Ahmad Albloush

Integrating environmental objectives into an organization’s mission and strategies improves the organization’s image as a socially responsible organization and helps it take a leading position of advantage. Due to the increasing pressures towards sustainability and environmental policies, organizations are making efforts in this direction. This study is aimed at identifying the impact of green organizational identity (GOI) on green innovation (GI). Data were collected from 168 employees working in food and beverage industry companies listed on the Amman Stock Exchange. SPSS was employed to analyze the data and test the hypothesis. The study finds a significant positive effect of GOI on GI product and GI process. The study recommends that companies show interest in GOI for their role in raising GI levels. Due to cultural differences between countries that limit the generalizability of the study results, it is recommended to conduct another study in Western culture to determine their applicability.

The absence of intelligence leadership may lead to a failure to motivate employees within universities, which leads to adverse effects on organizational excellence, primarily if the prevailing organizational culture does not support the processes of development and success. Thus, organizational culture is expected to play an essential role in enhancing the leadership’s ability to use its intelligence to achieve organizational excellence. Accordingly, the study aims to identify the mediating role of organizational culture in the impact of leadership intelligence on achieving organizational excellence in Jordanian universities. Qualitative data were collected and quantitatively analyzed. A questionnaire was designed using a leadership intelligence scale and distributed to a sample of 371 faculty members in 33 Jordanian universities. The sample size was chosen according to the statistical tables, and this sample is considered statistically acceptable. The data were processed using structural equations using SPSS and AMOS software. The study concluded that there is an effect of intelligence leadership on organizational excellence. It was also found that organizational culture mediates the relationship between intelligence leadership and organizational excellence. Therefore, the study recommends that the decision makers in Jordanian universities strengthen intelligence leadership, with the need to establish clear foundations in the selection of university leaders, ensuring intelligence leaders’ existence.

The COVID-19 pandemic has produced tremendous socioeconomic upheaval worldwide, affecting people’s purchasing habits and intentions. This study assesses the relationship between COVID-19 risk perceptions and intentions to consume energy drinks. Furthermore, it analyzes the role of a healthy lifestyle and sustainable consumption in mediating this relationship. A survey approach was used to obtain the data. An online questionnaire (400 samples) was distributed through social media to Palestinian citizens and residents (students, employees, free professionals, laborers, and others). The study used a 5-point Likert scale. Data analysis used descriptive statistics (measures of central tendency and dispersion). PLS was utilized to investigate the mediation effect, whereas SPSS was used to analyze the data and test the hypotheses. Risk perception was assessed using seven variables: fear, conduct, awareness and knowledge, trust and confidence, healthy lifestyle, sustainable consumption, and intention to use energy beverages. The findings indicate that COVID-19 risk perception affects the propensity to consume energy beverages (B = 3.692; p ˂ 0.001). In addition, the results show that COVID-19 risk perception has a significant relationship with a healthy lifestyle and sustainable consumption (B = 3.358; p ˂ 0.001; B = 3.571; p ˂ 0.001). The findings also highlighted a partial mediation of healthy lifestyle and sustainable consumption in the association between COVID-19 risk perception and desire to use energy beverages.

This study aims to investigate how various aspects of service quality in laptop dealer companies affect customers’ loyalty in Jordan. Data were collected from 341 Jordanian clients of dealer firms selling laptops in Jordan (HP, LG, Toshiba, Apple, Samsung, Sony, and Dell). Collected data were then analyzed; the hypotheses were assessed with the help of SPSS and structural equation modeling. The findings showed that customers’ loyalty is significantly impacted by reliability, accessibility to service, and safety. Furthermore, the value of beta represents relative importance. The dimension of safety showed the highest level in size of the impact on customers’ loyalty, and its value was 0.446 of the total impact. Next, the access to service dimension was the second factor in the impact size (0.239), and the reliability dimension demonstrated the smallest impact size with 0.146. Additionally, the findings revealed that reliability, access to service, and safety explain 52% of the variance in customers’ loyalty to purchase a laptop in Jordan. As a result, the study recommends that Jordanian laptop dealer firms consider all three service quality characteristics, particularly safety, to maintain the loyalty of their customers.

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.