This study aimed to demonstrate the mediating role of job satisfaction between intellectual capital, transformational leadership, and organizational innovation by adopting the diffusion theory of innovation. The researcher adopted the descriptive analytical approach to achieve the objectives of the study and test its hypotheses by using a specially designed questionnaire as the main tool for collecting data and information. The study population was determined by the human cadres of workers, specialists, experienced and scientifically qualified, through the use of a systematic random sample and a stratified random sample of 348 respondents from the Fujairah Police department in the United Arab Emirates. Advanced statistical method of analysis for structural equation modeling (SEM) SMART PLS 3.0 was used to show the path of relationships, and their interpretation between the external, internal, and mediating variables, and the amount of influence in the standard and structural model. The statistical result showed that 64% of the variance of the dependent variable (organizational innovation) was explained and all hypotheses were supported, which include the positive effect and statistical significance of executive capital and transformational leadership as an independent variable on organizational innovation. There was an indirect effect for each of the independent variables on the dependent variable through job satisfaction. The results highlighted the importance of attracting qualified individuals and working on continuous improvement of their skills in addition to focusing on their satisfaction. Accordingly, it is recommended to conduct future studies that apply the proposed model in other government institutions throughout the United Arab Emirates in order to verify these results and enrich the current literature on organizational innovation, its development and its application in the country.

The purpose of the study aims at analyzing the digital transformation impact on developing the administrative skills and it dimensions (behavioral skills, technical skills) and the impact of corporate governance on the digital transformation relation to administrative skills as an intermediate variable when applied to MoI Service Delivery Centers, whereas upon development, the study relied on Multi Skills Theory and previous studies of variables. To achieve the study`s objectives, the descriptive analytical approach was used to test theories and verify such variables interconnection using pools which were formulated based on previous studies to each variable at its adaptation to align with current study environment. The study tool was distributed among a sample of (351) front-line employees at MoI Service Delivery Centers in (5) Police GHQs across UAE including (Sharjah, Ajman Umm Al Quwain, Fujairah, R.A.K).Theories were measured and analyzed using Exploratory Factor Analysis and Structural Equation Modeling (SEM). The study outcomes demonstrated a statistical impact and indirect statistical relation between digital transformation and administrative skills improvement through corporate governance, where the theory achieved significance level. The study provided several recommendations including the significance of digital transformation as the future of administrative approaches development applied in governmental institutions. Also, it contributed to the awareness of practical aspects though identifying the study model which realizes the impact of digital transformation on the development of administrative skills through corporate governance at MOI.

This study investigated the impact of organizational justice and culture on administrative empowerment in the Dhofar Governor's Office in the Sultanate of Oman through organizational commitment as a mediating variable. This study used the quantitative descriptive analysis approach due to its suitability for the research. A questionnaire developed consisting of (48) items distributed on four variables and six dimensions. The study population consisted of (3353) employes in which (357) were randomly stratified from the office of the Governor of Dhofar in the Sultanate of Oman. In order to achieve this goal of this study, basic statistical analyzes performed using the analytical package program and structural equation modeling program (AMOS). The result of the study revealed direct statistically significant positive effect of organizational justice and cultureon administrative empowerment and direct statistically significant positive effect of organizational commitment on administrative empowerment. The results also showed a positive and direct statistically significant effect of organizational justice and culture on organizational commitment. The results revealed a partial indirect statistically significant effect of organizational commitment on the relationship between organizational justice and administrative empowerment, and partial indirect statistically significant effect of organizational commitment on the relationship between organizational culture and administrative empowerment. The study presented a set of recommendations and contributions by activating the organizational justice and culture in the work environment to achieve administrative empowerment with existence of the organizational commitment.

The study determines the role of transformational leadership and strategic leadership on organizational excellence in the Ministry of Interior in the Emirate of Abu Dhabi in the United Arab Emirates. Examining the modern management system and its impact on the relationship between transformational leadership and strategic leadership on organizational excellence at the Ministry of Interior in the Emirate of Abu Dhabi. The study adopted a quantitative analysis method, and accordingly a questionnaire was designed to collect data for analysis. 400 questionnaires were distributed among the employees at the assistant secretary sector at the Ministry of Interior in the Emirate of Abu Dhabi in the United Arab Emirates, 351 respondents were analyzed. The Statistical Package for Social Sciences program (SPSS) was used to analyzed the descriptive data and the structural equation modelling program was used (Smart-PLS) to determine the direct and indirect relationships among variables in the study. The current study concluded that there is a relationship between transformational leadership and strategic leadership in organizational excellence. A holistic mediation of modern management system in the relationship between transformational leadership and organizational excellence at the Ministry of Interior in the Emirate of Abu Dhabi in the United Arab Emirates. The results also showed that there is a direct relationship between transformational leadership and strategic leadership and a total mediation of the modern management system in the relationship between strategic leadership and organizational excellence in the Ministry of Interior in the Emirate of Abu Dhabi in the United Arab Emirates. As the results of the path analysis revealed the significance of the indirect relationship of the modern management system in the relationship between transformational leadership and organizational excellence. Therefore, this study recommended the Ministry of Interior and other government agencies for organizational excellence towards the discovery of mediating relationships of the modern management system in the relationship between transformational leadership and organizational excellence .

The objective of the research was to assess the influence of time management and strategic planning on employee performance at the Ministry of Interior in Abu Dhabi, United Arab Emirates. This was done by examining the role of self-efficacy as a mediator variable.The study focuses on the significance of utilizing employees' selfefficacy and highlights the importance of measuring the impact of time management and strategic planning on enhancing employee performance. The study specifically examines the role of self-efficacy as a mediator variable in the Ministry of Interior in Abu Dhabi. The study adopts a quantitative analytical approach to analyze the effects of time management and strategic planning. In order to enhance employee performance within the Ministry of Interior in Abu Dhabi, self-efficacy will be used as an intermediate variable. The research adhered to the theory of job performance, since all sub-variables were generated from the dependent variable. The theoretical framework of the study focused on the conceptual framework of time management, strategic planning, and efficiency. The relationship between subjectivity and work performance. The research included a population of 550 workers from the Ministry of Interior in the United Arab Emirates. The sample size for the study was 226 employees. The research yielded many findings, one of which is a significant correlation between time management and enhancing employee work performance. The Ministry of Interior's findings suggest that self-efficacy plays a significant role in the link between time management and work effectiveness. The findings demonstrated a significant and direct statistical correlation between strategic planning and job performance within the Ministry of Interior. The findings also showed that the self-efficacy axis fully mediates the association between strategic planning and job performance improvement in the Ministry of Interior. The research suggests the need to broaden the investigation of work performance by exploring other relevant factors, particularly risk management. The research aimed to assess the influence of self-efficacy on the correlation between time management and strategic planning on employee performance. The research also highlighted the significance of examining other governmental departments, particularly the UAE Ministry of Justice and Defense, in order to assess and enhance job performance.

This quantitative study aimed to measure the impact of the training management and application variable on human resources performance, through organizational culture as a mediating variable, at Sohar University in the Sultanate of Oman. The problem of the study lies in the low level of performance of human resources at Sohar University. The study followed a quantitative approach to describe and analyze the impact of managing and implementing training on human resources performance, using organizational culture as a mediating variable at Sohar University. The study population consisted of (550) employees, and the study sample amounted to (226) employees according to the Greste and Morgan table. The study focused on the theory of human resource performance. Statistical treatments: descriptive analysis, regression coefficient. Path analysis, multiple analysis of variance. Exploratory factor analysis. Confirmatory factor analysis. The results of the study revealed: There is a direct statistical relationship between the management and implementation of training and the performance of human resources. Between training management and organizational culture, there is a direct statistical relationship between organizational culture and human resources performance, and the effect of applying training on human resources performance. Organizational culture plays a mediating role in the relationship between training management and training implementation. The results of the hypothesis analysis showed: First; Accepting the first hypothesis that there is an effect of the training management factor on human resources performance, when the path coefficient for the training definition variable obtained (0.325), and the T-coefficient reached (25.053), there is an effect of organizational culture in its mediation of the relationship between training management and the application of training on human resources performance at Sohar University. When the hypothesis obtained a significance level less than (a = 0.05). It was revealed by the “T” coefficient, which had a value of (25.585); The relationship indicates partial mediation due to the significance of the direct and indirect relationship, which confirms that organizational culture serves as a mediating variable in the relationship between training management and the application of training on human resources performance at Sohar University. Thus, the study contributed both academically and in practical application. In clarifying and emphasizing the importance of the role of training management and implementing training in increasing the performance of human resources management, it explained the importance of organizational culture in mediating between the two variables of the study.

This study aimed to examine the effect of human resource planning and training on job performance in the Yemen Oil Company. It also examined the role of organizational commitment as a mediator in the relationship between human resource planning and training with job performance. The study used the quantitative analytical descriptive approach, which is considered as an appropriate approach for the nature of this study, to test its hypotheses and accomplish all its objectives. A questionnaire consisting of 62 items for all variables was developed based on previous studies. The current study also used the stratified random sampling technique. To process the data collected from the research sample, the statistical programs SPSS and Smart-PLS were used. The study concluded a number of findings, most importantly the positive effect of human resource planning and training on job performance and direct effect of organization commitment on job performance. The results also revealed the direct effect of human resource planning and training on organizational commitment in the Yemen Oil Company. In addition, the study revealed that organizational commitment partially mediates between human resource planning and job performance. It also fully mediates the relationship between training and job performance. The research results contributed to highlighting the significance of the role of human resources planning, training, and organizational commitment in raising the level of performance of employees in the Yemen Oil Company. The research results may also be generalized to the public and private sectors in Yemen, considering the importance of the research variables for organizations and companies in Yemen. Finally, the study included a number of recommendations and suggestions for the research population and future studies.

This study aimed to identify the impact of knowledge management processes on developing administrative creativity among employees Government Civil Service Officers in North Al Batinah, Sultanate of Oman. It also studied the role of transformational leadership as a mediating factor between knowledge management processes and administrative creativity. The study used the quantitative descriptive analytical method, which is considered a method It is appropriate for the nature of this study to test its hypotheses and verify all its objectives. To achieve this, the researcher developed a questionnaire that was formulated according to previous studies for each variable and adapted to the current environment, as it consisted of (58) items. It was divided into three axes: knowledge management processes, administrative creativity, and transformational leadership. The current study also adopted a stratified random sampling method. To achieve the objectives of the study, preliminary statistical tests were conducted Using the SPSS program, which extracted descriptive data for the study sample and examined the data. Also using a statistical program, which is Structural Equation Modeling (SEM) using the (AMOS) program, to test Study hypotheses. The study population consisted of workers in the government sector in North Al Batinah, Sultanate of Oman, numbering (23,846) male and female employees, and the study sample consisted of (379) workers. The study reached results The most important of which are the presence of a positive effect of knowledge management processes on administrative creativity, the presence of a positive effect of transformational leadership on administrative creativity, and the presence of a positive effect of knowledge management processes on the practice of transformational leadership, as indicated by the results. There is also a mediating effect of transformational leadership in the relationship between knowledge management processes and administrative creativity among government sector employees in the civil service in the North Al Batinah Governorate in the Sultanate of Oman. The results of this study can also be generalized to the public and private sectors in the Sultanate of Oman, because this study contains variables of interest to everyone. sectors. The study recommended that the government directorates of the civil service in North Al Batinah need to provide an organizational environment that stimulates employees to be creative, and the need for senior leadership in the directorates to encourage initiatives and actions that contribute to improving the level of expertise among their employees because of their positive impact on improving the level of creativity among employees. The need to Government directorates adopt policies that enhance employees' ability to apply knowledge management, as directorates must reward their employees as a form of incentive for applying knowledge management to improve their job performance towards developing government services in creative ways that keep pace with the changing environment.