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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Alajlan, Mohammed Saleh. "Preparedness of Deaf and Hard of Hearing High School Students’ for Undergraduate Education in the Al-Qassim Region of Saudi Arabia." Journal of Educational and Social Research 12, no. 3 (May 5, 2022): 244. http://dx.doi.org/10.36941/jesr-2022-0083.
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Even though obtaining a university degree creates significant socioeconomic benefit, student success or attrition in higher education is deeply affected by their preparedness for this level of the educational journey. Hence, this study endeavored to examine the perceptions of deaf and hard of hearing (D/HH) Saudi high school students regarding their preparedness and readiness to enroll in undergraduate programs. This study employed a quantitative approach to investigate student preparedness using an electronically-distributed survey to obtain responses from 132 individuals. The study revealed that although overall most D/HH students feel they are prepared to enroll in undergraduate programs, gender and type of hearing loss were found to have significant effect on the respondents’ self-perceptions. The results of this research can provide educators with valuable insight into the preparedness of Saudi D/HH high school students to enroll in universities. This understanding can also shed light on how educators can create accommodations in the curriculum to support this population as they transition to college as well as guide educators and other stakeholders in how to teach and assess Saudi D/HH high school students to prepare them for undergraduate programs to increase retention, and graduation.
Received: 16 November 2021 / Accepted: 24 December 2021 / Published: 5 May 2022
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Al-Ahdal, Arif Ahmed Mohammed Hassan, and Mohammed Abdullah Alharbi. "MALL in Collaborative Learning as a Vocabulary-Enhancing Tool for EFL Learners: A Study Across Two Universities in Saudi Arabia." SAGE Open 11, no. 1 (January 2021): 215824402199906. http://dx.doi.org/10.1177/2158244021999062.
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Vocabulary, as important as it is, is largely relegated to the domain of memorization in the English as a foreign language (EFL) situations in the Kingdom of Saudi Arabia (KSA). Assessment and achievement tests have proven time and again that this strategy is not doing any good for the learners’ proficiency. This study was conceived to suggest means of improving critical knowledge application. In pilot studies with intermediate EFL learners at Majmaah University and Qassim University, preliminary findings after using mobile-assisted language learning (MALL) as a tool of collaborative learning indicated improved vocabulary retention. The study employed a mixed-method approach by comparing pre- and posttest results across genders and obtaining direct teacher–learner feedback using questionnaires, with 80 participants from two Universities over a period of 3 months. The questions were centered around seeking their opinion on collaborative learning and using smart devices as study tools on the campuses. Results showed that, the experimental group’s use of mobile devices for collaboration helped them for better retention of vocabulary, postintervention, and group performance was improved drastically with more learners scoring closer to the mean value, while the control group showed no remarkable difference in performance.
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RN, Latifa Khalaf Alshammari, Rechel Mates RN, Mohammed Sayel Ha Alshammari mmad RN, and Faiz Mayah Alshammari RN. "Factors Influencing Job Satisfaction of Nurses in Cardiac Center, Hail, KSA." Saudi Journal of Nursing and Health Care 5, no. 6 (June 9, 2022): 120–27. http://dx.doi.org/10.36348/sjnhc.2022.v05i06.001.
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Background: The present healthcare organizational landscape is experiencing a myriad of issues that have resulted in more and more nurses quitting. Job satisfaction is defined as the employees' feelings and behaviors towards their job. The healthcare system of Saudi Arabia is composed of considerable numbers of expatriate nurses from different countries, bringing about diversity. Compared to the past data, there has been an increment in the rate of nurses quitting, meaning a reduction in job satisfaction. This study determines the factors influencing job satisfaction among nurses working in Cardiac Center Hail in Saudi Arabia. Methods: The study utilized a retrospective study based on prospective data collection focusing on the nursing staff's responses to the staff satisfaction survey in Cardiac Center Hail (CCH). The convenience sampling technique of data collection was adopted since it is incredibly prompt, economical, fast, less sophisticated, and easy to research. This method is random and hence eliminates bias in the research. The data collection process utilized inclusion criteria to ensure high quality and reliable data s obtained. Results: It can be observed the job satisfaction in the Cardiac Center Hail is average since the highest percentage of job satisfaction scores ranges between being average and very good for most of the influencing factors. The most dissatisfying factor in the institution was the food supply, followed by the communication system, transportation, and working hours. Conclusion: This information is critical for utilization by policymaking in developing long-term sustainable strategies for promoting a higher retention rate of nurses through offering favorable conditions to promote health care quality deliverance. . Improvements include allocating allowances, reducing the workload on the nurses by maintaining the required shift time, compensate on overtime, improve the communication system, food should be properly cooked, fresh, and balanced, reduce congestion in accommodation & provide appropriate accessories, and establish proper and reliable transport system.
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Alqarni, Mohammed. "Workforce and its Impact on the Development of Geospatial Technologies to Support the Delivery Management of Urban Infrastructure: Current Status and Future Needs- A Case Study of Riyadh City, Saudi Arabia." International Journal of Advanced Remote Sensing and GIS 9, no. 1 (October 17, 2020): 3405–14. http://dx.doi.org/10.23953/cloud.ijarsg.482.
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Geospatial technologies have created new opportunities for handling spatial information and are becoming more frequently used in many fields. As with other information and communication technologies, receiving growing attention in many disciplines where exerted efforts have been made to take full advantage of their rapid developments. Today, geospatial tools are employed in various fields related to urban management and planning, where they have become important tools in improving decision making. This, in turn, has led to a substantial demand for a qualified workforce able to harness the potential of these technologies. This study focuses on geospatial technology workforces working in the agencies responsible for service delivery in residential neighbourhoods in the city of Riyadh. The Delphi technique was used to understand the needs of the workforce and to highlight the aspects that can support users of these technologies to improve related activities. The study found that there is a shortage of qualified professionals who can bring about the desired outcomes regarding the potential offered by the use of these technologies. Issues of awareness, capacity-building and retention of qualified employees, along with lack of incentives, pose similar problems preventing the development of relevant activities. The results provide a number of strategies that may contribute to positive changes that can be implemented to overcome the challenges.
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Boyles, Catherine, and Natalie Nordhaugen. "An Employee Health Service in Saudi Arabia." AAOHN Journal 37, no. 11 (November 1989): 459–64. http://dx.doi.org/10.1177/216507998903701103.
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W.Y. Tam, Vivian, and S. X. Zeng. "Employee job satisfaction in engineering firms." Engineering, Construction and Architectural Management 21, no. 4 (July 15, 2014): 353–68. http://dx.doi.org/10.1108/ecam-10-2012-0098.
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Purpose – The purpose of this paper is to examine the relationship among cultural values, using the dimension of power distance (PD), and employee job satisfaction in engineering firms in United Arab Emirates (UAE) and Saudi Arabia. Design/methodology/approach – A well-known leading survey design, the Value Survey Module 94 developed by Hofstede (1980), is used in measuring PD as a quantitative methodology in the form of a questionnaire survey in UAE and Saudi Arabia. Findings – Power distance index (PDI) show variation not only at country level, but also at firm level. Consultative is found to be the most preferred manager type by the employees. Employees perceiving their managers to be consultative are the least afraid of disagreement with their managers. “Work”, “co-workers” and “operating procedures” find to be the major job satisfaction facets while “opportunities for promotion” and “reward” are the least attracted to job satisfaction. Age is found positively correlated with “pay”, “work”, “opportunities for promotion” and “benefits”. “Work” and educational qualification of the employees are negatively correlated but no significant correlations appear to exist with other job satisfaction facets. No significant correlation existed between education level and PDI is found. Originality/value – This paper is one of the first studies on PD and job satisfaction in UAE and Saudi Arabia. This can provide significant insight of how the Middle East countries, UAE and Saudi Arabia, react with globalization in the recent years. Recommendations for improving the existing job satisfaction in the Middle East countries are also explored.
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Serhan, Amira, and Heba Gazzaz. "The Impact of Emotional Intelligence on Employee Performance in Saudi Arabia Banking Sector." Journal of Economics and Administrative Sciences 25, no. 116 (December 31, 2019): 127–46. http://dx.doi.org/10.33095/jeas.v25i116.1791.
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Saudi Arabia’s banking sector plays an important role in the country’s development as it is among the leading sectors in the financial sector. Considering, two main Saudi banks (The National Commercial Bank and Saudi American bank), the present study aims to observe the impact of emotional intelligence on employee performance. The components of emotional intelligence affecting employee performance include self-management, relationship management, self-awareness, and social awareness. A quantitative methodology was applied to analyse the survey results of 300 respondents over the period from 2018 to 2019. The results show that there was a significant positive impact of self-management, self-awareness, and relationship management on employee performance. However, in the Saudi banking sector, there was no impact on social awareness on employee performance.
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Sahni, Jolly. "Employee Engagement Among Millennial Workforce: Empirical Study on Selected Antecedents and Consequences." SAGE Open 11, no. 1 (January 2021): 215824402110022. http://dx.doi.org/10.1177/21582440211002208.
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Although employee engagement has been investigated by many scholars, there has been minimal research on this subject for millennial workforce. To bridge the research gap, the present study intends to examine employee engagement among millennial workforce of Saudi Arabia. In addition, the mediation effect of employee engagement on the relationship between antecedents; job characteristics, job satisfaction, and consequences; organizational commitment and intentions to quit is explored with social exchange theory (SET) as a theoretical underpinning. It tests the hypothesis by using data from 408 employees working in private sector companies located in Riyadh, Saudi Arabia through a self-administered questionnaire. SPSS Amos 25.0 was used to analyze the data. The results suggest that there exists a satisfactory condition of employee engagement among Saudi youth. Findings propose a significant positive relationship between job characteristics, job satisfaction, and organization commitment. Employee engagement was found to be a significant and partial mediator amid job characteristics, job satisfaction, and organization commitment. However, the results were not significant for the variable turnover intentions. There is a dearth of research on millennial workforce of Saudi Arabia, and this study would be perhaps, the first one to explore employee engagement in this context. It contributes to the current literature and theory development of employee engagement. Since the findings are based on limited millennial employees’ responses, there is no universal claim for generalization.
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Saddiya, Kamal, and Faieza Abdul Aziz. "Effects of Motivation Parameters on Employee Performance in a Saudi Construction Company." East African Journal of Engineering 5, no. 1 (March 17, 2022): 72–86. http://dx.doi.org/10.37284/eaje.5.1.586.
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Saudi Arabia is one of the major leading economies in middle east, especially in the construction field. Enhanced extrinsic and intrinsic employee motivation has been widely attached with better employee performance in construction industry. Presently, a trend of demotivation among Saudi construction professionals is markedly noted. However, the matter of employee motivation with relation to employee performance has not been studied in the construction industry context of Saudi Arabia. The primary aim of this research is to determine the effects of motivation parameters on employee performance in the Saudi construction company of Nesma, Madinah branch. The research adopted a mixed research method, where interviews with four of the company’s managers were conducted to identify adopted motivation parameters in the company, and questionnaire surveys were distributed among the sixty-one professional employees of the company to evaluate the effects of different motivators on their levels of work motivation and performance. The data collected was analysed with SPSS v25 by means of descriptive statistics, relative importance index (RII), Multiple Linear Regression and Pearson Correlation to determine the relationship between different extrinsic and intrinsic motivators with employee motivation and employee performance. Data analysis revealed the most effective extrinsic and intrinsic motivators of the company’s employees. Along with a significant and positive relationship between intrinsic and extrinsic motivators with employee performance of (0.484) and (0.385) respectively, and a significant effect of intrinsic motivation on employee performance of (0.554). Backed with the detailed analyses, an employee motivation framework was developed then validated by the company’s experts, indicating its applicability and usefulness for improving their employee motivation and performance. The importance of this study is its uniqueness and novelty to be the first to discuss the issue of employee motivation in Saudi construction industry, in conjunction with its output framework which will help the company’s management to formulate effective policies to increase their employee’s motivation and level of performance, and eventually assist the progress of construction industry in Saudi Arabia.
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Badraig, Haifa. "The Role of Human Resource Management Practices in Achieving Job Satisfaction within Organizations in the Kingdom of Saudi Arabia (A Field Study on a Group of Small and Medium-sized Companies in Jeddah)." International Journal of Research and Studies Publishing 3, no. 34 (August 20, 2022): 332–58. http://dx.doi.org/10.52133/ijrsp.v3.34.11.
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This study aimed to discover the role of human resource management practices in achieving job satisfaction within organizations in the Kingdom of Saudi Arabia. The field of study consists of a group of small and medium companies located in the city of Jeddah. A questionnaire was prepared and developed for the study. For the purpose of this study, (150) questionnaires were distributed to the employees of the group of companies under study. The number of questionnaires returned was (147) with a percentage of (98%). After examining the retrieved forms, it was found that there were (6) questionnaires with incorrect and incomplete data. Thus, the number of valid questionnaires for analysis is (141), which represents (94%) of the total number that was distributed. After testing and analyzing the hypotheses of the study, the results showed that there is a statistically significant effect of human resource management practices on employee satisfaction in small and medium-sized companies in Jeddah, Saudi Arabia. There is a statistically significant effect of recruitment and selection on employee satisfaction in small and medium-sized companies in Jeddah, Saudi Arabia. There is a statistically significant effect of training programs on employee satisfaction in small and medium-sized companies in Jeddah, Saudi Arabia. One of the most prominent recommendations of the study is that the senior management in institutions in the Kingdom of Saudi Arabia implement a more equitable incentive system that provides employees with the benefits they need other than basic benefits, such as health care, additional wages, and other non-essential benefits.
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Al Kahtani, Nasser Saad, and Sulphey M. M. "A Study on How Psychological Capital, Social Capital, Workplace Wellbeing, and Employee Engagement Relate to Task Performance." SAGE Open 12, no. 2 (April 2022): 215824402210950. http://dx.doi.org/10.1177/21582440221095010.
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The current study was conducted to examine the relationship between Psychological capital (PsyCap), Social capital, Workplace wellbeing, and Employee engagement in Saudi Arabia. Only limited evidence exists about the relationship between the constructs in Saudi Arabia. Data was collected from 395 gainfully employed Saudi samples, using five standardized and validated questionnaires. The data was analyzed using Exploratory and Confirmatory Factor Analysis and Structural Equation Modeling (SEM). SEM was conducted using the R Program. The results indicate a significant positive relationship between PsyCap, workplace wellbeing, and employee engagement with task performance. No significant relationship was found between social capital and workplace wellbeing. By addressing a previously unexplored area, the present study has provided substantial contribution to the literature
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Yahya Alhakami, Ibrahim, and Omar Ghazi Baker. "Nurses’ happiness and awareness of their influence on work in governmental and private hospitals." Clinical Nursing Studies 7, no. 1 (August 27, 2018): 21. http://dx.doi.org/10.5430/cns.v7n1p21.
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Nurses passed through many stressful experiences during nursing work. Emotional support and considering their emotional needs can alleviate such work-associated tension and contribute to the quality of their performance. Nurses’ happiness and awareness of their influence on work are necessary blocks to build the nurses’ emotional steadiness, and thus their work retention and turnover rates would be maintained. This study establishes to attain two aims: First: to identify the levels of nurses’ happiness and the awareness of their influence on work, in governmental and private hospitals, in Jeddah, Kingdom Saudi Arabia (KSA). Second: to determine the correlation between those perceived variables. Thus, a descriptive, correlative and comparative research design was employed with 300 registered nurses in King Abd El Aziz governmental hospital and 200 registered nurses in private International Medical Center, Jeddah, KSA. A survey method was applied for data collection, and the study questionnaire involved three parts. Part one is about nurses’ personal profile. The second part included happiness subscale, which was developed by Warr et al., in 1979 and the third one is the individual influence on the work scale that was developed by Toode et al., in 2015. The study findings reveal that the majority of both study groups reported a fair level of happiness, with a moderate awareness level of their influence on work. Additionally, nurses who are working in private hospital have a higher awareness level of their influence on work and happiness, more than the nurses who are working in the governmental hospital. Study subjects who experience a high level of happiness have a high level of awareness of their influence on the work. Therefore, the correlation coefficient among both research variables in both hospitals indicated a noteworthy stronger positive correlation. Conclusion and recommendations: nurse’s happiness and awareness of their influence on work are essential emotional aspects to be considered in nursing management. Fitting plan for nurses’ psychological stability at work should be designed and implemented, particularly in governmental hospitals in Jeddah. Also, Nurse Manager should assess and maintain a high nurses’ happiness level and awareness of their influence on the work; consequently, nurses work product will be improved. Further studies are needed to investigate the study variables by different measurement tools for behaviors or skills. A study about an assessment of the relation between the nurse’s emotional status and their performance is suggested.
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Alsadaan, Nourah, Linda K. Jones, Amanda Kimpton, and Cliff DaCosta. "Challenges Facing the Nursing Profession in Saudi Arabia: An Integrative Review." Nursing Reports 11, no. 2 (May 31, 2021): 395–403. http://dx.doi.org/10.3390/nursrep11020038.
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There is a paucity of recent literature identifying the issues facing the nursing profession in Saudi Arabia. The aim of this integrative review is to highlight the ongoing challenges facing the nursing profession in Saudi Arabia despite attempts to make a difference and suggests recommendations for the future. Literature published from 2000 to 2020, inclusive, relevant for nursing challenges in Saudi Arabia was accessed and reviewed from multiple sources. In Saudi Arabia, inadequate numbers of Saudi nurses have prompted an increase in recruitment of expatriate nurses. This has created its own issues including, retention, lack of competency in English and Arabic, as well as Arabic cultural aspects, insufficient experience, and a high workload. The result is job dissatisfaction and increased attrition as these nurses prefer to move to more developed countries. For national nurses, the issues are the need to recruit more and retain these nurses. There are a range of cultural factors that contribute to these issues with national nurses. There is a need to improve the image of nursing to recruit more Saudi nurses as well as addressing issues in education and work environment. For expatriate nurses there is a need for a better recruitment processes, a thorough program of education to improve knowledge and skills to equip them to work and stay in Saudi. There is also a need for organizational changes to be made to increase the job satisfaction and retention of nurses generally. Healthcare in Saudi Arabia also needs leaders to efficiently manage the various issues associated with the nursing workforce challenges.
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Khalil, Mohamed K. M., Ahmed T. El-Olemy, Tamer Shaban Aboushanab, Abdullah AlMudaiheem, Asim Abdelmoneim Hussein, and Saud AlSanad. "Posttraining Knowledge Retention among Licensed Cupping Providers in Saudi Arabia." Complementary Medicine Research 26, no. 5 (2019): 329–35. http://dx.doi.org/10.1159/000497357.
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Background: One of the licensing requirements for cupping providers in Saudi Arabia is to attend a compulsory training course that lasts 5 days for non-physicians and 4 days for physicians, irrespective of any previous experience in cupping therapy. The course is conducted by the National Center of Complementary and Alternative Medicine (NCCAM/MOH). As a part of course auditing, the current study aimed to evaluate knowledge retention among licensed cupping providers 1–3 years after passing the official cupping course. Methods: Licensed cupping providers were invited to attend a continuing medical education activity. Sixty-two attended the continuing medical education activity. Before the event, participants were asked to answer 35 multiple-choice questions taken from the same data bank as the pretest and posttest of the course. The test scores were linked and compared with the pre- and posttest of the training course. Results: A paired t test showed significant differences between the pre- and posttest knowledge scores (mean difference: 224.6 ± 86, p = 0.0001) and between the posttest and follow-up knowledge scores (mean difference: –115.26 ± 103.9, p = 0.0001). The follow-up score was still significantly higher than the pretest score, with a mean difference of 112 (95% CI: 83.66–140.34, p = 0.0001). There was no significant effect of category (physician vs. non-physician) on knowledge retention after controlling for the postcourse score. Gender, the total duration of experience, and total years of experience in cupping did not affect knowledge score retention between the physicians and the non-physicians. Conclusion: The official cupping training course of the NCCAM/MOH achieved reasonable knowledge retention. To achieve long-term knowledge retention, refresher training/courses and continuous professional development will be required.
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Abdullah, Rana, and Bahjat Fakieh. "Health Care Employees’ Perceptions of the Use of Artificial Intelligence Applications: Survey Study." Journal of Medical Internet Research 22, no. 5 (May 14, 2020): e17620. http://dx.doi.org/10.2196/17620.
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Background The advancement of health care information technology and the emergence of artificial intelligence has yielded tools to improve the quality of various health care processes. Few studies have investigated employee perceptions of artificial intelligence implementation in Saudi Arabia and the Arabian world. In addition, limited studies investigated the effect of employee knowledge and job title on the perception of artificial intelligence implementation in the workplace. Objective The aim of this study was to explore health care employee perceptions and attitudes toward the implementation of artificial intelligence technologies in health care institutions in Saudi Arabia. Methods An online questionnaire was published, and responses were collected from 250 employees, including doctors, nurses, and technicians at 4 of the largest hospitals in Riyadh, Saudi Arabia. Results The results of this study showed that 3.11 of 4 respondents feared artificial intelligence would replace employees and had a general lack of knowledge regarding artificial intelligence. In addition, most respondents were unaware of the advantages and most common challenges to artificial intelligence applications in the health sector, indicating a need for training. The results also showed that technicians were the most frequently impacted by artificial intelligence applications due to the nature of their jobs, which do not require much direct human interaction. Conclusions The Saudi health care sector presents an advantageous market potential that should be attractive to researchers and developers of artificial intelligence solutions.
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Hallila, Liisa Elina, and Jehad Omar Al-Halabi. "Saudi female university employee self-determination in their own health-related issues." Journal of Nursing Education and Practice 8, no. 8 (March 19, 2018): 12. http://dx.doi.org/10.5430/jnep.v8n8p12.
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Introduction: To date, there have been no studies located investigating Saudi women's self-determination in their own health-related issues. This study aims to investigate how women in Saudi Arabia see their ability and willingness to decision making in this matter.Methodology: The study design is ethnonursing and Leininger’s Sunrise model was utilized as background theory; qualitative data analysis method was used. 12 Saudi women worked at a large University in Saudi Arabia were interviewed in-depth.Results and discussion: Seven universal Saudi Arabian cultural themes were identified: customs and traditions, women’s decision-making denied, shared decision-making, informed women and empowerment rise, financial status matters, emerging changes in the society, and impact from the Western world.Conclusions: One of the major findings in the interviews was that all research participants observed themselves as more independent and empowered than in the accounts reflecting other women they knew. They saw other women, whom they met at the hospital or who were their friends or relatives, were without equal rights for independent decision making. Mainly, men are interested in reproductive health and are willing to dominate women’s independent decision making in healthcare. The main conclusion, according to this study, the Saudi women research participants who are educated, are more independent in their health-related decision making than the previous literature suggested. The result may be different in villages and among less educated women and their husbands.
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Altwijri, Areej M., and Tahani I. Aldosemani. "Employee Perceptions of the Effectiveness of E-training to Meet Performance Evaluation Requirements." International Journal of Learning, Teaching and Educational Research 21, no. 2 (February 28, 2022): 49–71. http://dx.doi.org/10.26803/ijlter.21.2.4.
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Saudi universities have moved to e-training programmes, including ‘Ithrai’ and other platforms, due to their potential effectiveness and cost-efficiency. However, limited efforts have been made to evaluate the effectiveness of e-training programmes in the context of university workplaces in Saudi Arabia using Job Performance Evaluation Charter JPEC. The purpose of this study is to address this gap in the literature by examining the effect of e-training on meeting JPEC requirements for employees in the public university context in Saudi Arabia. This study highlights that e-training approaches are important to ensure that employees have acquired essential competencies and skills using JPEC as the foundation for their evaluation. In addition, it is important to take into account the different levels of knowledge among employees and encourage cooperation in order to overcome the various knowledge gaps among them as a result of their different abilities in dealing with technology. Participants highly agreed on the impact of e-training in terms of meeting the requirements for evaluating job performance in the area of employee professional development with a mean of (4.19). This research, however, is subject to several limitations. First, the study occurred at one Saudi university and is geographically limited. It also relied on a small sample size and it may not be possible to generalise the reported perceptions to the whole institution or Saudi Arabia as a whole. Other researchers could replicate the study by including different institutions in different geographical regions. Second, all the data were self-reported and may suffer from social desirability bias. Thus, readers should interpret the findings with caution.
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Amer, Mohammed Elmetwali Mohammed. "Attitudes of Primary School Students in Saudi Arabia Towards Using PowerPoint Program in Classroom." Asian Education Studies 5, no. 2 (September 4, 2020): 1. http://dx.doi.org/10.20849/aes.v5i2.794.
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The present study aimed to explore the attitudes of primary school students in Saudi Arabia towards using PowerPoint program in classroom. A descriptive analytical approach was adopted and a questionnaire was developed. The researcher selected a purposive sample consisting of305 sixth grade male students from five primary schools in Al-Sulail, Saudi Arabia. The questionnaire forms were distributed to all of those students. All of the distributed forms were retrieved and considered valid for analysis. SPSS program was used. It was found that most of the primary school students in Saudi Arabia have excellent skills in using the PowerPoint program. It was found that primary school students in Saudi Arabia have positive attitudes towards using PowerPoint program in classroom. It was found that using PowerPoint enriches students’ knowledge, and increases their concentration, and academic achievement. It was found that using PowerPoint improves students’ understanding of the material, problem solving skills, and information retention.
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Alsubaie, Abdullah, and Godfrey Isouard. "Job Satisfaction and Retention of Nursing Staff in Saudi Hospitals." Asia Pacific Journal of Health Management 14, no. 2 (July 22, 2019): 68–73. http://dx.doi.org/10.24083/apjhm.v14i2.215.
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The objective of this study is to investigate job satisfaction amongst nurses in Saudi Arabian hospitals. In recent years, there has been considerable growth in the healthcare system in Saudi Arabia, yet little attention has been paid to improving the performance of healthcare professionals, by improving job satisfaction and retention of nursing staff. This paper reviews the research conducted on job satisfaction, and retention of Saudi nursing staff. This is an integrative review of previous studies on job satisfaction and retention of Saudi nursing staff. The electronic databases Google Scholar, CINAHL, PubMed, and Global Health were used to identify peer-reviewed literature published between 2009 and 2018. The literature review showed that the majority of nurses were satisfied in their job. However, there was a shortage of research in retention of nurses. The evidence from this study suggests that the hospitals need to ensure high level of job satisfaction and decent wages of nurses for maximum retention of nurses.
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Alyoubi, Bader A. "The Impact of Big Data on Electronic Commerce in Profit Organisations in Saudi Arabia." Research in World Economy 10, no. 4 (December 22, 2019): 106. http://dx.doi.org/10.5430/rwe.v10n4p106.
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Big Data is gaining rapid popularity in e-commerce sector across the globe. There is a general consensus among experts that Saudi organisations are late in adopting new technologies. It is generally believed that the lack of research in latest technologies that are specific to Saudi Arabia that is culturally, socially, and economically different from the West, is one of the key factors for the delay in technology adoption in Saudi Arabia. Hence, to fill this gap to a certain extent and create awareness about Big Data technology, the primary goal of this research was to identify the impact of Big Data on e-commerce organisations in Saudi Arabia. Internet has changed the business environment of Saudi Arabia too. E-commerce is set for achieving new heights due to latest technological advancements. A qualitative research approach was used by conducting interviews with highly experienced professional to gather primary data. Using multiple sources of evidence, this research found out that traditional databases are not capable of handling massive data. Big Data is a promising technology that can be adopted by e-commerce companies in Saudi Arabia. Big Data’s predictive analytics will certainly help e-commerce companies to gain better insight of the consumer behaviour and thus offer customised products and services. The key finding of this research is that Big Data has a significant impact in e-commerce organisations in Saudi Arabia on various verticals like customer retention, inventory management, product customisation, and fraud detection.
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Alzalabani, Abdulmonem Hamdan. "Antecedents of Job Satisfaction in Saudi Arabia: Impact of Industrial Sector." International Journal of Business and Management 12, no. 11 (October 18, 2017): 61. http://dx.doi.org/10.5539/ijbm.v12n11p61.
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The exhaustive effort of Government of Saudi Arabia to standardize HRM practices across different industrial sectors in the Kingdom is expected to enhance the participation of its nationals in private sectors including SME’s. This study is an effort to understand the perceived level of job satisfaction, job stress, work place violence and role clarity after the enforcement of “Nitagat” program and various amendments in the present law to promote employee well being and employee participation in order to enhance job satisfaction.The study reports a moderately better level of job satisfaction across all respondents but constrained by industry type. In spite of the best efforts of competent authorities to ensure better work environment by amending and designing regulations a significant higher job stress and work place violence is reported in private sector as compared to public sector which has fared better scores on Role clarity and lower scores on work place violence and job stress. As demonstrated through Structural equation model, the relations between job stress, role clarity and work place violence across industry sector (public vs private) further implying that key practices pertaining to HRM still remain a concern to be addressed.
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Alyoubi, Bader, Md Rakibul Hoque, Ibraheem Alharbi, Adel Alyoubi, and Najah Almazmomi. "Impact of Knowledge Management on Employee Work Performance: Evidence from Saudi Arabia." International Technology Management Review 7, no. 1 (2018): 13. http://dx.doi.org/10.2991/itmr.7.1.2.
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Alferaih, Adel. "How does emotional intelligence improve employee satisfaction and performance with mediating effect of employee engagement? Perspective from Saudi Arabian private companies." International Journal of ADVANCED AND APPLIED SCIENCES 8, no. 8 (August 2021): 79–93. http://dx.doi.org/10.21833/ijaas.2021.08.011.
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The main focus of this study is to examine how Emotional Intelligence (EI) improves Employee Job Satisfaction and Performance (EJSP) with mediating effect of Employee Engagement (EE) in private sector organizations of the Kingdom of Saudi Arabia (KSA). The nature of the research study is quantitative, and a correlational design has been adopted for the study. Primary data was collected from a sample of 537 employees of private organizations in major cities of KSA. SPSS and Smart PLS were used to run different statistical techniques to test the proposed model. The results of this research study reveal that EI positively impacts the performance and satisfaction level of employees where EE also mediates the relationship between EI and performance and satisfaction level of employees. Also, age, gender, and experience of employees act differently as a moderator in this study. The contribution from this research study would be an addition to existing literature. This research study holds a significant involvement towards theory, practice, and methodological progression in the field of learning and creating EI abilities and its vital influence on performance and satisfaction level of employees in the Saudi Arabian context, as no such study has been conducted in Saudi Arabia, to the best of our knowledge. The study is supposed to provide useful insights into the methodological advances in the field of EI as a learnable ability that can be created. EI should be enhanced to employees to get a significant level of performance and satisfaction in the working environment.
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Aldosari, Mohammad, Waad Alrahmah, Fadila Al Hammad, Rahaf Alhmadi, Shahzeb Ansari, and Khames Alzahrani. "Patient Experience and Satisfaction of Orthodontic Retention after Treatment in Saudi Arabia." International Journal of Innovative Research in Medical Science 6, no. 09 (September 2, 2021): 512–18. http://dx.doi.org/10.23958/ijirms/vol06-i09/1189.
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Background: Orthodontics treatment aimed to make patient satisfied about treatment result starting from appearance to the function. Orthodontic retention is consider as important stage to stabilize the result of orthodontic treatment and avoid relapse that caused by normal age changes. Methods: A cross-sectional study performed through patient questionnaires. A total of 450 patients were included in the study. The questionnaire included 19 questions. The questionnaire consisted of question about socio-demographic status of the respondents such as age, gender, also included question about the type of retainer fixed or removable retainers that were used, duration of wearing retainer and Retention protocol. Result: In our study majority of the participants were females (87.3%), and 55.3% belonged to the 20-25 years age group. The fixed orthodontic related history showed 59.8% had undergone the treatment for 1 to 3 years and 31.6% of the participants reported that they had removed the fixed braces for more than five years. Among these participants, 89.5% (n=34) reported that the fascia (space) closed between the upper frontal teeth after Frenectomy, and 65.8% (n=25) agreed that spaced between the two upper front teeth still closed after removing the retainer. Conclusion: The study findings showed that the majority of the participants were aware of the frequency and duration of wearing retainers but didn't completely adhere to the instructions given by the orthodontists and/or dentists. The major reason for not using retainers was difficulty in speaking or uncomfortableness.
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Al-Jewair, Thikriat, Mohammad Hamidaddin, Hamdan Alotaibi, Nasser Alqahtani, Sahar Albarakati, Eman Alkofide, and Khalid Al-Moammar. "Retention practices and factors affecting retainer choice among orthodontists in Saudi Arabia." Saudi Medical Journal 37, no. 8 (August 1, 2016): 895–901. http://dx.doi.org/10.15537/smj.2016.8.14570.
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A. Al-Maabadi, Ahlam. "Job involvement, and Career Retention Rate among Nursing Personnel in Saudi Arabia." International Journal of Nursing and Health Science 6, no. 01 (January 25, 2020): 60–67. http://dx.doi.org/10.14445/24547484/ijnhs-v6i1p108.
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Bailey, Ainsworth Anthony, Faisal Albassami, and Soad Al-Meshal. "The roles of employee job satisfaction and organizational commitment in the internal marketing-employee bank identification relationship." International Journal of Bank Marketing 34, no. 6 (September 5, 2016): 821–40. http://dx.doi.org/10.1108/ijbm-06-2015-0097.
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Purpose The purpose of this paper is to assess the impact of a global measure of internal marketing on bank employee job satisfaction and employee commitment to the bank. In addition, the authors assessed the subsequent impact of job satisfaction and employee commitment on employee-bank identification. The dual mediating role of job satisfaction and employee commitment in the internal marketing-employee bank identification relationship was also explored. Design/methodology/approach Using self-administered questionnaires, the authors collected data from a convenience sample of Saudi Arabian bank employees attending training at the Institute of Banking, Saudi Arabia. Structural equation modeling was used to assess the predicted structural relationships. Findings Internal marketing has highly significant positive effects on job satisfaction and employee commitment to the bank. These in turn influence employee bank identification. Internal marketing also impacts employee bank identification indirectly through its impact on both job satisfaction and employee commitment. Practical implications Bank management needs to take a holistic approach to internal marketing and ensure that they create an environment where employers will be satisfied and committed to the point that they will feel proud to be associated with the organization. Originality/value The study uses a global measure and provides evidence of the dual mediating effects of job satisfaction and employee commitment to the bank in the internal marketing-employee bank identification relationship. This evidence is unearthed in the Saudi Arabian banking sector, characterized by conventional and Islamic banks.
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Shash, Ali. "Financial Analysis for Replacement of Construction Equipment in Saudi Arabia." Construction Economics and Building 5, no. 1 (November 19, 2012): 16–22. http://dx.doi.org/10.5130/ajceb.v5i1.2939.
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This study report results of a survey conducted in the EasternProvince of Saudi Arabia to explore the procedures and financialtechniques that large-size contractors utilise in replacingequipment. The results indicated that contractors set severalreplacement alternatives that they evaluate by using a set ofvarious qualitative and quantitative factors. The contractors’business objectives, employee safety and morale, and, contractors’image in the industry were found to be the most influentialqualitative factors affecting the decision of equipment replacement.Inflation, downtime, obsolescence, salvage value, and depreciationare among the top quantitative factors that contractors considerwhile making a decision to replace equipment. Because of theirsimplicity and practicality, the net present value, payback period,and the economic life are the most popular techniques that areutilised for analysing the financial issues of proposed replacementalternatives.
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Yusuf, Nadia, and Dr Nisreen Ismail Albanawi. "Harmonizing Education Outcomes with the Needs of the Saudi Labor Market Demand." International Journal for Innovation Education and Research 4, no. 7 (July 31, 2016): 191–97. http://dx.doi.org/10.31686/ijier.vol4.iss7.574.
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This paper focuses on the exploration of particular education outcomes in the context of Saudi Arabia and how those aspects can be harmonized with the needs of the Saudi labor market demand. Different arguments related to the emergence of education and training opportunities for the workforce of Saudi Arabia are presented and critically analyzed against major findings derived from the literature. A relevant conclusion presented in the paper refers to the statement that Saudi Arabia is on the right path of expanding its talented employee base in an attempt to improve its education system by making it adequately competitive as compared to major education systems around the world. The research methodology utilized in the study is quantitative by nature implying the researcher's focus on obtaining as objective and unbiased findings from participants as possible. The data collection method used by the researcher is questionnaires as they are identified as a reliable tool to derive adequate information from participants. The research methodology paradigm implemented in the current study refers to positivism. The main conclusion presented in the paper is associated with the belief of participants that the Saudi education system is efficient and reliable enough to accommodate the education and labor market needs of the local population.
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Abdelrahman, Amer Shafie, Zohair Jamil Gazzaz, Mohamad Nidal Khabaz, Marwan A. Bakarman, AbdElaziz Yaseen, Nadeem Shafique Butt, Mohammed Alhabib, et al. "Screening of Prediabetes and Type 2 Diabetes Mellitus in Rabigh, Saudi Arabia." Global Journal of Health Science 10, no. 3 (February 18, 2018): 161. http://dx.doi.org/10.5539/gjhs.v10n3p161.
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INTRODUCTION: Identifying people with an increasing risk of diabetes provides a chance to change some factors before the occurrence of serious sequelae and permits the expectation of diabetes tendencies and the necessitated means to manage emerging diabetes. This current research aimed to screen students versus employees in Rabigh campus, King Abdulaziz University for the incidence of prediabetes and diabetes mellitus Type 2.METHODS: A sample of 279 was proportionally taken from student and employee study groups. Structured Modified Diabetic Risk Test (MDRT) questionnaire was adapted to be filled by each participant. Impaired glucose tolerance, body mass index, waist circumference and blood pressure of all participants were quantified. This study was done from January 2017 to March 2017.RESULTS: Higher pre-diabetic and diabetic risks were observed in employee as compared to students (ORPre-Dia=4.07 with 95% CI =1.518-10.95; ORDia=2.913 with 95% CI 0.815-10.41). Waist circumference and body mass index of students showed significant association with glucose level with p values 0.003 and 0.002 respectively.CONCLUSION: There are an alarming number of individuals with the risk of being affected by diabetes in both students and employees among this study population. These findings emphasize on the need for a primary healthcare clinic role in the screening, management, follow up and promoting community awareness of Diabetes Mellitus.
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AHMED, Eman I. "An Investigation of Faculty Members' Engagement in Saudi Arabia." Journal of Education in Black Sea Region 3, no. 2 (December 8, 2018): 114–36. http://dx.doi.org/10.31578/jebs.v3i2.149.
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Faculty engagement has been proved to be a critical driver of the universities’ efficiency and effectiveness. The first step towards building an engaged workforce is to get a measure of faculty perceptions of their engagement level to their universities. Accordingly, the purpose of this paper is to investigate the faculty members' engagement in the Imam Abdulrahman Bin Faisal University. It examines the relationship between the faculty professional variablesand their level of engagement to their institutions. William Kahn's (1990) three-component model of employee engagement was partially adapted as a framework to measure the faculty members' engagement. A questionnaire was used to better address the objective of this study. The data were obtained from the Imam Abdulrahman Bin Faisal University (Dammam University) through an internet-based survey. The validity and the reliability of the questionnaire has been evaluated and reported. Results of the analyses show that cognitive engagement is reported to be higher than both the emotional and physical engagement, with a mean rating of 4.040 and a standard deviation of .487, based on the five-point scale. Given the engagement level of the faculty members in this study, the university administrators should develop policies, and strategies that encourage and support engagement among faculty members at the University in order to maximize their engagement. Policy makers must also take into consideration the needs of the faculty members
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Seri, Mohamed Al, and Patrick McLauglin. "Framework to Create Employee Engagement Culture in Saudi Banks." International Journal of Business and Management Research 9, no. 3 (August 10, 2021): 274–86. http://dx.doi.org/10.37391/ijbmr.090305.
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Employee engagement has attracted widespread interest over the past twenty years from the practitioner network and researchers. It is claimed that organizations that focus on growing an engagement culture will result in increasing employee productiveness, the fulfilment of the organizational objectives, and competent employee retention. However, the fundamental issues revolving around the meaning and key antecedents of employee engagement nevertheless require similar research interest [2]. The Saudi Banks are an important component of Saudi Arabia’s financial system. In light of the emerging high volume of business activities, Saudi Banks are keen to inspire worker participation and employee engagement. This behaviour will allow banks to achieve sustainable business development. In response to these issues, the present research offers the possibility to advance the knowledge of organizational culture’s influence on employee engagement. The present research adopts a qualitative approach, and the method used is a grounded theory. The data collection process adopted an issue focused approach. Interviews were conducted with banks managers and their subordinates (male- female). The findings of the present study indicate that the factors that make the greatest contribution to employee engagement were employee satisfaction, achievement recognition, and jobs that were in line with the employees’ competent. Furthermore, the results revealed that the Saudi national culture, which is rooted in Islamic belief, has an influence on employee engagement in Saudi banks. This influence manifested itself as Non-interests bearing transactions, and the female segregation rule. The outcomes of the present research contributes to the existing theory of employee engagement by providing empirical evidence regarding the engagement meaning construct and its distinctiveness from similar, alternative, well-established attitudinal constructs. Furthermore, the present research offers a framework consisting of the themes that emerged from the analysis of the present study, and the proposed interventions to maintain an employee engagement culture. Furthermore, a discussion of the analysis’ limitations and recommendations for future researches will be presented, and a conclusion will be drawn.
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Makke, Alaa, Abdulwahed Homsi, Montaha Guzaiz, and Abdulrahman Almalki. "Survey of Screw-Retained versus Cement-Retained Implant Restorations in Saudi Arabia." International Journal of Dentistry 2017 (2017): 1–5. http://dx.doi.org/10.1155/2017/5478371.
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Introduction. Implant-supported prostheses are currently the standard treatment for the replacement of missing teeth and deficiencies. Implant restorations can either be screw-retained, cement-retained, or both. The implant retention system type is typically chosen during the treatment plan. The primary purpose of this study is to investigate the frequency of implant restoration retention systems. Materials and Methods. A five-page questionnaire was sent to private institutes, educational institutes, and governmental hospitals that provide dental services. The data were analyzed using descriptive statistics. Results. Prior to distribution, the surveys were proofread and pilot-tested at the Faculty of Dentistry at Umm Al-Qura University. The surveys were mailed to three groups: private institutes, educational institutes, and governmental hospitals. In total, 120 surveys were distributed and 87 surveys were returned, for a response rate of 73%. This included thirty-six surveys (41.4%) from private institutes, twenty-two surveys (25.3%) from educational institutes, and twenty-nine surveys (33.3%) from governmental hospitals. Conclusions. In general, Astra was cited as the most widely used implant system. In addition, cement-retained restorations were more frequently used than screw-retained restorations. However, dental implant failure was more frequently associated with cement-retained restorations than with screw-retained restorations.
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Yusuf, Muhamad Fahrudin. "Citra Inferioritas Tenaga Kerja Wanita (TKW) Indonesia di Saluran Berita Sabq.Org Saudi Arabia." KOMUNIKA: Jurnal Dakwah dan Komunikasi 14, no. 2 (October 1, 2020): 1–16. http://dx.doi.org/10.24090/komunika.v14i2.2909.
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This article is the result of research, one of which is the lack of discourse studies, especially the representation of the news object studies in electronic newspapers. News about woman employees in Saudi Arabia was chosen because there have been many cases that occurred in Saudi Arabia. Several cases such as starting from illegal migrant workers, trafficking, prostitution, suicide, and various legal circumstances that befall Indonesian workers, how the news of women employee is written on Sabq.org newspaper, one of the leading online publications in Saudi Arabia. All cannot be separated from the media representation or depiction of an object. Representatives of woman employees will be dissected based on contextual illustration-writer-text-context reader theory by Sara Mills. The qualitative method of Critical Discourse Analysis was chosen as a means for collecting data. The technique of analyzing data used in this study is using the framework of Sara Mills's analysis related to the position of subject and object of the news. The research findings showed that Sabq.org portrays woman employees poorly, marginalizes minority groups by not showing woman employees in the news, dominant groups represent their presence, establishing ideology of dominant groups (employee) and tends to be gender-biased.
Artikel ini dilatarbelakangi minimnya kajian wacana, khususnya representasi pada objek kajian berita pada surat kabar elektronik (SKE). Berita tentang Tenaga Kerja Wanita (TKW) di Arab Saudi menjadi pilihan karena alasan banyaknya kasus yang terjadi pada TKW di Arab Saudi, mulai dari TKI ilegal, kasus trafficking, prostitusi TKW, bunuh diri dan beragam kasus hukum yang menimpa buruh migran wanita Indonesia. Bagaimana wacana TKW digambarkan dalam berita Sabq. Org, salah satu koran online terkemuka di Arab Saudi tidak lepas dari representasi atau penggambaran media atas suatu objek. Representasi TKW akan dibedah dengan teori ilustrasi konteks penulis- teks-konteks pembaca dari Sara Mills. Metode kualitatif Analisis Wacana Kritis (critical discourse analysis) dipilih sebagai alat mencari data. Teknik analisis penelitian ini menggunakan kerangka analisis Sara Mills terkait posisi subjek-objek berita. Hasil dari penelitian ini adalah Sabq.Org menggambarkan TKW dengan buruk, memarjinalkan kelompok minoritas (TKW) dengan tidak menampilkan TKW dalam pemberitaan, kehadirannya diwakili oleh kelompok dominan, memapankan ideologi kelompok dominan (majikan) dan cenderung bias gender.
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Edgar, David, Areej Azhar, and Dr Peter Duncan. "The Impact of the Saudization Policy on Recruitment and Retention: A Case Study of the Banking Sector in Saudi Arabia." Journal of Business 1, no. 5 (October 16, 2016): 01. http://dx.doi.org/10.18533/job.v1i5.51.
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<p>To reduce unemployment and reliance on expatriate workers, the Saudi Arabian government has been implementing a Saudization programme to replace expatriates with Saudis. This has succeeded in the public sector, but not in the private sector, except in banking, which is perceived as a white-collar occupation and acceptable in Saudi society. As such, this study investigates the impact of Saudization on recruitment and retention in the banking sector to see what lessons have been learned and what action is required. A systematic literature review was conducted, followed by questionnaires with 48 branch managers, and interviews with 12 Human Resource managers of key banks.</p><p>The findings show that Saudization has an impact on several aspects of recruitment and retention in the banking sector, in particular, banks must provide specific training to Saudi recruits, revise working hours and promote the attractiveness of the post. Adopting such practices can benefit Saudi banking and contribute to the fulfillment of Saudization. </p>
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Sankar, Jayendira P., V. E. Kesavan, R. Kalaichelvi, Mufleh Salem M. Alqahtani, May Abdulaziz Abumelha, and Jeena Ann John. "Factors Influencing Employee Satisfaction of Educational Institutions." International Journal of Early Childhood Special Education 13, no. 2 (December 2, 2021): 327–36. http://dx.doi.org/10.9756/int-jecse/v13i2.211069.
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Generally speaking, education plays a potential role in shaping the economy. Like other organizations and education, employee development initiatives play a vital role in employee satisfaction. Therefore, this paper aims to study the influence of employee development on employee satisfaction in the education sector. Employee development is attached to empowerment, motivation, and training as independent variables. The data collected from 261 sample respondents from the education institutions of the Kingdom of Saudi Arabia. To prove the construct's hypothesis, SmartPLS 3.3.2 was utilized to analyze the measurement model and the structural model. Therefore, the study utilized the combinative PLS method that fulfills the characteristics of the model. Empowerment, motivation, and training were found to be conducive to employee satisfaction. Employee development (empowerment, motivation, and training) measures on employee satisfaction can help decision-makers emphasize their actions. The findings revealed that employee development positively influences employee satisfaction and commitment among employees in the education sector.
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Helalat, Abdullah, Badaruddin Mohamad, and Majid Ghasemy. "The Mediating Effect of Employee Performance on Transformational Leadership Style and Organisational Innovation: A Case Study of the Hotel Industry in Saudi Arabia." Journal of Social Sciences Research, no. 54 (April 6, 2019): 924–34. http://dx.doi.org/10.32861/jssr.54.924.934.
Full textAbstract:
Rapid changes in the global environment, as well as the fierce competition among hospitality companies to obtain competitive benefits are well-prepared leadership, high-performing employees and innovative approaches. Leadership, employee performance, and innovation are key factors that help the hotel industry remain competitive and provide excellent services. This paper aims to investigate the mediating effect of employee performance on transformational leadership style and organizational innovation in the hotel industry in Makkah and Madinah, Saudi Arabia. In this regard, studies that are related to the hotel industry in Saudi Arabia are scarce. This research, therefore, contributes to the hospitality industry studies, as well as the hoteliers. Seventy-two local and international five-star hotels in Makkah and Madinah are selected for the study analysis, and rank-and-file employees are targeted as the respondents. A total sample of 371 respondents is studied. A Google link containing the survey form is administered to the employees through the departments’ heads at the selected hotels. The obtained data are statistically analyzed using SmartPLS. The findings showed that there is a positive mediation of creativity between intellectual stimulation and inspirational motivation on product innovation. This will, in turn, promote organizational innovation.
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Helalat, Abdullah, Badaruddin Mohamad, and Majid Ghasemy. "The Mediating Effect of Employee Performance on Transformational Leadership Style and Organisational Innovation: A Case Study of the Hotel Industry in Saudi Arabia." Journal of Social Sciences Research, Special Issue 5 (December 15, 2018): 635–45. http://dx.doi.org/10.32861/jssr.spi5.635.645.
Full textAbstract:
Rapid changes in the global environment, as well as the fierce competition among hospitality companies to obtain competitive benefits are well-prepared leadership, high-performing employees and innovative approaches. Leadership, employee performance, and innovation are key factors that help the hotel industry remain competitive and provide excellent services. This paper aims to investigate the mediating effect of employee performance on transformational leadership style and organizational innovation in the hotel industry in Makkah and Madinah, Saudi Arabia. In this regard, studies that are related to the hotel industry in Saudi Arabia are scarce. This research, therefore, contributes to the hospitality industry studies, as well as the hoteliers. Seventy-two local and international five-star hotels in Makkah and Madinah are selected for the study analysis, and rank-and-file employees are targeted as the respondents. A total sample of 371 respondents is studied. A Google link containing the survey form is administered to the employees through the departments’ heads at the selected hotels. The obtained data are statistically analyzed using SmartPLS. The findings showed that there is a positive mediation of creativity between intellectual stimulation and inspirational motivation on product innovation. This will, in turn, promote organizational innovation.
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Alazab, Khalid. "Employee Satisfaction as per Working Environment in King Salaman Military Hospital, Tabuk, Saudi Arabia." International Business Research 11, no. 11 (October 11, 2018): 67. http://dx.doi.org/10.5539/ibr.v11n11p67.
Full textAbstract:
In the current knowledge economy, it is important for organizations to utilise their resources in growing a favourable working environment for its employees. Development and sustenance of a reliable working environment is a prerequisite for a company to achieve effective growth and maximum productivity in the current era of cut throat competition. Job satisfaction is directly linked with a healthy work environment and researches have indicated the presence of several components in determining the job satisfaction rate for any employee. This research has used a cross–sectional descriptive design within the premises of King Salaman Military hospital in Tabuk. The data was collected through questionnaire from 139 employees of King Salaman Military hospital. The research has found that the overall satisfaction has a statistical relationship with gender and nationality whereas no statistical relationship was observed between nature of work and overall satisfaction, educational level, age group, and years of experience.
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Al-Azraqi, Munira. "The Personal Pronouns of The Mehri Language as Spoken in Saudi Arabia." مجلة جامعة الشارقة للعلوم الانسانية والاجتماعية 14, no. 2 (August 22, 2022): 23–45. http://dx.doi.org/10.36394/jhss/14/2/16.
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Mehri is one of six Modern South Arabian languages spoken in southern Arabia. These languages have been noted for their retention of Semitic phonological and grammatical features that have disappeared from other Semitic languages. Mehri is spoken in Oman, Yemen, in parts of southern and eastern Saudi Arabia, and in some of Gulf States. Mehri is classified by UNESCO as “definitely endangered”. Previous studies of Omani and Yemeni Mehri exist, but there have been no studies on Mehri that are used in Saudi Arabia. Morphologically, the dialect groups of Mehri differ in that eastern Yemeni Mehri, also known as Mahriyōt, distinguishes gender in the second person singular independent pronouns, whereas Omani Mehri, Mehreyyet, and western Yemeni Mehri do not. However, Mahriyōt and Mehreyyet differ from western Yemeni Mehri in that they exhibit dual pronouns and dual verb inflections. This study examines number/gender marking in the dependent and independent pronouns of the Mehri spoken in Dammam in the eastern region of Saudi Arabia. Twelve hours of recordings were made during interviewing eleven Mehri speakers (seven males and 4 females) who are living in Dammam. Some of the informants were born in Dammam and others had moved there in different years.