THE ROLE OF HUMAN RESOURCES FLEXIBILITY IN ACHIEVING ORGANIZATIONAL COMMITMENT

Abstract

The research sought to shed light on the role of human resources flexibility in achieving organizational commitment by measuring the independent variable human resource flexibility in three dimensions (flexibility of skill, flexibility of behavior, flexibility of motivation), as well as measuring the variable organizational commitment as a dependent variable through three dimensions (emotional commitment). Continuing Commitment, Normative Commitment). A sample of the employees of the Southern Technical University of Architecture was selected, as the number of the sample was (82) employees, and the questionnaire was used to collect sample data, in addition to using a set of statistical tools and programs such as the programSPSS, EXCEL, AMOS, Cronbach alpha test and Pearson correlation coefficient to know the validity of research hypotheses. The research delegation reached a set of conclusions, the most important of which was:,The research sample company is interested in selecting and attracting people with experience, skills, capabilities and capabilities, and assigning them to work according to their specializations, and this indicates the ability of human resources flexibility to affect the extent of organizational commitment of workers. as well as a set of recommendations, the most important of which are: The necessity of creating bridges of trust among employees and enhancing the spirit of belonging to the organization within them through behavior and a culture that is cultivated through understanding and knowing the requirements of employees and meeting them.