| 000 | 03071cam a2200325 a 4500 | ||
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| 003 | EG-GiCUC | ||
| 005 | 20250223032738.0 | ||
| 008 | 210522s2021 ua d f m 000 0 eng d | ||
| 040 |
_aEG-GiCUC _beng _cEG-GiCUC |
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| 041 | 0 | _aeng | |
| 049 | _aDeposite | ||
| 097 | _aPh.D | ||
| 099 | _aCai01.05.01.Ph.D.2021.Sa.I | ||
| 100 | 0 | _aSafwat Adel Yousief Elsharkawi | |
| 245 | 1 | 0 |
_aInvestigating the impact of hrm practices on corporate sustainability : _bThe moderating role of organizational culture ; An empirical study / _cSafwat Adel Yousief Elsharkawi ; Supervised Gamal Mohamed Shehata |
| 246 | 1 | 5 |
_aدراسة تأثير ممارسات إدارة الموارد البشرية على الاستدامة المؤسسية : الدور التأثيرى للثقافة التنظيمية : _bالدور التأثيرى للثقافة التنظيمية : دراسة تطبيقية |
| 260 |
_aCairo : _bSafwat Adel Yousief Elsharkawi , _c2021 |
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| 300 |
_a140 Leaves : _bcharts ; _c30cm |
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| 502 | _aThesis (Ph.D.) - Cairo University - Faculty of Commerce - Department of Business Administration | ||
| 520 | _aThe study was conducted to investigate the impact of HRM practices on corporate sustainability through the moderating role of organizational culture in the private universities in Egypt. The aimed: firstly, to investigate the impact of human resource management practices that are used in the Egyptian private higher education on sustainability. Secondly, to measure the moderating effect of organizational culture on the relationship between HRM practices and corporate sustainability. Based on research objectives and questions, two main hypotheses and four sub-hypotheses for each were developed to examine the relationships between first; HRM practices and corporate sustainability (main hypothesis) and other four sub-hypotheses of HRM practices namely (Recruitment /Selection-Training- performance appraisal- Compensation) and corporate sustainability.The second main hypothesis is to determine moderating effect of organizational culture on the relationship between HRM practices and corporate sustainability, in addition to four sub-hypotheses of the moderating effect of organizational culture on the relationships between (Recruitment /Selection- Training- performance appraisal- Compensation) and corporate sustainability. The sample unit of this study were academic staff who are working on full time basis at the Egyptian private universities in greater Cairo. Non-probability convenience sampling technique was utilized and a total number of 721 questionnaires were distributed via electronic massage to academic staff. Only 222 questionnaires are returned, 3 of the returned questionnaires were incomplete | ||
| 530 | _aIssued also as CD | ||
| 653 | 4 | _aCorporate Sustainability | |
| 653 | 4 | _aHRM Practices | |
| 653 | 4 | _aOrganizational Culture | |
| 700 | 0 |
_aGamal Mohamed Shehata , _eSupervisor |
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| 856 | _uhttp://172.23.153.220/th.pdf | ||
| 905 |
_aNazla _eRevisor |
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| 905 |
_aShimaa _eCataloger |
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| 942 |
_2ddc _cTH |
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| 999 |
_c80983 _d80983 |
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