Performance of academic staff is important for universities and nations. Previous studies on academic performance among developing countries are limited to descriptive or correlational studies. Thus, this study investigates the performance of academic staff in Jordan according to the resource based view, social cognitive theory as well as the self-efficacy model. This study proposes that Human Resource Management (HRM) practices and self-efficacy significantly affect the performance of academic staff. Nepotism is proposed to negatively moderate the effect of HRM practices and self-efficacy on performance of academic staff. The population of this study consists of three public universities in Jordan. Using stratified sampling technique, 248 responses were collected from academic staff using a questionnaire as a data collection tool. The data was analysed using Statistical Package of Social Science (SPSS) and Analysis of a Moment Structures (AMOS). SPSS was used to present the descriptive information, conduct reliability test and Exploratory Factor Analysis (EFA). AMOS was used to assess the measurement and structural models, and to examine the hypotheses of this study. The findings showed that HRM practices (B= 0.17, P-value<0.001) and its components (recruitment and selection, training and development, promotion, and performance appraisal) have significant effect on the performance of academic staff. Self-efficacy (B=0.73, P-value<0.001) and its components such as past experience, verbal persuasion and emotional cues have significant positive effects on performance of academic staff. The vicarious experience from self-efficacy did not affect the performance of academic staff. The findings also showed that nepotism moderated the effect of HRM practices and self-efficacy on the performance of academic staff (B=-0.14, P-value<0.05). Nepotism also found to have a direct negative effect on performance of academic staff (B=-0.11, P-value<0.05). The findings of this study recommended to enhance the criteria of recruitment and selection to be based on skills, competency, and capabilities rather than on relationships. Self-efficacy suggested to be improved through the establishment of training courses for academic staff. Further, it is found out the elimination of nepotism may improve the performance of academic staff as well as the rank of the universities. The findings of this study are limited to academic staff in public universities in Jordan and the variables that were included in this study. More studies are needed in private universities in Jordan and other countries.

This study was done to examine the mediation roles of work family enrichment (WFE) on the relationship between lifelong learning and job satisfaction among public primary and secondary school teachers in Malaysia involved in the ‘Hadiah Latihan Persekutuan’ (HLP) programme for the year 2018. By giving attention towards the importance of job satisfaction among this group of teachers, the study tested lifelong learning on teachers’ job satisfaction. Lifelong learning consists of several dimensions which are motivation, improving knowledge and skills, and career development. The study used a survey design through the distribution of questionnaires to collect data from the respondents. A probability simple random sampling method was employed to get data from 350 public primary and secondary school teachers in the HLP programme for the study. A total of 234 questionnaires were returned and deemed useable for the data analysis procedure in this study. The research method used was quantitative for the analysis purposes through SEM and IBM SPSS. Descriptive statistical analysis, reliability analysis, and factor analysis were performed using the SPSS tool. Meanwhile, the analysis of moment structure (AMOS) was used to produce the measurement model, structural equation model, and to test the research hypotheses. Generally, the study contributes to the literature by enhancing the concept of job satisfaction specifically to the teachers’ work scope as well as exposure to the effect of research factors towards teachers’ job satisfaction. Apart from that, the study contributes to improving the methods of the study in the human resource area. Findings from the study revealed that lifelong learning significantly and directly affects teachers’ job satisfaction. In terms of mediator variable, the study found that work family enrichment (WFE) mediate the relationship between lifelong learning and job satisfaction. Finally, the study purposely contributes to the body of knowledge for job satisfaction in the public education sector focusing on the HLP programme for public primary and secondary school teachers in Malaysia.