Mufleh AL Jarrah

This study aims to identify the primary aspects contributing to the project’s successful implementation by considering project risk management as a mediating component. The paper uses the survey methodology to examine the impact of project management processes (project start-up, planning, execution, monitoring and control, and closing the project) on successful project implementation by the arts of project risk management as a mediating variable. The study population consists of project managers employed by the Jordan Engineers Association, Jordan Construction Contractors Association, and King Abdullah Design and Development Bureau in Jordan, with a sample size of 96 project managers. A questionnaire was divided into three categories. The primary data were analyzed using the Partial Least Squares (3.3.3) software. The result shows that the arts of project risk management mediate the impact of project start-up, planning, execution, monitoring and control, closing, and management processes on successful project implementation. The findings recommend that integrated project management processes with project risk management could enhance the chances of successful project implementation for Jordanian project managers.

This study investigates the mediating and moderating roles of data analytics and business intelligence in the relationship between e-HRM practices and job satisfaction in Jordanian SMEs. The data were obtained from a survey of 368 employees through questionnaires; the data were analyzed via SPSS and PROCESS Macro v3.5. The results show that e-HRM practices, such as e-recruiting, e-training, e-compensation, and e-performance, have a high and significant positive impact on job satisfaction (R² = 0.93, F = 1221.14, β = 0.613, p = 0.01). More precisely, concerning the dimensions of e-HRM, both e-training (β = 0.356, p < 0.001) and e-performance (β = 0.072, p = 0.02) were positively related to job satisfaction, while e-compensation had no statistical effect. Data analytics mediated this relationship positively by increasing its impact by 0.33 and contributing to an R² of 0.875 (p < 0.01). Furthermore, data analytics had a direct influence on job satisfaction (R² = 0.48, F = 333.93, β = 0.691, p < 0.001). Business intelligence moderated e-HRM-job satisfaction relationships through the amplification of its effect by 0.40 and had an indirect R² of 0.875 (p < 0.01). These results have presented the critical roles that data analytics and business intelligence play in the optimization of HR practices and employee satisfaction. The study has shown the need for Jordanian SMEs to adopt these technologies to enhance their HR capabilities and workforce engagement.