Effect of organizational commitment as a mediator in both training and job performance in Syrian private universities

Abstract

The employee’s job oriented skill is considered as a key driver for enhancing the organizational performance. Human resource management, therefore, is contentiously creating and maintaining positive relationship among the employees in the organization to enhance their final job performance. In this work an investigation the influence of organizational commitment levels as mediator in the training and job performance in the developing countries was performed for higher education sectors, particularly in privet Syrian universities. This work was found to be a primary work in this field as there were very few studies investigating such effect in educational sectors in the developing countries. An appropriate model is introduced and intended to test various hypotheses related to direct effects of Perceived Accessibility (PA), Perceived Benefit (PB) and Perceived Support (PS) of training on the final desired job performance of the employees under the effect of organizational commitment. A pilot study was conducted before start the questionnaire study to ensure the expediency of the model. AMOS software was utilized to analyze the results. Results have demonstrated that Perceived Accessibility and Perceived Benefit have obvious effect in motivating job performance whereas Perceived Support factor had no significant effect on enhancing the overall job performance in the higher educational field in the developing countries even if high commandments were achieved.