The Role of Electronic Management in Improving Strategic Performance in Yemeni Universities through the Development of Human Resources

Abstract

The study aimed to find out the role of electronic management in improving the strategic performance in Yemeni universities, through the development of human resources. The descriptive analytical correlational approach was used in conducting this study. A questionnaire - of (81) items was designed including (3) dimensions, (and 11) fields - as a data collection instrument. The questionnaire was applied to a stratified random sample of (246) administrative and academic leaders in (6) Yemeni universities - (3) governmental and (3) private. The data were processed using the two statistical programs (SPSS) and (Amos), and the study concluded the following:The application of electronic management in Yemeni universities got an average of (2.62 out of 5), and strategic performance got an average of (2.74 out of 5), both with a (medium) degree, while human resources development got an average of (2.47 out of 5) with a (poor) degree.The results also showed that there is a statistically significant relationship between the dimensions of (electronic management) combined in (improving strategic performance) with a value of (0.86), as well as between the dimensions of (human resources development) combined in (improving strategic performance) with a value of (0.88), and finally between the dimensions of (electronic management) combined in (Human Resources Development) with a value of (0.80);There is a statistically significant effect of electronic management in improving the strategic performance in Yemeni universities with the presence of human resources development as a mediating variable whose size was (0.91) and reflects a significant impact, that is, the indirect effect of the mediating variable reached (0.45), as it increased to approximately double.There are no statistically significant differences between the averages of the sample responses, at the level of the three dimensions and their sub-fields, due to the variables of gender (male, female) and years of experience.There are statistically significant differences at the level (α≤0.05) between the averages of the sample responses due to the educational qualification variable in the three dimensions; electronic management, strategic performance and human resource development in favor of the (Master's) category, according to the job title variable in favor of (Dean/ Deputy Dean), according to the university type variable (public/ private) in favor of private universities, according to the variable of training courses in the two dimensions (electronic administration/ human resources development) in favor of the category of 5 courses or less, and in the strategic performance dimension in favor of those who have more than 10 courses. Finally, based on the results, the researcher came up with a set of recommendations in addition to suggestions for complementary studies on the same subject.