Basic Informations

C.V

Nada Shaban Yousef

Master Title

The Impact of Electronic Human Resources Management on Human Resources Management Effectiveness

Master Abstract

This research discusses The Impact of Electronic Human Resources Management on Human Resources Management Effectiveness, and with the application on all employees in the main centers of commercial banks of the private and public sector in Grand Cairo, The objective of this research is to determine the effect of the relationship between (easiness of use and quality) of electronic human resources management and (strategical and technical) human resources management effectiveness. To achieve these goals of the research, the researcher adopts a set of statistical techniques which represented in: Correlation coefficient, descriptive statistics, Kolmogorov- test, and Regression analysis. The results of the statistical analysis explains a group of outcomes which the most important of it was: easiness of use of E-HRM is positively related with strategical HRM effectiveness, easiness of use of E-HRM is positively related with technical HRM effectiveness, quality of E-HRM is positively related with strategical HRM effectiveness and finally, results indicate that quality of E-HRM is positively related with technical HRM effectiveness.

PHD Title

Proposed Framework for the effect of Ethical Leadership on Employee Voice: A Contingency Approach (An Applied Study)

PHD Abstract

The results of the research show full support for the relationships between the variables in the proposed model, in particular role of motivation and work engagement, as they mediate the influence of ethical leadership and results of ethical leadership. As the initial structural model of the research was tested and was modified in the light of the deletion of the non-significant paths and paths that violate the rules of statistical analysis, till researcher achieved the final model which was statistically significant correlated in explaining relationships between the variables included in the model. the effect degree of the independent variable (ethical leadership) on the intermediate variables (motivation and work engagement) and the dependent variable (employee voice)