DEVELOPING A MODEL OF WORK PERFORMANCE SYSTEM AND INSTITUTIONAL PERFORMANCE FOR STRATEGIC HUMAN RESOURCE MANAGEMENT IN THE MINISTRY OF EDUCATION, OMAN

Abstract

This study investigates the relationship between work performance system, which includes staffing, training, involvement, compensation, performance appraisal, caring, and institutional performance among institutions of higher learning in the Sultanate of Oman. The research is explanatory in nature in which the sample consists of 531 general managers, assistant general managers and other high ranking administrators from the Ministry of Education of Oman. An adapted questionnaire was used for data collection and it contained 88 items purposely constructed to assess work performance system, mediator variables and institutional performance. Hypothesized relationships between work performance system, institutional performance and the mediators were then tested by using Structural Equation Modeling with AMOS. Results of the analysis revealed that work performance system is significantly and positively related to institutional performance. Moreover, the results also showed that out of five variables, four played a significant role in mediating between work performance systems (WPS) and institutional performance (IP). This study found that work performance system affects institutional performance in two different ways, one through concern for customers (CC) and service performance (SP), and the other through concern for employees (CE) and helping behavior of employees (HP). Customers’ knowledge (CK) was also found to indirectly affect institutional performance through its impact on service performance. Therefore, the mediation model of the present study can be used to holistically comprehend how strategic human resource management could be implemented in enhancing human resource management in Oman. The model derived from this study can be used for enhancing institutional performance in the context of strategic human resource management.