Table (4.1) Research population
4.9 Internal Validity
Internal validity of the questionnaire is the first statistical test that used to test the validity of the questionnaire. It is measured by a scouting sample, which consisted of 30 questionnaires through measuring the correlation coefficients between each paragraph in one field and the whole filed.
Table (4.2) clarifies the correlation coefficient for each paragraph of the "The benefits & importance of e-recruitment for the organization" and the total of the field. The p-values (Sig.) are less than 0.05, so the correlation coefficients of this field are significant at α = 0.05, so it can be said that the paragraphs of this field are consistent and valid to be measure what it was set for.
Table (4.2) Correlation coefficient of each paragraph of "The benefits & importance of E-recruitment for the organization" and the total of this field
No. Paragraph Spearman
Correlation Coefficient
P-Value (Sig.)
1. E-recruitment achieves a competitive advantage to the
United Nations Agencies 0.830 0.000*
2. E-recruitment provides an advantage of publishing job
descriptions of vacancies in detail via the Internet 0.720 0.000* 3. E-recruitment provides the ability to post jobs for job
seekers, whether at the local level or the international 0.629 0.000* 4. E-recruitment reduces the number of people attending
the Department of Human Resources for employment inquiries
0.594 0.000*
5. E-recruitment reduces the financial & administrative
costs 0.646 0.000*
7. The use of E-recruitment leads to the rapid access to
qualified human resources 0.837 0.000*
8. E-Recruitment avoids human errors in the management
of human resources 0.837 0.000*
9. E-Recruitment provides the ability to work remotely
through the Internet 0.589 0.000*
10. The use of E-recruitment assists with the accuracy of
the information and data of staff 0.736 0.000*
11. E-recruitment aids in the decision-making process 0.800 0.000* 12. E-recruitment contributes to increase employee
efficiency 0.817 0.000*
13. The use of E-recruitment leads to improving the
services provided to staff 0.807 0.000*
14. The use of E-recruitment aids in avoiding bias during
the recruitment process 0.820 0.000*
* Correlation is significant at the 0.05 level
Table (4.3) clarifies the correlation coefficient for each paragraph of the “Advantages of E- recruitment to the applicant” and the total of the field. The p-values (Sig.) are less than 0.05, so the correlation coefficients of this field are significant at α = 0.05, so it can be said that the paragraphs of this field are consistent and valid to be measure what it was set for.
Table (4.3) Correlation coefficient of each paragraph of "Advantages of E-recruitment to the applicant” and the total of this field
No. Paragraph Spearman
Correlation Coefficient
P-Value (Sig.)
1. E-recruitment provides the ability for applicants to
search for job vacancies via the Internet 0.604 0.000* 2. E-recruitment provides easy access for applicants
to overview the job vacancies advertised on the Internet
0.772 0.000*
3. E-recruitment assists with the ability to apply by filling out the application online and sending it electronically
0.680 0.000*
4. E-recruitment provides the ability to track the
status of your application on the website 0.774 0.000* 5. E-recruitment saves time spent on manual
screening of applications 0.636 0.000*
names of candidates for the written tests on the website after the final screening process
7. E-recruitment provides the possibility to send online tests to candidates rather than conduct tests at the premises of agencies.
0.434 0.000*
8. Online recruitment provides the possibility of conducting interviews with the applicant and the recruitment panel, via video link or telecommunications tool
0.649 0.000*
9. E-recruitment provides the ability to know the results of job applicants automatically through the website
0.655 0.000*
10. E-recruitment reduces the incidence of loss of job
applications 0.621 0.000*
* Correlation is significant at the 0.05 level
Table (4.4) clarifies the correlation coefficient for each paragraph of the “Availability of adequate infrastructure at the Information Technology Center" and the total of the field. The p-values (Sig.) are less than 0.05, so the correlation coefficients of this field are significant at α = 0.05, so it can be said that the paragraphs of this field are consistent and valid to be measure what it was set for.
Table (4.4) Correlation coefficient of each paragraph of “Availability of adequate infrastructure at Information Technology Center "and the total of this field
No. Paragraph Spearman
Correlation Coefficient
P-Value (Sig.)
1. Easy access of entry on the website of the
organization through the Internet 0.570 0.000*
2. The availability of entering the data of curriculum vitae for candidates through the pages of E-recruitment
0.692 0.000*
3. The ability to store, modify and update the data
of curriculum vitae at any time 0.706 0.000*
4. The possibility of choosing any job vacancy advertised on the website and applying for employment through the personal page on the E- recruitment site
0.710 0.000*
5. The availability of proper equipment needed to
6. The availability of human resources to
implement the E-recruitment system 0.765 0.000*
7. Availability of management information systems to run and manage the E-recruitment system
0.762 0.000*
8. Hardware & software are sufficient in practice to
run the E-recruitment system 0.774 0.000*
9. The available servers are sufficient in practice to
run the E-recruitment system 0.772 0.000*
10. Applicants tests can be sent via the current electronic communication system and applicants can complete and submit the tests to the agency in an appropriate manner.
0.247 0.000*
11. The current electronic communication system provides the possibility of holding interviews between the applicant and the recruitment panel via video link in a two way communication
0.558 0.000*
12. The current Internet connection is sufficient to
run the application of E-recruitment system 0.695 0.000* 13. Availability of the necessary protection of data 0.677 0.000* 14. Availability of backup systems/equipment to
manage with disasters and emergency crisis 0.743 0.000* 15. Continuous technical support is available to
users 0.714 0.000*
16. Has the possibility of cooperation and coordination between the Department of Human Resource Management and other departments to develop the E-recruitment system.
0.680 0.000*
17. The possibility of tracking employment applications at any stage of the recruitment process and documenting in electronic form through the databases
0.705 0.000*
* Correlation is significant at the 0.05 level
Table (4.5) clarifies the correlation coefficient for each paragraph of the " The impact of top management support for E-recruitment" and the total of the field. The p-values (Sig.) are less than 0.05, so the correlation coefficients of this field are significant at α = 0.05, so it can be said that the paragraphs of this field are consistent and valid to be measure what it was set for.
Table (4.5) Correlation coefficient of each paragraph of “The impact of top management support for E-recruitment "and the total of this field
No. Paragraph Spearman
Correlation Coefficient
P-Value (Sig.)
1. Senior management to allocate the necessary budget for the provision of specialized staff working on the follow-up of the E-recruitment system
0.881 0.000*
2. Senior management to provide the necessary hardware and software to run the E-recruitment system
0.938 0.000*
3. The senior management continues to update the E- recruitment system in line with other systems that re used world wide
0.882 0.000*
4. The senior management provides training for the Information Technology staff who work on the operation of the system
0.875 0.000*
5. Senior management maintain the continuous
development of the E-recruitment system 0.832 0.000* * Correlation is significant at the 0.05 level
Table (4.6) clarifies the correlation coefficient for each paragraph of the " The real use of E- recruitment system in the United Nations agencies" and the total of the field. The p-values (Sig.) are less than 0.05, so the correlation coefficients of this field are significant at α = 0.05, so it can be said that the paragraphs of this field are consistent and valid to be measure what it was set for.
Table (4.6) Correlation coefficient of each paragraph of " The real use of E- recruitment system in the UN agencies " and the total of this field
No. Paragraph Spearman
Correlation Coefficient
P-Value (Sig.)
1. Job vacancies are advertised in an electronic form 0.462 0.000* 2. Job description is published electronically for the job
vacancy 0.633 0.000*
3. Applications for job vacancies are submitted
electronically 0.561 0.000*
5. Electronic tests used in the process of E-recruitment 0.610 0.000* 6. Marking the tests is conducted electronically 0.556 0.000* 7. Interviews happen by using video link or
communication tools 0.592 0.000*
8. The feedback for application status is delivered
electronically 0.631 0.000*
9. Senior management to monitor the received applications, results of test and interviews through the database
0.369 0.000*
10. Results are disseminated electronically 0.380 0.000* * Correlation is significant at the 0.05 level