IMPACT OF WORK ENVIRONMENT, LEADERSHIP, HUMAN RESOURCES PRACTICES AND TECHNOLOGY ON ORGANIZATIONS PERFORMANCE

In today's rapidly evolving business landscape, adopting technology plays a pivotal role in shaping the work environment, while effective leadership practices determine how resources are harnessed to achieve organizational goals. To eliminate discrepancies between the literature and the need for more models, integration between work environment resources, leadership management, human resources practices, and technology, leading to inefficiencies in organizational functioning, were examined. Thus, achieving workplace effectiveness requires a comprehensive approach where human resources practices, technological innovations, and leadership management intersect as critical elements. However, this research aimed to develop a new model and conduct confirmatory factor analysis in order to better explore the profound impact of technology adoption and Human Resources Practices on work environment resources and leadership management. Another aim is to examine the relationships between transformational leadership theory and the psychological contract theory of human resources, empowerment, and technology adoption in Saudi Arabia's companies. A quantitative survey (questionnaire) was the primary method of data collection. Thus, 375 employees completed a questionnaire, and the analysis research model was comprehensively assessed using SmartPLS software for structural equation modelling (SEM). The findings revealed that automation technologies, cloud computing, and project management software were positively correlated with technology integration at an organization. Also, the human resources practices factor was positively correlated with performance management and feedback, human resource optimization in supply chain management, organization culture and employee engagement, and empowerment and symbiotic relationship factors, while there was a negative relationship between human resources practices and adaptability and innovation. The results also revealed five relationships to determine the mediating role of technology integration and human resources practices. Four positive relationships existed between technology integration with human resources practices, work environment resources, and leadership management. Also, there was a positive relationship between human resources practices and work environment resources, while there was a negative relationship between human resources practices and leadership management. Finally, dependent factors positively link work environment resources and leadership management.