Abstract

The study aims to discover the relationship of influence between leadership skills across its dimensions (confidence in performance, participation in decision-making, and time management) (an independent variable) and between human resources performance (a dependent variable) and its dimensions. (Technological, organizational, human) The study expressed the problem through a set of questions centered on whether there is a relationship of influence and correlation between the variables of the study. In light of this, a hypothetical model was built from which the main study hypotheses emerged. To test the validity of the hypotheses, data was collected through a questionnaire tool and prepared for this purpose, and a sample of (240) individuals was chosen from leaders, department heads, and divisional officials in the banks investigated. In light of the results, the researchers reached a set of conclusions: Leadership skills are considered one of the best orientations as a style. A new approach based on positive ideas and principles that create a way of working that makes the leader a person who serves subordinates by gaining their trust and helping them achieve their interests instead of being a person who controls their abilities. The study recommended many recommendations, the most important of which are: working to set actual priorities for the dimensions of leadership skills and clarifying Its repercussions on self-efficacy, taking into account that the influencing value of each dimension of leadership skills has a role in human resources performance, meaning that these dimensions must be adopted and the comparison between them approved according to realistic indicators.