/IS evaluation literature contributes significantly to scholarship on the IS.

This study aims to present an in-depth theoretical and practical analysis of HRM practice in light of Islamic values and principles. Besides establishing a theoretical base for the influence of Islam on HRM, it analyses the key characteristics of HRM practices in Islam and investigates the extent to which Islamic values are embedded in that practice. The paper draws on a structured questionnaire distributed to 500 respondents working in four Jordanian universities which sought to elicit the respondents' views. The findings indicate that diffusion of Islamic values into HRM practice varies between the participating organisations and that Islamic values are being practiced explicitly, albeit to a limited extent. Due to insufficient literature addressing the role of spirituality and/or religion in shaping the working of contemporary organisations, this paper assesses the extent of the absorption of religious values into the management of human resources.

The purpose of the present paper is to theoretically review the role of culture on using Information Systems. This study revises, criticises, and extends cultural dimensions developed by main scholars such as Hofstede and Hall. Furthermore, it discusses the two levels of national and organisational culture and their role in shaping the use of Information Systems and its development. It significantly explains various levels of use of IS among different nations and industries located in different cultures. The results demonstrate the important role of national and derived organizational culture as immediate antecedents to and key success factor of using Information Systems. Because this revision outlines major lines of research in the field, it can be useful for both academics and practitioners. Further, it discusses limitations of existing research and suggests a new dimension of culture (Traditionalism-Modernity) which stimulates further research to investigate its validity in characterising diverse nations in terms of their national culture.