Relevant bibliographies by topics / Employee retention Saudi Arabia

Academic literature on the topic 'Employee retention Saudi Arabia'

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Published: 10 December 2022
Last updated: 29 January 2023

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Journal articles on the topic "Employee retention Saudi Arabia"

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Alharthey, Abdullah Mulfi, Yee Choy Leong, Mohd Fuaad Said, and Choo Wei Chong. "An Analysis of The Perceived Factors Impacting Employee Satisfaction and Retention in Saudi Arabia’s Higher Education Sector." Advances in Social Sciences Research Journal 9, no. 6 (June 12, 2022): 19–43. http://dx.doi.org/10.14738/assrj.96.12406.

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The purpose of the study is to examine the factors that are perceived to have an impact on employee satisfaction and retention. This study employed a survey approach in order to gain the respondents' perceptions of the study. The target respondents of this study are academicians in the educational sector in Saudi Arabia. The source of the sampling based on the Saudi Ministry of Higher Education. A total of 384 respondents participated in this study, and the collection of the data was based on a stratified probability sampling technique. To address the research objectives, the study employed PLS-SEM to test the hypotheses of the study. The study has found that work engagement, co-worker relationships, and a supportive work environment are key to employee satisfaction in the educational sector in Saudi Arabia. Meanwhile, the working environment, perceived organizational support, and a supportive work environment are key to employee retention.
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Bander Sayaf, Alshahrani. "Measuring Job Satisfaction Patterns in Saudi Arabia’s Southern Regions Hospitals: Implications for Hospital Staff Retention." International Journal of Management Science and Business Administration 1, no. 3 (2015): 29–49. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.13.1003.

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Saudi Arabia Southern Region hospitals have shortage of health professionals especially doctors. Retention of quality doctors and minimizing staff turnover has, therefore, become a major priority for hospitals. Job satisfaction is recognized as key factor influencing retention of doctors. In our paper special emphasis is put on doctors working is Southern Region hospitals of Saudi Arabia. By conducting correlation analysis we determine the most important factors conducive to job satisfaction. Results of the study indicate that opportunities for promotion have a strong link with job satisfaction, whereas relations with co-workers and attitude toward supervisor exhibited a moderately strong relationship with job satisfaction. The factors of nature of the work, compensations and benefits lack a significant link to overall job satisfaction. The findings imply that the health care service managers need to pay closer attention to the needs of their human resources, especially doctors, in order to not only minimize the doctors turnover but also to improve the organizations’ performance. Additionally, introducing turnover risk programs as well as employee satisfaction programs within the hospital’s management schemes have become a must. Saudi Arabian hospitals, especially those in the Southern Region, can make use of retention strategies to annihilate the unbalance caused by the doctors’ high turnover.
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Alferaih, Adel, Shagufta Sarwar, and Ayman Eid. "Talent turnover and retention research." Evidence-based HRM: a Global Forum for Empirical Scholarship 6, no. 2 (August 6, 2018): 166–86. http://dx.doi.org/10.1108/ebhrm-06-2017-0035.

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Purpose The purpose of this paper is to understand the direct impact of some of the salient factors from the talent management (TM) literature (role conflict, extrinsic rewards, and job satisfaction) and the indirect impact of other factors (organisational commitment, talent retention, and talent engagement) on talent turnover intention. Design/methodology/approach A survey questionnaire collected 521 valid responses from employees holding managerial and non-managerial positions at various levels in 54 five-star hotels in 6 cities in Saudi Arabia. Findings Significant support was found for all nine hypotheses formulated to test the relationships among the seven constructs above. The model was found to explain 68 per cent of variance in talent turnover intention. Research limitations/implications The study contributes to human resource management literature in general and TM in particular by examining the different constructs used in the TM models and by conceptualising a research model, which was empirically validated within the service sector in the context of Saudi Arabia. Practical implications The research has several implications for practitioners in the tourism/service sector in the Middle East, pertaining to the management of talented employees. Specifically, it recommends that managers should promote training and development scenarios and provide a better work environment to strengthen individuals’ commitment to their jobs. Originality/value This is one of the first studies to examine a comprehensive model of TM in the Arab world in general and in Saudi Arabia in particular, using data gathered from employees in the tourism sector.
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Alharthey, Abdullah Mulfi, Yee Choy Leong, Mohd Fuaad Said, and Choo Wei Chong. "Gender's Moderating Role in Employee Satisfaction Determinants and Retention in Saudi Arabia's Higher Education Sector." Advances in Social Sciences Research Journal 9, no. 8 (August 19, 2022): 227–50. http://dx.doi.org/10.14738/assrj.98.12735.

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Saudi Arabia's higher education system suffers from academicians’ retention issues, besides low satisfaction. The employment situation in Saudi universities has shown considerable instability for many years, as shown by the high turnover rates among academic staff. The turnover rate is reported to be high and needs to be addressed with the help of retention strategies. Thus, the objective of this study is to identify and consolidate various relevant factors that have an impact on employee satisfaction and retention in the education sector in KSA, specifically in universities. This study also examines the mediating role of employee satisfaction between three factors: compensation package, perceived organizational support, and supportive work environment with regard to employee retention and the moderating role of gender between employee satisfaction and employee retention. To achieve the objectives, a survey strategy was applied to this study because it is associated with a deductive approach. This study employs the quantitative method, relying on primary data at the cross-sectional horizon. The population of this study comprises the academicians who work within Saudi Arabian universities. The online survey instrument was used to collect the data from the target sample size, which was determined to be 384 academicians. The study used structural equation modeling (SEM) to test the hypotheses developed in the study. The study has found a supportive work environment has a positive, significant relationship with employee satisfaction, as well as with employee retention. However, there were no relationships between (compensation package, perceived organizational support) and both employee satisfaction and employee retention. The study found employee satisfaction significantly mediated the relationship between a supportive work environment on employee retention. This study showed the importance of employee satisfaction in order to assist organizations in achieving employee retention. This study showed that the absence of moderator factors does not affect the relationship between employee satisfaction and employee retention.
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Abaker, Mohamed-Osman Shereif Mahdi, Omar Ahmad Khalid Al-Titi, and Natheer Shawqi Al-Nasr. "Organizational policies and diversity management in Saudi Arabia." Employee Relations: The International Journal 41, no. 3 (April 1, 2019): 454–74. http://dx.doi.org/10.1108/er-05-2017-0104.

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PurposeThe purpose of this paper is to report empirical research conducted in Saudi Arabia on the impacts of organizational policies and practices on the diversity management of the Saudi private sector. To this end, the Saudization policy and views of key respondents have been tested and discussed.Design/methodology/approachPrimary data were collected through questionnaire surveys from the largest 11 private sector organizations listed on the Saudi Stock Market in the financial/banking, oil and gas, petrochemical, private higher education and private health service sectors. Statistical tools such as means and standard deviations and one-samplet-tests were used for analysis.FindingsThe findings suggest that Saudization, retention, pay with benefits and health insurance policies significantly affect the diversity management in the Saudi private sector. Therefore, there is a need to develop organizational policies that support the existence of foreign employees for private businesses in Saudi Arabia. Considering differences as strengths that can be utilized to enhance performance, a diverse workforce might better be able to serve diverse markets.Research limitations/implicationsCollecting data from a closed environment such as Saudi Arabia is constrained by access difficulties, as well as inadequate literature on relevant diversity issues. However, the convenience sampling method and snowballing approach adopted in this study generated reliable data. As a result, this study has implications for both the multinational corporations operating in Saudi Arabia and Saudi owned companies operating in the West and intending to adopt and implement diversity management initiatives for branches in different countries. As such, further research on the gulf countries’ diversity management issues would be critical.Originality/valueThe current study is a first survey-based research endeavor on the topic of diversity management in the Saudi context. The findings contribute to the limited knowledge base on middle eastern countries, thus presenting new empirical evidence on the organizational policies and practices of Saudization, retention, pay and benefits and health insurance policies. The study of the Saudi case, thus adds value to the existing knowledge on diversity management.
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Faisal, Shaha. "Job embeddedness and its connection with person-organization fit among Saudi Arabian employees." Problems and Perspectives in Management 20, no. 2 (June 3, 2022): 348–60. http://dx.doi.org/10.21511/ppm.20(2).2022.29.

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Job embeddedness and person-organization fit are two constructs that reflect employees’ attachment toward their organizations. While job embeddedness enhances employees’ affection, person-organization fit involves the value convergence with the organization. Therefore, the two constructs facilitate continuance in employment. The study attempted to identify the relationship between job embeddedness, person-organization fit, and human capital among the Saudi workforce. Data for the study were collected from 190 full-time employees employed in various organizations in Saudi Arabia. Convenient sampling was used to collect data. The respondents belong to different demographic categories. The data were analyzed using SPSS and structural equation modeling (SEM) techniques. Three hypotheses were formulated for the study to denote the relationships between the variables. For all the hypotheses formulated in the study, t-values (0.71, 0.88, and 0.84) showed a five percent level of significance. The research results thus indicated a significant positive relationship between job embeddedness, person-organization fit, and human capital. The relationship between the constructs and demographic variables was also examined. The findings are significant as the identified constructs help dealing with turnover intention, which is a bane for any organization. Therefore, the results could be used to identify retention strategies. AcknowledgmentsThis publication was supported by the Deanship of Scientific Research at Prince Sattam Bin Abdulaziz University, Alkharj, Saudi Arabia, under the Specialized Research Grant program with Grant No- 2020/02/17318.
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Alanazi, Amal. "The impact of talent management practices on employees’ satisfaction and commitment in the Saudi Arabian oil and gas industry." International Journal of ADVANCED AND APPLIED SCIENCES 9, no. 3 (March 2022): 46–55. http://dx.doi.org/10.21833/ijaas.2022.03.006.

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This study investigates the impact of talent management practices in Saudi Arabian oil and gas organizations and assesses their impact on talent management outcomes including employees' satisfaction and commitment. Although talent management is a new concept for increasing employee on employees' satisfaction and commitment, it is rapidly becoming of great value for academics and managers. The literature review identified the gaps in TM literature; prompting the development of a framework for understanding the relationship between TM, its outcomes. A cross-sectional online-based survey was conducted with employees from major oil and gas organizations, achieving a total sample of 417 participants. Results have indicated various issues such as the need to adopt formal approaches for identifying the talent and lack of opportunities for development that exist in TM practices. Furthermore, the majority of the participants reflected poor satisfaction levels, and a lack of strong commitment was observed among the young employees. Based on the findings, it can be concluded that poor TM practices adopted in Saudi Arabian oil and gas industries in a few instances, especially in relation to talent development and retention by creating a supportive environment through transformational leadership.
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Mohammad, Abdulquddus. "Employee Recruitment , Selection and Retention in Saudi Arabian Family Owned Small and Medium Scale Enterprises ( SME's )." Kuwait Chapter of Arabian Journal of Business and Management Review 4, no. 6 (February 2015): 30–45. http://dx.doi.org/10.12816/0018967.

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Hassanein, Fida, and Hale Özgit. "Sustaining Human Resources through Talent Management Strategies and Employee Engagement in the Middle East Hotel Industry." Sustainability 14, no. 22 (November 18, 2022): 15365. http://dx.doi.org/10.3390/su142215365.

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This study aims to develop a deeper understanding on talent management strategies to encourage employee engagement in the tourism industry of the Middle East during and after COVID-19 and further to reveal the impacts of employee engagement on customer satisfaction. This study was conducted qualitatively, where open-ended questions were posed to 37 managers through semi-structured interviews. Managers in the human resource domain of numerous hotels across the Middle East located in countries such as Lebanon, United Arab Emirates, Egypt, Jordan, Bahrain, Qatar, Saudi Arabia, Turkey and the Sultanate of Oman participated in the study. The majority of Hotels had five-star ratings, and others four-star. The study themes were qualitatively developed from the data using inductive content analysis deployed in QSR NVivo. The results showed that by implementing appropriate talent management strategies, engagement and, consequently, job satisfaction of hotel staff could be enhanced. The COVID-19 pandemic showed that realistic targets must need be set for the effective retention of talented employees. The results imply that a lack of resources and investments in talent management strategies (e.g., reward system) can lead to the loss of talented employees. The overarching impact of talented employees is increased customer satisfaction as service quality is improved and interactions between staff and clients are enhanced. The results are beneficial for scholars as well as leaders in the hotel industry of the Middle Eastern region.
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Ayoob, Mohammad, Abdulrehman Alsultan, Nurjahan Begam, Saleh Al Sumaih, and Hamad Waleed Albuali. "Impact of Socio-demographic factors on Quality of life in Medical Students of Eastern Saudi Arabia." Bangladesh Journal of Medical Science 20, no. 2 (February 1, 2021): 250–57. http://dx.doi.org/10.3329/bjms.v20i2.51531.

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Background: Quality of life of medical students may influenced by different socio-demographic components and disrupt their capability to study medicine. An in-depth exploration of these elements may encourage enhancement in learning and retention of medical students. Aim: This study was designed to identify the role of socio-demographic factors in quality of life in undergraduate medical students. Material and Method: A cross-sectional study was conducted among 223 undergraduate medical students (male = 125, females = 98) at King Faisal University, Saudi Arabia between February and September 2019. An Arabic version of WHOQOL-BREF was used to explore the QOL of medical students. Regression analysis were employed to evaluate association between QOL and socio-demographic factors including age, sex, academic year, family type, area of residence, monthly income, parental education and housing status. Result: The results showed a significant relationship between various socio-demographic variables and quality of life. The findings of the study revealed that gender, academic year, marital status, monthly income and family type were found significant predictors of quality of life among medical students. Conclusion: The present study has explored the impact of socio-demographic factors on the quality of life of medical students. Bangladesh Journal of Medical Science Vol.20(2) 2021 p.250-257
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Dissertations / Theses on the topic "Employee retention Saudi Arabia"

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Bafagih, Lutfi A. "Developing Talent Pipelines for Small and Medium-Sized Enterprises in Saudi Arabia." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6518.

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Firms lose strategic business opportunities to create sustainable growth because leaders do not establish talent pipelines. The purpose of this multiple case study was to explore strategies used by the leaders of Saudi firms to develop talent pipelines. The conceptual framework for this study was the resource-based view. The overarching question that guided this study explored strategies business leaders in small and medium-sized enterprises in Saudi Arabia used to establish talent pipelines to create sustainable growth. Data were collected from semistructured interviews with 8 business leaders of 4 firms operating in western Saudi Arabia and a review of company documents. The business leaders had successful experience and knowledge in talent and performance management. Data were analyzed using inductive and deductive content analysis. The results revealed 4 strategies business leaders in small and medium-sized enterprises in Saudi Arabia used: hiring the right people, establishing a performance management system, differentiating employees based on performance, and implementing employee retention strategies. The implications of this study for positive social change include reducing unemployment rates among Saudi nationals, growing Saudi workers' capabilities, and increasing Saudi families' standard of living.
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Staveley, Ryan Texas. "American Expatriate Retention Factors in Saudi Arabia." Thesis, Baker College (Michigan), 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13427162.

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International assignment experiences assist personnel over time by helping them acquire new business skill sets, global perspectives, and essential intermediate- and advanced-level cross-cultural competencies, which collectively benefit all stakeholders. The purpose of this study was to explore the impact of organizational culture, compensation practices, and job designations during the American expatriate’s career process to maximize retention rates within the Saudi nonacademic local-clientele training sector. The cultural dimensions theory, the model for expatriate selection, and the model for expatriate training framed this study. A qualitative multiple-case research methodology featured a 10-question survey and a 10-question interview with 15 American expatriates representing 11 Saudi organizations. Themes were developed for each research question. Findings for less experienced expatriates showed more career development opportunities and leadership from experienced section managers were needed. Findings for more experienced expatriates showed more active employment policy adaptations were needed. The findings of this study suggested retention is impacted significantly when American expatriates are valued, encouraged to grow career prospects, and inspired to recruit additional personnel to accept foreign mission assignments. A ten-phase career process (TPCP) was developed to identify the exact phase expatriates considered departure. The results of this research will assist organizational decision makers and support level personnel in understanding the most urgent requirements and provide insight into techniques to properly support expatriates most efficiently and cost-effectively.

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Al-Askar, Salih Rashed. "Client and employee perceptions of Islamic banking in Saudi Arabia." Thesis, Durham University, 2005. http://etheses.dur.ac.uk/1301/.

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Alkahtani, Y. A. "Customer retention and churn management in Saudi Arabia : a Saudi Telecom Company (STC) case study competing in the Saudi telecommunication market." Thesis, Nottingham Trent University, 2016. http://irep.ntu.ac.uk/id/eprint/27722/.

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The quantitative piece of research presented in the current document was to continue and enhance research performed and reported in four documents preceding it. This document was designed to build upon previous qualitative research to measure commitment as a predictor of churn among Saudi Telecommunications (STC) Al Jawal post-paid users. The research presented in this document also compares STC’s performance against the performance of its major competitor and refines the questionnaires used to collect data for document 4 into a practicably useful tool for measuring commitment as a predictor of churn at STC. Data collected were analysed using SPSS version 21 while Structural Equation Modelling using AMOS was used in measuring the extent to which image, price, and service influence commitment. The initial 14 reflective indicators of image were reduced to five variables using Principal Components Analysis while price and service were loaded into the model as obtained from the questionnaire. The findings showed that STC/Al Jawal had significantly higher overall impression, capacity to meet subscriber needs, and relevantly differentiated from its competitors than its major competitor. However, the difference in subscriber likelihood/motivation to switch to other competitors in STC/Al Jawal was not statistically significant from that of its major competitor. Other findings showed that none of the constructs could predict calculative/continuance commitment. However, the rating of Al Jawal’s sales offices and the perception that Al Jawal was trying to improve or be innovative for its customers were found to have significant predictor influence on affective commitment. On the other hand, sales offices rating emerged as a significant predictor for normative commitment.
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Al-Dossary, Saeed. "A study of the factors affecting student retention at King Saud University, Saudi Arabia : structural equation modelling and qualitative methods." Thesis, University of Stirling, 2008. http://hdl.handle.net/1893/691.

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The purpose of the study was to identify factors affecting student retention at King Saud University in Saudi Arabia. It has been estimated that 35% of university students leave higher education before completing their studies (Al-Saud, 2006). This study was guided by Tinto’s (1975) Student Integration Theory. Berger and Braxton (1998, p. 104) have stated that Tinto’s integration model ‘has been the focus of much empirical research and has near-paradigmatic status in the study of the college student departure.’ This theory is longitudinal and dynamic and views student retention decisions largely as the results of interactions between the student and the academic and social systems of the institution (Tinto, 1975, 1993). This study used a mixed methods approach. Using the terminology of Creswell (2003), the appropriate description of the overall design of this study is a mixed methods concurrent triangulation strategy. This means that ‘qualitative and quantitative data are collected and analyzed at the same time. Priority is usually equal and given to both forms of data. Data analysis is usually separate, and integration usually occurs at the data interpretation stage’ (Hanson et al., 2005, p. 229). This strategy was selected because it allows the findings to be confirmed, cross-validated, and corroborated within a single study (Creswell, 2003). This strategy consisted of two phases. The first phase was the quantitative approach. Quantitative data were collected from 414 freshman students using two questionnaires administered on two occasions and from the university admission office. The quantitative data were analysed using a structural equation modelling (SEM) technique using the AMOS software package. The results of the SEM indicated that Tinto’s model were not useful in predicting the Saudi freshman student retention process. The variables in the model explained only 30 percent of the variance in student retention. The results of the SEM indicated that four of the nine hypotheses proposed in Tinto’s model were supported by statistically significant results. Moreover, only three variables had direct effects on retention. The largest direct effect on retention was accounted for by initial goal and institutional commitment (0.49), followed by later goal and institutional commitment and pre-college schooling as measured by high school scores (0.10). The second phase of this study utilised a qualitative approach. Qualitative data were obtained from three sources: non-persister students, persister students, and staff members. Seventeen non-persister students were interviewed over the phone; 15 persister students were interviewed using a focus group technique; while staff members were asked to complete a survey. Of the 200 surveys distributed, 37 were returned including responses from 16 lecturers, 12 administrators, 5 librarians and 4 academic advisors. A comparison was made between those students who persisted and those who dropped out using constructs from Tinto’s theory. In relation to students’ levels of goal and institutional commitment, it was found that persister students appeared to be more motivated and to have higher levels of goal commitment than non-persister students. Similarly, persister students appeared to have higher levels of institutional commitment than non-persister students, in part it is suggested, due to the fact that the majority of persister students had been able to select their desired majors whereas the majority of non-persister students had not. In relation to the students’ levels of academic integration, there was no significant difference between both groups of students. Persister and non-persister students both exhibited low levels of academic integration into the university system. In addition, there was no significant difference between both groups of students in terms of social integration. Both groups of students indicated low levels of social integration into the university system. In addition, the participants (persister students, non-persister students, and staff members) were all asked to indicate what they perceived to be the major factors affecting student retention at King Saud University. The findings from the qualitative data not only help to explain and confirm the quantitative findings but also identify why Saudi freshman students leave the university before completing their studies. The most important factors were: difficulties of selecting majors, difficulties of transferring between subjects, lack of academic advice and irregularity of monthly reward.
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Al-Kahtany, Abdulwahab Said. "Organizational Commitment: A Cross-National Comparison of Arab and Non-Arab Employees in Saudi Petrochemical Companies." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc277912/.

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Individuals with different personal demographics and job-based factors have different attitudes and behaviors, which can influence their levels of commitment to their organizations. These differences in organizational commitment increase as their cultural backgrounds differ significantly. Personal demographics and job-related factors are reliable predictors of employees' commitment to their employing organizations. The purpose of this study was to empirically investigate if there is a difference in the level of employees' commitment to Saudi petrochemical companies on the basis of differences in their personal demographics and job-related factors.
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Mahdi, Salah Eldin Taha. "The structure of employee compensation in Saudi Arabia : the case of chemical and petrochemical industries." Thesis, University of Hertfordshire, 2005. http://hdl.handle.net/2299/14235.

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This study examines the wage differentials and wage discrimination among employees in the chemical and petrochemical industries in Saudi Arabia. The context of segmentation is discussed through a detailed examination of the distinct features of the Saudi labour market, with a special emphasis on the Saudisation labour policy that reflects government intervention in the labour market. Under the Saudisation labour policy, the government compelled private firms to attract Saudi nationals to join their services and to secure them permanent jobs. The present study discusses how this policy has distorted the structure and function of the Saudi labour market from both the demand and supply side perspectives. Due to the lack of official data on the Saudi labour market and the restrictions by the Statistics Law in Saudi Arabia on access to any cross-sectional data, a purpose designed cross-sectional survey was conducted among a sample of six hundred Saudi and non-Saudi workers in these industries. Simple statistical analyses of the survey returns have revealed substantial differences in the pay and working conditions between Saudi and non-Saudi workers across a number of personal characteristics, such as levels of education, occupation, years of working experience and marital status. Regression analyses have further confirmed the significant differences in the effects of supply side factors on the monthly earnings on Saudi and non-Saudi workers. Using the Oaxaca-Blinder technique to measure and to decompose differences in average monthly earnings between Saudis and non-Saudis in the chemical and petrochemical industries, the study reveals that the aggregate earnings differentials between the two groups of workers is 62.6% in favour of Saudi workers, while the explained portion of the earnings differential between the two groups of workers is estimated at 3%, and the unexplained portion is calculated at 97%, which indicates a significant level of discrimination in the chemical and petrochemical industries. This study provides an original and systematic attempt at examining wage differentials and wage discrimination with emphasis on the sources of segmentation in the Saudi Arabian labour market between indigenous and migrant workers. It contributes to bridging the gap in the studies on wage differentials and the labour market's segmentation in Saudi Arabia with a hope that the economic reforms that have started in the country will consider such issues to reform its labour market policy.
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Dabil, Saleh Abdullah. "The effect of organisational values on employee theft : a study of supermarkets in Riyadh, Saudi Arabia." Thesis, University of Leicester, 2005. http://hdl.handle.net/2381/30112.

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The primary purpose of this study is to explore empirically the relationship between staff perceptions about organisational values and employee theft, with the intention of showing that the perception of strong organisational values in the workplace by employees minimises the occurrence of employee theft. The study focuses on a chain of company supermarkets in Riyadh, Saudi Arabia. A total of 429 employees from the chosen supermarkets company have answered the questionnaire. Eight top executive staffs including the chairman of the targeted company and 15 store managers were interviewed. Among the findings are that organisational values have been classified into six dimensions as a result of factor analysis and, generally, there are statistically significant relationships between these dimensions and employee theft. The general findings support the main hypotheses of the thesis. The findings also support the hypothesis that employee theft is affected by the level of economic and community pressures as controlling variables for organisational values. The thesis has contributed to both the field of employee theft and the field of retail security theoretically and methodologically as one of the few studies which have been done in Saudi Arabia. Theoretically this study has investigated the relationships between organisational values and employee theft and methodologically by developing both organisational values and employee theft scales. These scales can be utilised for future research. More suggestions for future research and further studies in employee theft in Saudi Arabia are recommended.
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Hijazy, Muhammad. "Equity perception and communication among Arab expatriate professionals in the Kingdom of Saudi Arabia." Thesis, University of Hertfordshire, 2017. http://hdl.handle.net/2299/17710.

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The research aims to study how the communication context within the Arab cultures influences the employees' perception of equity and reaction to inequity. Specifically, the study explores how employees from Arab cultural backgrounds communicate with each other within the Saudi working context; and how they collect, interpret and use the different contextual information - from the contexts in which they live and work - in order to make judgements about issues related to the perception of equity and reaction to inequity. In order to study the research topic, a conceptual framework is developed to reconcile between Equity Theory, Social Comparison Theory and Hall's Context Model; and as a base serving the process of designing/choosing the methods of collecting and analysing the data. Three main research questions are developed which are about (i) how the communication context is related to employees' willingness and ability to react to inequity (ii) how the communication context shapes the nature of inequity reactions executed by employees and (iii) how the communication context is related to the way equity is perceived among employees. A modified version of critical realism is adopted to focus on exploring the mechanisms, within the communication context, which influence the perception of equity and reaction to inequity. A combination of retroduction and abduction is developed in a sense that retroduction is used to direct the research toward exploring the structure and mechanisms within the research setting, while abduction is used to draw conclusions about how the phenomena studied in the research are evolving by the structure and mechanisms. A mixed methods approach is adopted in the research. The research includes data from thirty-five semi-structured interviews which are conducted in mainly three Saudi private-sector organisations located in Jeddah with twenty-nine male employees and six male managers of six different Arab nationalities. Template analysis is used to analyse the qualitative interview transcripts and field notes, while cluster analysis is used to group the research participants based on their quantitative responses. The research finds that there are no clear-cut areas separating the activities linked to the perception of equity and reaction to inequity. I also conclude that the perception of equity norms and equity comparison components can sometimes be separate activities. Some factors such as the religious interpretation, face-saving, and contextual norms and powers influence the employees' willingness to react to inequity by altering the way in which those employees perceive equity norms. Here, unwillingness decisions are often made not as a result of personal conviction but as a compromise based on the personal evaluation of the surrounding context, realising the inability of the self to react to such situations in the first place. Thus, it can be concluded that inability to react to inequity can reduce the employees' willingness to react against under-rewarded situations. The process of perceiving equity comparison components is found to be related to the type of reaction adopted to re-establish the equity; this relationship is represented by groups affiliated by a hidden factor or factors, which is more influential than the ethnicity/nationality of the group's members. The research makes a methodological contribution to knowledge by suggesting a new approach to study human relations through the communication context; a conceptual contribution by combining the concepts of equity perception, social comparison and communication context in one conceptual framework; and an empirical contribution by providing a fresh insight to contextual themes in the Saudi working environment.
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Elmuti, Salah Dean. "The Effect of Participatory Programs Similar to Quality Control Circles on Organizational Productivity in Selected Multinational Organizations in Saudi Arabia." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc332447/.

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This study focuses attention on the multinational organization, an emerging phenomenon, in which people from different cultural backgrounds work together to produce a product or render a service. The purpose of this study is to enhance the available information about the potential for increasing productivity through the use of participatory programs, such as Quality Control Circles, in multinational organizations, especially those operating in Saudi Arabia.
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Books on the topic "Employee retention Saudi Arabia"

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. Employee Motivation in Saudi Arabia. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-67741-5.

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Human resources development in Saudi Arabia: Multinationals and Saudization. Boston: International Human Resources Development Corp., 1986.

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Darley, June. National culture: Management practice and employee performance, the case of Saudi Arabia. Oxford: Oxford Brookes University, 2001.

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Syed, Jawad, and Rodwan Hashim Mohammed Fallatah. Employee Motivation in Saudi Arabia: An Investigation into the Higher Education Sector. Palgrave Macmillan, 2017.

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Syed, Jawad, and Rodwan Hashim Mohammed Fallatah. Employee Motivation in Saudi Arabia: An Investigation into the Higher Education Sector. Palgrave Macmillan, 2020.

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Book chapters on the topic "Employee retention Saudi Arabia"

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "Introduction: Contextualising Motivation." In Employee Motivation in Saudi Arabia, 1–18. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_1.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "A Critical Review of Maslow’s Hierarchy of Needs." In Employee Motivation in Saudi Arabia, 19–59. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_2.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "Cultural Critique of the Hierarchy of Needs and the Saudi Context." In Employee Motivation in Saudi Arabia, 61–101. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_3.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "Questioning the Applicability of Maslow’s Hierarchy of Needs in Saudi Arabia." In Employee Motivation in Saudi Arabia, 103–33. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_4.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "Motivation Unravelled: Gender, Religion and Other Demographic Patterns." In Employee Motivation in Saudi Arabia, 135–211. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_5.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "What Saudi Employees Want: In Depth Insights." In Employee Motivation in Saudi Arabia, 213–53. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_6.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "The Primacy of Social Needs." In Employee Motivation in Saudi Arabia, 255–77. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_7.

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Fallatah, Rodwan Hashim Mohammed, and Jawad Syed. "Conclusion: The Cross-Cultural Complex." In Employee Motivation in Saudi Arabia, 279–94. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-67741-5_8.

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Eabrasu, Marian, and Akram Al Ariss. "Socially Responsible Employee Management: Case Studies from Saudi Arabia and Lebanon." In CSR in the Middle East, 93–113. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137266200_6.

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Smith, Charles. "12. The Arab–Israeli Conflict." In International Relations of the Middle East, 271–97. Oxford University Press, 2019. http://dx.doi.org/10.1093/hepl/9780198809425.003.0012.

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This chapter discusses different aspects of the Arab–Israeli conflict over time — military, political, and economic. The first two decades of the Arab–Israeli conflict, often marked by armed hostilities, were notable for Arab refusal to recognize Israel's existence. Since the 1967 war, Arab states, specifically Syria and Saudi Arabia, have displayed willingness to recognize Israel, and two, Egypt and Jordan, have signed peace treaties; Yasser Arafat recognized Israel's right to exist in the 1993 Oslo agreement. In this regard, most Arab states have adopted a realist approach to the Arab–Israeli conflict, seeking coexistence based in part on acceptance of Israel's military supremacy. In contrast, Israel appears to insist on security through regional domination, coupled with retention of the West Bank as Greater Israel.
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Conference papers on the topic "Employee retention Saudi Arabia"

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Moghal, Arif Ali Baig, and Mosleh Ali Al-Shamrani. "Effect of Temperature on the Heavy Metal Retention Characteristics of Semi-Arid Soils of Saudi Arabia." In GeoCongress 2012. Reston, VA: American Society of Civil Engineers, 2012. http://dx.doi.org/10.1061/9780784412121.405.

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