Salima Hamouche
Canadian University of Dubai
31 Papers
4 Citations
Salima Hamouche is an academic researcher from Canadian University of Dubai. The author has contributed to research in topics: Computer science & Human resource management. The author has an hindex of 4, co-authored 10 publications. Previous affiliations of Salima Hamouche include Université de Montréal.
Chat about Author
Papers
COVID-19 and employees’ mental health: stressors, moderators and agenda for organizational actions
Salima Hamouche
- 20 Apr 2020
TL;DR: Examining the impact of a complex new pandemic: COVID-19 on employees’ mental health, from social sciences perceptive, mobilizing psychology and human resource management helps to broaden the scope of research on workplace mental health.
The effect of electronic human resources management on organizational health of telecommuni-cations companies in Jordan
Ahmad Qasim Mohammad AlHamad,Muhammad Alshurideh,Khaled Alomari,Barween Al Kurdi,Haitham M. Alzoubi,Salima Hamouche,Sulieman Ibraheem Shelash Al-Hawary +6 more
TL;DR: In this paper , a study aimed at examining the impact of E-HRM on organizational health was presented, which focused on telecommunications companies operating in Jordan and showed that EHRM has a positive impact on organizational Health.
Human resource management and the COVID-19 crisis: Implications, challenges, opportunities, and future organizational directions
TL;DR: The impact of the COVID-19 crisis on human resource management (HRM) is surveyed in this article, which identifies the main challenges and opportunities that have arisen from this new pandemic and offers insights for managers and HRM practitioners.
215
Quiet quitting: relationship with other concepts and implications for tourism and hospitality
TL;DR: In this article , the authors synthesize diverse concepts and theories associated with quiet quitting to understand its meaning, potential causes and to suggest avenues for future research, and provide practical suggestions to managers in tourism and hospitality to prevent the occurrence of quiet quitting.
66
Human resource development and turnover intention: organizational commitment's role as a mediating variable
TL;DR: In this paper , the effect of human resource development on turnover intention through mediating role of organizational commitment was examined and negative effect of both HRD and organizational commitment to turnover intention is observed.