THE ROLE OF AMBIDEXTROUS LEADERSHIP IN IMPLEMENTING THE INTERNATIONAL STANDARD ISO 30405
DOI:
https://doi.org/10.18623/rvd.v23.6622Palabras clave:
Ambidextrous Leadership, International Standard ISO 30405Resumen
The current study aimed to demonstrate the impact and relationship of ambidextrous leadership, with its two dimensions (open leadership behaviors and closed leadership behaviors), on the feasibility of implementing the international standard ISO 30405, which consists of six dimensions (Strategic Planning, Talent Acquisition, Candidate Assessment and Selection, Appointment, Onboarding, and Continuous Improvement). The research problem was centered around the main question:(Does ambidextrous leadership contribute to the implementation of the international standard ISO 30405?) The research relied primarily on the descriptive-analytical approach to present analyze and interpret the research data. Data were collected through a questionnaire from a random sample of employees at the Babylon Health Directorate, totaling (265) participants. Thirteen questionnaires were excluded, resulting in a final sample of (252) valid responses, which were analyzed using SPSS.v.23, Amos.v.23, and Microsoft Excel 2010 The statistical analysis results indicated that the variables had moderate levels within the Babylon Health Directorate. Furthermore, the analysis revealed a positive and significant correlation between the variables under study, as well as a statistically significant impact of ambidextrous leadership on the potential implementation of the ISO 30405 standard.
Citas
1. Abu Ziyada, Z., & Jar Allah, M. (2021). The reality of talent management practices and their impact on achieving organizational excellence: An applied study on Palestinian ministries in the West Bank governorate. Palestine Technical University Research Journal, 9(4).
2. Ahlam, Q. (2012). The process of human resource recruitment in small and medium enterprises [Unpublished master’s thesis, Akli Mohand Oulhadj University, Faculty of Humanities and Social Sciences].
3. Al-Saeed, F. (2020). The role of international standards (ISO 30405) in enhancing integrity and transparency in the government recruitment sector. Arab Administrative Journal, 40(2), 15–32.
4. Al-Qatruni, F. M. (2014). Strategic planning: An approach for educational institutions. New University Publishing House.
5. Al-Qahtani, M. D. (2015). Human resource management toward an integrated strategic approach. King Fahd National Library.
6. Kashroud, A. al-T. (2018). Dictionary of industrial and organizational psychology and management terms. Dar Al-Nahda Al-Arabiya.
7. Hashim, K. H., & Dawood, F. S. (2022). The impact of ambidextrous leadership behaviors on organizational excellence: A comparative applied study between Al-Zawraa Company and the Electrical Industries Company. Journal of Accounting and Financial Studies, 17(61).
8. Adwan, M. (2011). The reality of selection and appointment policies and their impact on the career path of employees in banks operating in the Gaza Strip [Master’s thesis, Islamic University of Gaza].
9. Salman, A. J. (2014). The use of continuous improvement technique in developing organizational performance. Baghdad College of Economic Sciences University Journal, (41).
10. Abdul Fattah, I. (2008). Introduction to descriptive and inferential statistics using SPSS (p. 541). Al-Khwarizmi House for Printing and Publishing.
11. Alghamdi, F. (2018). Ambidextrous leadership, ambidextrous employee, and the interaction between ambidextrous leadership and employee innovative performance. Journal of Innovation and Entrepreneurship.
12. Edwards, K., & Johansen, W. (2018). The impact of HR standardisation (ISO 30405) on corporate reputation. Scandinavian Journal of Management, 34(3), 220–231.
13. International Organization for Standardization. (2023). Human resource management — Guidelines on recruitment (ISO Standard No. 30405:2023). ISO.
14. Kafetzopoulos, D. (2022). Ambidextrous leadership: A narrative literature review for theory development and directions for future research. Baltic Journal of Management, 17(2), 206–232.
15. Klonek, F. E., Gerpott, F. H., & Parker, S. K. (2020). A conceptual replication of ambidextrous leadership theory: An experimental approach. The Leadership Quarterly, Article 101473.
16. Mohiya, M., & Sulphey, M. M. (2021). Do Saudi Arabian leaders exhibit ambidextrous leadership: A qualitative examination. SAGE Open, 11(4).
17. Haider, S. A., Zubair, M., Tehseen, S., Iqbal, S., & Sohail, M. (2023). How does ambidextrous leadership promote innovation in project-based construction companies? Through mediating role of knowledge-sharing and moderating role of innovativeness. European Journal of Innovation Management, 26(1), 99–118.
18. Osa, L. (2017). Applying ISO standards to talent management: A case study of ISO 30405 and 30408. European Journal of Business and Management, 9(4), 112–125.
19. Stevenson, W. J., Hojati, M., & Cao, J. (2021). Operations management (p. 182). McGraw-Hill Education.
20. Vasileva, M. (2021). Integrating ISO 30405 into total quality management of educational institutions. Bulgarian Journal of Educational Research, 8(2), 77–90.
21. Waseel, A. H., Zhang, J., Shehzad, M. U., Hussain Sarki, I., & Kamran, M. W. (2024). Navigating the innovation frontier: Ambidextrous strategies, knowledge creation, and organizational agility in the pursuit of competitive excellence. Business Process Management Journal, 30(6), 2127–2160.
22. Zacher, H., & Wilden, R. G. (2014). A daily diary study on ambidextrous leadership and self-reported employee innovation. Journal of Occupational and Organizational Psychology. Advance online publication. https://doi.org/10.1111/joop.12070
23. Dancey, C. P., & Reidy, J. (2007). Statistics without maths for psychology (4th ed.). Pearson Prentice Hall.
24. Holtzman, S., & Sailesh, V. (2011). Confirmatory factor analysis and structural equation modeling of noncognitive assessments using PROC CALIS. In NorthEast SAS Users Group (NESUG) 2011 Proceedings (pp. 11–14).
25. Eaton, P., & Willoughby, S. D. (2018). Confirmatory factor analysis applied to the Force Concept Inventory. Physical Review Physics Education Research, 14, Article 010124.
26. Afthanorhan, W. A. (2013). A comparison of partial least square structural equation modeling (PLS-SEM) and covariance based structural equation modeling (CB-SEM). [Journal name and volume not provided].
27. Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis. Prentice Hall.
28. Tomé-Fernández, M., Fernández-Leyva, C., & Olmedo-Moreno, E. M. (2020). Exploratory and confirmatory factor analysis of the social skills scale for young immigrants. Sustainability, 12(17), Article 6879.
29. Oppenheim, A. N. (1992). Questionnaire design, interviewing and attitude measurement (new ed.). Continuum.
30. De Vaus, D. A. (2002). Surveys in social research (5th ed.). Routledge.
31. Tavakol, M., & Dennick, R. (2011). Making sense of Cronbach’s alpha. International Journal of Medical Education, 2, 53–55.
32. Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis. Prentice Hall.
33. Saunders, M., Lewis, P., & Thornhill, A. (2009). Research methods for business students. Prentice Hall.
Descargas
Publicado
Cómo citar
Número
Sección
Licencia
I (we) submit this article which is original and unpublished, of my (our) own authorship, to the evaluation of the Veredas do Direito Journal, and agree that the related copyrights will become exclusive property of the Journal, being prohibited any partial or total copy in any other part or other printed or online communication vehicle dissociated from the Veredas do Direito Journal, without the necessary and prior authorization that should be requested in writing to Editor in Chief. I (we) also declare that there is no conflict of interest between the articles theme, the author (s) and enterprises, institutions or individuals.
I (we) recognize that the Veredas do Direito Journal is licensed under a CREATIVE COMMONS LICENSE.
Licença Creative Commons Attribution 3.0
