IMPACT OF INTELLECTUAL CAPITAL ON JOB PERFORMANCE IN DIGITAL AGE: APPLICATION TO PALESTINIANS COMPANIES
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Abstract
Keywords
Abstract
The main purpose of this research is to examine the intellectual capital and how intellectual capital effects on job performance of the employees at Palestinian companies’ in the digital age. Specific aims included the synthesizing the prior literatures and definitions related to intellectual capital dimensions and job performance, refining conceptual definitions of the interrelationship among intellectual capital dimensions, productivity. The analytical descriptive method was used to achieve the research objectives. Questionnaires were distributed (which was44 individuals) to management in Palestinian companies. The SPSS statistical package was used to analyze the results, after analyzing the results and testing the hypotheses, it was concluded that Intellectual capital has a positive and significant impact on job performance and concluded that technology has a positive and significant impact on Intellectual capital and job performance. There were several recommendations after the study. The most important recommendation is that the future studies may include the relationship between the components of intellectual capital and job performance other personal, situational, and organizational variables in the research model in order to examine other contingent parameters that may have a role on the intellectual capital and job performance relationship.
Keywords
- Galbraith in 1969, he believes that intellectual capital is not only an intangible asset but also an
- ideological process. ( Kok, 2007: 185). 1- Human capital refers to employees’ capabilities,
- cannot be shown in the balance sheets (Shih, Chang, Lin, 2010: 78).
- (Nhon, Thong, Phoung, 2018: 3). The firm does not have its own human capital but rather lease
- firm is influenced by hiring practices and training activities (Gilbert, Von, Broome, 2017: 701).
- the investors to aid them in decision making (Abdulaali, 2018: 5).
- by employees, yet owned by the organization (Hahim, Osman, Alhabshi, 2015: 209).
- institution. (Kamaludin, Kasim, 2013: 56)
- (Koopmans et al. 2011: 862). However, there is a broad consensus in the scientific community
- Task performance, Contextual performance. (Daryoush et al., 2013: 101)
- (Kappagoda, 2018: 164), Task performance is directly related to the output of work and it can
- be directly evaluated. Different from task performance. (He, An, li, 2015: 676)
- without necessarily directly influencing an employee’s productivity, (Kalia, Bhardwaj, 2019:
- et al. 2011: 862).
- commitment and enhanced organizational employee retention (Tstan, Davoudi, 2015: 727).
- organizational performances (Seleim, Ashour, 2006: 795).
- 2015: 54) Most of the firms involved the employee in management, working for technological
- technology, (Dauda, Akingbade, 2011: 35) Moreover organizations purchase the advance
- working effort and task completion time (Imran, Maqbool, Shafique 2014: 58).
- An application to Palestine companies There are 49 listed companies on Palestine Exchange (PEX) as of 30/11/2019 with
- the market, Shaari, Isa, Khalique (2018) measured Impact of Intellectual Capital on
- Exchange (PEX) the, According to Krejcie., Morgan (1970) the sample size was chosen 44
- Bagozzi, Yi. (1988). Composite reliability reflects the internal validity of the research data.
- fulfill the requirements of univariate normality (Joanes, Gill, 1998). Skewness is a measure of
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