{"id":23751,"date":"2026-08-13T22:15:28","date_gmt":"2026-08-13T19:15:28","guid":{"rendered":"https:\/\/su.edu.ye\/voga\/?p=23751"},"modified":"2026-08-13T22:19:28","modified_gmt":"2026-08-13T19:19:28","slug":"phd-degree-awarded-to-researcher-shukri-al-abbasi-in-business-administration","status":"publish","type":"post","link":"https:\/\/su.edu.ye\/voga\/en\/23751\/","title":{"rendered":"PhD Degree Awarded to Researcher Shukri Al-Abbasi in Business Administration"},"content":{"rendered":"

Researcher Shukri Ahmed Ali Abdulrab Al-Abbasi \u200e<\/strong>was awarded a PhD<\/strong> degree in Business Administration \u200e<\/strong>for his dissertation titled: The Impact of Human Resource Management on Improving Job Performance through Organizational Climate: A Field Study on Development Funds in the Republic of Yemen<\/em><\/strong>, which was submitted to the Business Administration Center for Graduate Studies \u00a0\u2013Sana\u2019a University. The dissertation defense was held on Sunday, August 2, 2026.<\/strong><\/p>\n

The PhD Viva-Voce Committee, which was formed based on a resolution issued by the Graduate Studies and Scientific Research Council, consisted of the following:<\/p>\n

\u00a0<\/em><\/strong><\/p>\n\n\n\n\n\n\n
#<\/strong><\/td>\nCommittee Members<\/strong><\/td>\nDesignation<\/strong><\/td>\nPosition<\/strong><\/td>\n<\/tr>\n
1<\/td>\nAssoc. Prof. Abdulaziz Al-Mekhlafi<\/strong><\/td>\nInternal Examiner<\/td>\nChair<\/td>\n<\/tr>\n
2<\/td>\nAssist. Prof. Zayed Naji Nasser Shawsh<\/strong><\/td>\nMain Supervisor<\/td>\nMember<\/td>\n<\/tr>\n
3<\/td>\nAssoc. Prof. Ali Al-A’jam<\/strong><\/td>\nExternal Examiner<\/td>\nMember<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

 <\/p>\n

The study examined the impact of human resource management (HRM), encompassing workforce planning, recruitment, training and development, incentives, and performance appraisal, on improving job performance through organizational climate as a mediating variable in development funds in the Republic of Yemen. It also assessed the level of implementation of HRM practices, organizational climate, and job performance, while analyzing the relationships among these variables to support enhanced institutional performance within development funds.<\/p>\n

 <\/p>\n

The findings revealed that the overall status of human resource management and organizational climate in the development funds was at a moderate level, whereas job performance was rated high. The results also demonstrated a statistically significant positive effect of both human resource management and organizational climate on improving job performance, as well as a positive impact of human resource management on organizational climate. In addition, the study confirmed an indirect positive effect of human resource management on job performance through organizational climate, indicating that organizational climate serves as a positive partial mediator in strengthening this relationship.<\/p>\n

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The study further identified statistically significant differences across several dimensions of the research attributable to workplace location, age groups, educational level, job title, and years of experience.<\/p>\n

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The researcher recommended strengthening the role of human resource management in development funds by attracting qualified human capital, fostering a positive organizational climate, improving administrative systems and procedures, ensuring advance planning of tasks and responsibilities, and adopting a continuous improvement approach to job performance. These measures, the study concluded, would enhance institutional efficiency and contribute to achieving the objectives of development funds.<\/p>\n

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The dissertation defense was attended by a number of academics, postgraduate students, researchers, as well as the researcher’s colleagues and family members.<\/p>\n

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