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Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior

Purpose: The purpose of this study is to assess the impact of innovation and creativity on human resource practices within the Ministry of Interior in Abu Dhabi, UAE. The study specifically examines how various dimensions of innovation, including administrative innovation, process innovation, and te...

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Main Authors: Ahamat, Amiruddin, Abdulmalek, Nabihah Kamel Tawfiq, Althehli, Fatima Ali Rashed Naser
Format: Article
Language:English
Published: Universal Publishers 2024
Online Access:http://eprints.utem.edu.my/id/eprint/28347/2/012272712202413572.pdf
http://eprints.utem.edu.my/id/eprint/28347/
http://www.gbmrjournal.com/pdf/v16n4s/V16N4s-7.pdf
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spelling my.utem.eprints.283472025-02-11T09:37:24Z http://eprints.utem.edu.my/id/eprint/28347/ Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior Ahamat, Amiruddin Abdulmalek, Nabihah Kamel Tawfiq Althehli, Fatima Ali Rashed Naser Purpose: The purpose of this study is to assess the impact of innovation and creativity on human resource practices within the Ministry of Interior in Abu Dhabi, UAE. The study specifically examines how various dimensions of innovation, including administrative innovation, process innovation, and technology, along with creativity factors like motivation and communication, influence HR practices. The objective is to determine the extent to which these factors contribute to enhancing HR effectiveness and fostering a competitive edge within the ministry. Design/methodology/approach: This study employs a quantitative research design, utilizing a structured questionnaire to collect data from 300 employees of the Ministry of Interior in Abu Dhabi. The sample was selected to represent a cross-section of the ministry's workforce, ensuring that the findings are reflective of the broader organizational environment. The collected data were analyzed using SPSS for descriptive statistics and Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships between innovation, creativity, and HR practices. Findings: The findings reveal a differentiated impact of the studied variables on HR practices. Process innovation, communication, and technology were found to have significant positive relationships with HR practices, indicating that these factors are critical drivers of effective HR management in the ministry. In contrast, administrative innovation, government services, and motivation did not show significant causal relationships with HR practices. The model explains 45.1% of the variance in HR practices, underscoring the substantial influence of the examined innovation and creativity factors on HR outcomes. Research limitations/implications: The research is limited to the context of the Ministry of Interior in Abu Dhabi, which may constrain the generalizability of the findings to other sectors or geographical regions. Additionally, the study focuses on specific innovation and creativity factors, potentially overlooking other relevant variables that could influence HR practices. Practical implications: The findings suggest that to achieve effective HR practices, the ministry should prioritize the development and integration of these factors. Specifically, enhancing process innovation by implementing systems that facilitate the adoption and execution of innovative practices is crucial. The ministry should also focus on improving communication channels and leveraging technology to support HR functions, ultimately contributing to a more competitive and effective organizational environment. Originality/value: This study contributes to the existing literature by providing a focused examination of the role of innovation and creativity in shaping HR practices within a governmental context in the UAE. It offers original insights into the specific factors that influence HR effectiveness in the Ministry of Interior, highlighting the critical role of process innovation, communication, and technology. The study's findings have practical implications for policymakers and HR professionals in similar public sector organizations, emphasizing the need to foster a culture of innovation and creativity to enhance HR practices and overall organizational performance. Universal Publishers 2024 Article PeerReviewed text en http://eprints.utem.edu.my/id/eprint/28347/2/012272712202413572.pdf Ahamat, Amiruddin and Abdulmalek, Nabihah Kamel Tawfiq and Althehli, Fatima Ali Rashed Naser (2024) Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior. Global Business and Management Research: An International Journal, 16 (4S). pp. 103-123. ISSN 1947-5667 http://www.gbmrjournal.com/pdf/v16n4s/V16N4s-7.pdf
institution Universiti Teknikal Malaysia Melaka
building UTEM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknikal Malaysia Melaka
content_source UTEM Institutional Repository
url_provider http://eprints.utem.edu.my/
language English
description Purpose: The purpose of this study is to assess the impact of innovation and creativity on human resource practices within the Ministry of Interior in Abu Dhabi, UAE. The study specifically examines how various dimensions of innovation, including administrative innovation, process innovation, and technology, along with creativity factors like motivation and communication, influence HR practices. The objective is to determine the extent to which these factors contribute to enhancing HR effectiveness and fostering a competitive edge within the ministry. Design/methodology/approach: This study employs a quantitative research design, utilizing a structured questionnaire to collect data from 300 employees of the Ministry of Interior in Abu Dhabi. The sample was selected to represent a cross-section of the ministry's workforce, ensuring that the findings are reflective of the broader organizational environment. The collected data were analyzed using SPSS for descriptive statistics and Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships between innovation, creativity, and HR practices. Findings: The findings reveal a differentiated impact of the studied variables on HR practices. Process innovation, communication, and technology were found to have significant positive relationships with HR practices, indicating that these factors are critical drivers of effective HR management in the ministry. In contrast, administrative innovation, government services, and motivation did not show significant causal relationships with HR practices. The model explains 45.1% of the variance in HR practices, underscoring the substantial influence of the examined innovation and creativity factors on HR outcomes. Research limitations/implications: The research is limited to the context of the Ministry of Interior in Abu Dhabi, which may constrain the generalizability of the findings to other sectors or geographical regions. Additionally, the study focuses on specific innovation and creativity factors, potentially overlooking other relevant variables that could influence HR practices. Practical implications: The findings suggest that to achieve effective HR practices, the ministry should prioritize the development and integration of these factors. Specifically, enhancing process innovation by implementing systems that facilitate the adoption and execution of innovative practices is crucial. The ministry should also focus on improving communication channels and leveraging technology to support HR functions, ultimately contributing to a more competitive and effective organizational environment. Originality/value: This study contributes to the existing literature by providing a focused examination of the role of innovation and creativity in shaping HR practices within a governmental context in the UAE. It offers original insights into the specific factors that influence HR effectiveness in the Ministry of Interior, highlighting the critical role of process innovation, communication, and technology. The study's findings have practical implications for policymakers and HR professionals in similar public sector organizations, emphasizing the need to foster a culture of innovation and creativity to enhance HR practices and overall organizational performance.
format Article
author Ahamat, Amiruddin
Abdulmalek, Nabihah Kamel Tawfiq
Althehli, Fatima Ali Rashed Naser
spellingShingle Ahamat, Amiruddin
Abdulmalek, Nabihah Kamel Tawfiq
Althehli, Fatima Ali Rashed Naser
Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior
author_facet Ahamat, Amiruddin
Abdulmalek, Nabihah Kamel Tawfiq
Althehli, Fatima Ali Rashed Naser
author_sort Ahamat, Amiruddin
title Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior
title_short Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior
title_full Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior
title_fullStr Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior
title_full_unstemmed Determinants of human resource practices: Empirical study of Abu Dhabi Ministry of Interior
title_sort determinants of human resource practices: empirical study of abu dhabi ministry of interior
publisher Universal Publishers
publishDate 2024
url http://eprints.utem.edu.my/id/eprint/28347/2/012272712202413572.pdf
http://eprints.utem.edu.my/id/eprint/28347/
http://www.gbmrjournal.com/pdf/v16n4s/V16N4s-7.pdf
_version_ 1825166530138079232
score 13.244413

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