Search Results for investment-in-human-capital
Abstract
This research aims to study the relationship between investment in human capital and organizational sustainability for a sample of Babylon University lecturers. The research started with a main problem that included several questions revolving around the nature of the relationship between the two variables at Babylon University. The research adopted the (Daft 2003) scale to measure the dimensions of investment in human capital, and the (Alshuwaikhat et al 2016) scale was adopted to measure the dimensions of organizational sustainability. The questionnaire was adopted as a main tool for collecting the data needed for research. The research sample included a group of faculty members at Babylon University, including (550) lecturers. For the purpose of analyzing and statistically processing the data, a set of descriptive statistical methods were used through the statistical program (Amos v. 23). Conclusions were reached, the most important of which is that there is a significant correlation between investment in human capital and its dimensions and organizational sustainability at the level of Babylon University, with the university administration keen to work on enhancing investment in human resources to achieve sustainability of its university environment and take into account the clean environment. The research recommended the necessity of working to reach an environmentally friendly university. By increasing green areas, shifting towards clean energy, and conducting more research related to sustainability
Abstract
The work environment and its components have gained great importance today due to the impact it has on its human capital. In recent years, studies have increased that discussed the negative and positive role of the work environment, as it is considered the main nerve of the organization’s success or failure. Here, we tried to shed light on some of the issues that can hinder the work of organizations and obstruct the achievement of their goals, including a toxic environment that makes employees feel the presence of penalties, the possibility of rejection, and being held guilty, with the necessity of constant defensiveness and humiliation. This is evident through the organizational leadership responsible for the organization, the culture of this organization and its employees, weak communication between them or dispersion, and the presence of blocs that cause fatigue and the impact they leave and the threat they pose if the matter is not addressed. This leads to a decrease in employee performance productivity, job attrition, an increase in work turnover, lack of progress at work, an inability to commit and achieve a balance between work and life, the occurrence of excessive professional fatigue, and conflicts that cause confusion in understanding roles. These are all signs that confirm the existence of a toxic work environment. Therefore, organizations whose environment is described as toxic face difficulty in maintaining, supporting, and attracting experienced human capital. One of the most important recommendations here is the necessity of encouraging and highlighting Positives and good relationships at work that serve the public interest and create a supportive social network that supports these relationships, while not forgetting to set red lines that should not be crossed and to maintain a safe distance with colleagues.