The Effect of Human Resource Management Practices and Transformational Leadership on Employee Performance and The Mediating Role of Organizational Justice in Palestinian Municipalities

In this research, the focus was directed towards evaluating Human Resource Management Practices (HRMP) and Transformational Leadership (TL) within the context of central municipalities in Palestine, examining their influence on employee performance (EP) with a particular emphasis on the mediating role of organizational justice (OJ). The significance of this study stemmed from its exploration within a unique socio-political environment marked by challenges, providing insights into the potential for HRMP and TL to significantly enhance employee performance and service delivery in such a challenging environment, with implications for both policy and practice in the context of central municipalities of the West Bank. The problem addressed revolved around the low level of employee performance within the central municipalities of the West Bank. This issue was highlighted by both local and international assessments, which pinpointed inadequate performance among employees of local authorities in Palestine. The study, therefore, aimed to explore the
impact of HRMP and TL on EP, further examining how OJ mediates this relationship. A quantitative research design was employed, involving the administration of closedended
questionnaires to a stratified proportional sample, drawing samples from each stratum through simple random sampling of administrative employees with supervisory responsibilities across 10 central municipalities in the West Bank, totaling 603 individuals. Descriptive statistics and checking the assumptions were carried out using the Statistical Package for Social Sciences (SPSS) version 26.0. Confirmatory factor analysis was conducted to evaluate the reliability and validity of the study instrument, and the findings showed that the questionnaire was a reliable and valid tool. To test the study hypotheses, the researcher conducted a structural model equation (SEM) using AMOS version 26.0. The results indicated statistically significant effects of HRMP and TL on OJ, which in turn, had significant direct impacts on EP. Notably, OJ emerged as a significant mediator in the relationship
between HRMP, TL, and EP, underscoring the critical role of fairness and equity perceptions. These findings enriched the academic discourse on organizational behavior within the challenging Palestinian context, offering practical insights for municipal leaders and policymakers to refine HR policies and develop leadership training programs emphasizing HRMP, TL, and OJ. The research contributed to the body of knowledge by highlighting the pivotal roles of HRMP, TL, and OJ in enhancing employee performance within Palestinian municipalities, suggesting avenues for future research in similar socio-political environments.