أثر إدارة وتطبيق التدريب على رفع أداء الموارد البشرية الثقافة التنظيمية كمتغير وسيط: دراسة ميدانية في جامعة صحار بسلطنة عمان

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.