Saudi Cultural Missions Theses & Dissertations
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Item Restricted Dental Hygienists’ Contribution to the Oral Health Workforce in Supporting the Oral Health of People in the Kingdom of Saudi Arabia (KSA)(Saudi Digital Library, 2025) Alolayah, Anfal; Gallagher, JennyIntroduction The oral health workforce plays a central role in the World Health Organization's Global Strategy and Action Plan on Oral Health, which highlights the need for transformative changes in workforce models to address population oral health needs. In the Kingdom of Saudi Arabia (KSA), poor oral health is a significant public health concern alongside other non-communicable diseases. Despite advancements in healthcare aligned with Saudi Vision 2030, the oral healthcare system faces challenges, including workforce imbalances, limited preventive oral healthcare, and disparities in oral healthcare access. Globally, dental hygienists play a role in prevention and oral health education, significantly contributing to both clinical and community settings to enhance access to oral healthcare; however, in KSA, their capacity is limited, and their role are unclear. Research is needed to evaluate the current role of dental hygienists in KSA, identify barriers to their optimal integration into oral healthcare delivery, and explore opportunities to expand their contributions in line with national and international goals, for better oral health outcomes. Aim To explore dental hygienists’ current role and practice in the Kingdom of Saudi Arabia, and how this may possibly change in future to better support the oral health of the population as part of the oral health workforce. Methods A sequential mixed-methods approach was adopted, comprising a questionnaire survey followed by semi-structured interviews. Study 1 (Quantitative Survey): An online questionnaire was distributed to dental hygienists across KSA to collect data on their demographic profiles, working environments, service delivery practices, career motivations, and job satisfaction. Statistical analysis included tests like chi- 3 square tests, correlation coefficients, and binomial tests to identify key patterns and associations. Study 2 (Qualitative Interviews): Purposive sampling was used to recruit participants for virtual semi-structured interviews, including dental hygienists, dentists, and dental nurses. Interviews explored perceptions of the dental hygiene profession, its role in oral healthcare, and the barriers and facilitators to its integration into the healthcare system. Framework thematic analysis was applied to identify and interpret key themes. Findings of each study were reported separately and later integrated into the discussion. Results This study draws on diverse perspectives and shows trends within the dental hygiene workforce in KSA. While the survey response rate (9%, n=91) from dental hygienists and qualitative sample size (20) from dental team members present certain limitations, the findings still offer insights into the profession, highlighting areas for further exploration. A strong desire to work in healthcare, serve others, and contribute to public health motivated 97% of responding hygienists, while 51% of those for whom dental hygiene was their first career were influenced by early exposure to dental hygiene, either through personal dental care experiences or professional experience in the field. The findings from interviews highlighted the importance of informed decision-making in achieving career satisfaction, as participants pursued the profession seeking professional recognition, high-income potential, and job security. When these expectations were unmet, dissatisfaction and retention issues arose, with 58% of survey respondents considering leaving the profession. Findings suggested limitations in the scope and settings in which responding dental hygienists operate with a focus on the provision of oral hygiene instruction (95%) and scaling (87%), in predominantly urban locations (59%), hospital environments (86%), and public sector facilities (59%). Limited involvement in community-based care or with vulnerable groups restricts their contributions to broader public health goals. Fifty percent of the respondents to the survey were satisfied with their job, citing the extent 4 to which hygienists could fully utilise their skills as a key factor. Those working independently of dentists reported higher satisfaction levels. Findings from the interviews highlighted barriers that hinder the optimal utilisation of dental hygienists including limited skillsets, insufficient delegation of tasks by dentists, and inadequate access to essential resources. Participants proposed strategies to address these issues, such as enhancing undergraduate programmes, offering tailored continuous professional development, and fostering interprofessional collaboration through joint education and training. Developing a clearly defined scope of practice and establishing clear clinical guidelines were also recommended. Participants in the interviews, including hygienists, dentists, and dental nurses, perceived that the profession is underutilised but envisioned opportunities for growth. While individual views on specific areas of expansion varied, collectively, they pointed toward a more expanded role for dental hygienists. Proposed expansions included a stronger presence in primary oral healthcare, increased involvement in community settings, and broader responsibilities within dental practices. Participants recognised that achieving this requires improvements in both the profession and the healthcare system. For the profession, key areas include career counselling, standardised education and licensing, a comprehensive scope of practice, expanded training programmes, and leadership development. These measures would attract motivated students, strengthen professional identity, and sustain workforce commitment. For the healthcare system, strong governance is important, including a dedicated oral health department, data-driven planning, efficient resource allocation, preventive care pathways, policies addressing health risks, and improved oral health literacy. These initiatives would secure role for hygienists and enhance oral healthcare delivery in Saudi Arabia. Conclusion The findings suggest that while dental hygienists' current role, scope of practice and workplace locations in KSA are limited, opportunities exist to expand their role within the oral healthcare workforce to better support oral healthcare delivery which relate to careers, education and training, governance, care delivery and leadership. Expanding the role of dental hygienists aligning the oral health care system in KSA with global best practice is recommended.7 0Item Restricted The impact of Power-distance on managerial communication style.(Newcastle University, 2024-12-02) albalawi, wejdan; Wang, YawThis study investigates the impact of Power Distance on managerial communication styles and its effects on employee engagement, job satisfaction, and leadership effectiveness in the United Kingdom and Saudi Arabia. Grounded in Hofstede’s Cultural Dimensions Theory, which defines Power Distance as ‘’the degree to which less powerful members accept unequal power distribution’’, this research explores the contrasting communication styles in high and low Power Distance cultures. Through qualitative, semi structured interviews with managers and employees from both countries, the study examines how hierarchical and participative communication practices influence organisational dynamics and employee perceptions of leadership. The findings reveal that Saudi managers tend to adopt top-down communication, reinforcing hierarchical structures, whereas UK managers are more likely to engage in participative, egalitarian communication, fostering employee autonomy. Notably, the study highlights the significant role of organisational culture and managerial personality, which can occasionally override national cultural norms. Additionally, it identifies a gradual shift towards more inclusive communication practices in Saudi workplaces, partly attributed to the adoption of performance-driven metrics like KPIs. These evolving practices suggest a growing alignment with global management trends that value adaptability and employee empowerment. This study contributes to the field by offering insights into how Power Distance, organisational culture, and individual leadership styles collectively shape effective communication and high-performing workplaces. Recommendations for future research include expanding the study to diverse cultural settings and adopting a mixed methods approach to enhance generalisability and track cultural shifts over time.3 0Item Restricted EXPLORING THE INFLUENCE OF EMPLOYEE JOB SATISFACTION, PERCEPTIONS, AND ATTITUDES ON ORGANIZATIONAL PERFORMANCE AND OUTCOMES IN THE PRIVATE SECTOR: A MULTIDIMENSIONAL ANALYSIS IN SAUDI ARABIA 2030(Brunel University London, 2024-03-27) Qasim, Muawiyah Abdulrahim M; ALTaji, FarahThe transformative economic context of Saudi Arabia’s Vision 2030 ensures that Sustainable Human Resource Management (HRM) practices are being decorated with a lot of attention due to their potential to positively affect organizational performance. The push towards economic diversification has emphasized the need for HRM practices that help in resonating motivation, satisfaction, and loyalty in the employees. However, there is a dearth of empirical studies devoted to the behavior of the private sector related to these practices in Saudi Arabia, which signals an important research gap. This research explores the impact of sustainable HRM practices on organizational performance in the Saudi Arabian private sector with the possibility of employee job satisfaction, perception of organizational support, and fairness acting as mediators. The study utilized a mixed-methods research strategy and employed stratified random sampling to gather data from 518 respondents representing several sectors using a structured questionnaire. The formulated hypotheses were tested through descriptive statistics, correlation, and regression analyses during a three-month data collection period. The results demonstrate that a significant positive relationship exists between sustainable HRM practices and organizational performance, with job satisfaction and perceived support and justice as moderators. This strong link of sustainable HRM with high job satisfaction and favorable organizational support perceptions highlights their role in promoting firm performance. These findings provide managers and HR professionals with the implicative benefits of incorporating sustainable HRM practices that would result in developing overall organizational outcomes through employee satisfaction and perceptions. This research provides actionable knowledge on the implementation of sustainable HRM practices as a strategic priority in the realization of Vision 2030’s objectives. This study fills an important iii void in the literature by presenting empirical evidence on the impact of sustainable HRM in the private sector of Saudi Arabia and paves the way for further research in this area. Understanding its limitations such as sample size, potential response biases, and cross- sectional design, the directions for further research involve longitudinal studies to investigate in greater detail the links between sustainable HRM practices and organizational performance. Failing the expansion of the research to include comparative studies across different cultural backgrounds could also improve the world’s knowledge about sustainable HRM practices.26 0Item Restricted Transformational Leadership and Job Satisfaction in Hospitality sector (Hotels).(Cessr ritz college Brig., 2024-03-18) Althobaiti, Majed ; Gillard, EvelinaA company's leadership style is one of its most important success determinants. This study sought to determine how job satisfaction was affected by a transformational leadership style. Transformational leadership is typified by the collaborations that leaders and followers make as well as the results that they achieve together to meet organizational goals. To find out how transformational leadership affects job satisfaction, a methodical literature review approach was used. Fourteen research publications that met the study's inclusive requirements were chosen using a strict article selection process involving a variety of journal databases. According to the study's findings, transformational leadership mostly entails four behaviors: intellectual stimulation, individual consideration, inspiring drive, and idealized influence. The findings of this study will encourage decision-makers in the hospitality sector and hotel managers to expand the application of transformational leadership by investigating theoretical frameworks that clarify the relationship and development of the process between the transformational leadership styles employed by hotel owners and executives.43 0Item Restricted Ethical conflict experienced as a critical care nurse during the COVID-19 pandemic: a systematic review(Queen's University Belfast, 2024-04-30) Alotaibi, Omar; Alotaibi, OmarBackground The COVID-19 pandemic had a devastating effect on healthcare workers and healthcare systems at large. The first case of COVID-19 in the Kingdom of Saudi Arabia was reported on 2 March 2020 and, by 15 July 2021, the Ministry of Health had reported 8020 fatalities from the contagion. The COVID-19 pandemic laid bare the unpreparedness of healthcare systems across the world, and further led to a substantial shift in occupational risks and various stressors pertaining to critical care nursing. Objectives A PEO framework was used to develop the research question to investigate the ethical conflicts that intensive care nurses experienced during the COVID-19 pandemic, and their impact on nurses’ psychological wellbeing and job satisfaction. The study aimed to identify and describe common ethical conflicts faced by critical care nurses during the pandemic, their psychological impacts, and offer recommendations for healthcare and relevant policymakers. Search Strategy The study adopted a qualitative approach, and a systematic literature review was conducted on existing studies. An induction approach was used in respect to the sample size of the selected studies. A systematic search was conducted across three electronic databases including CINAHL Plus, PubMed, and MEDLINE ALL. Studies conducted prior to COVID-19, those conducted on healthcare providers other than intensive care nurses, and sources published in languages other than English were exempted from the study. Results The search produced 738 articles which were further evaluated against the inclusion and exclusion criteria. A total of 12 studies matched the inclusion criteria and met the CASP threshold for quality appraisal. Upon synthesis, changes in practice or work situations (n=7), lack of knowledge (n=3), an organisation’s inefficiency in supporting nurses (n=6), psychological wellbeing (n=7), and job satisfaction (n=4) were the main themes identified encapsulating ethical issues. Conclusion Nurses had to work under unfamiliar conditions typified by a high workload, prolonged use of PPE, and an increased demand for care in ICUs, hence the potentiality for ethical conflicts. Amid the construction of new ICU centres and an increasing workload, nurses had to deal with novel experiences such as adapting to collaboration with new workers, the role of constantly acting as a supporter, and complexities linked to working with non-healthcare professionals. A failure to highlight these complexities may cause critical care nurses to perceive them as routine. Increased isolation also had emotional ramifications which could affect job satisfaction levels among ICU nurses. Involvement in practice during COVID-19 led to depression, psychological distress, insomnia, and anxiety. The study also established that discrimination over the distribution of PPE, fatigue, and burnout had a profound effect on nurses’ job satisfaction levels. There is a need for interventions tailored towards increasing organisational support, improving nurses’ wellbeing, and building capacity. Organisations should also include nurses in the decision-making process, and consider both extrinsic and intrinsic factors of motivation to enhance job satisfaction levels.20 0Item Restricted Teachers’ Perceptions of Leadership Styles and Satisfaction at Secondary Schools in Saudi Arabia(ProQuest, 2023-12-31) Alhazmy, Ebtehaj; Twombly, Susan B.This study focused on the relationship between transformational leadership and job satisfaction in the Saudi Arabian secondary schools in the Medina district using the Full Range Leadership Model involving three leadership styles: transformational, transactional, and laissez-faire. This research found that the perception of teachers as it relates to their principal being a transformational leader was related to teacher job satisfaction. When teachers perceived their principals using transformational leadership, they were more satisfied with their jobs than when other types of leadership were perceived. This relationship is important for improving the work environment and enhancing the school system in Saudi Arabia.41 0Item Restricted An exploration of the relationship between flexible work arrangements and job satisfaction within the Saudi context(Saudi Digital Library, 2023-12-14) Alarfaj, Maryam; Carter, MatthewThe research aims to explore the lived experience of academics in relation to remote work and flexible work hours (flexitime) and how these two options of flexible working arrangements influence their Work-Life Balance (WLB) and Job Satisfaction (JS) within the educational context of the Kingdom of Saudi Arabia (KSA). This investigation is important to inform the development of policies that can help academics experience a healthy balance between their professional and personal lives, leading to improved JS. Ensuring employees' satisfaction is essential because satisfied employees are more likely to be productive and less inclined to leave their jobs. A qualitative approach was followed to achieve the research aim, along with semi-structured interviews conducted with ten academic participants. The collected data was analysed through the lens of thematic analysis, and the main findings were as follows. Firstly, remote work negatively influences academics, WLB, and JS. Secondly, flexible work hours positively affect academics, WLB, and JS. Thirdly, academics experienced various advantages and disadvantages of both options (remote work and flexitime). Finally, it is recommended that the institution in question adopt practices that will improve academics WLB and JS, such as reducing the workload, providing WLB training, and adopting slack application and hybrid working module. The implication is that future research could follow this study by conducting a quantitative approach to a wider number of participants and including elements in the questionnaires that would highlight the personality differences in influencing the results of an FWA impact on WLB and JS.30 0Item Restricted JOB SATISFACTION AND TURNOVER INTENTION AMONG NURSES WORKING IN PSYCHIATRIC HOSPITALS IN SAUDI ARABIA(ProQuest, 2023-12-03) Aloufi, Abdulrahman; Ferrona, BeasonBackground: Job satisfaction among nurses is essential for all health care systems to maintain a stable workforce and overcome the shortage of nurses (Al-Dossary et al., 2012). The productivity of nurses is directly linked to their sense of job satisfaction resulting in positive patient outcomes. Job dissatisfaction has been recognized as the primary reason for nursing instability and turnover, thereby contributing to the shortage of nurses (Hayes et al., 2010). Furthermore, nurse turnover is costly and detrimental to healthcare organizations (Richards, 2016). Nurses’ perceptions of their value will be realized if job satisfaction and turnover intention assessment for psychiatric nurses in Saudi Arabia are addressed. This is especially imperative as they may compare themselves to colleagues working in other governmental hospitals. Purpose: The purpose of this quantitative study is to investigate the relationship between job satisfaction and turnover intention among nurses who are working in psychiatric hospitals in Saudi Arabia. Theoretical Framework: The Herzberg’s Motivation Theory, or Two Factor Theory guided this research study. Methods: A cross-sectional, descriptive, correlational design was used to obtain data from a convenience sample of nurses in Saudi Arabia. A researcher-developed demographic questionnaire, and two standardized instruments were used: the Minnesota Job Satisfaction Questionnaire and the Withdrawal Cognition Scale. Data was analyzed by using the Kruskal Wallis, Spearman Correlation and the Multiple Moderated Regression (MMR). Results: A sample size of one hundred and sixty-one psychiatric nurses were obtained and used for analysis. The researcher found a high negative correlation ( r = -0.72, p < 0.001) between job satisfaction and turnover intention, indicating that higher satisfaction lowers turnover intention to leave psychiatric hospitals among nurses. The researcher also found that the higher job satisfaction dimensions company policies, quality of supervision, relations with colleagues and rate of pay, the lower turnover intention to leave the psychiatric hospitals (r = -0.47, r = -0.56, r = -0.61, r = -0.41, p <0.001). Findings also indicated a significant difference of job satisfaction (X2 = 34.49, p <0.001) and turnover intention (X2 = 27.77, p < 0.001) across different departments (emergency, inpatient, outpatient, and other) in Saudi Arabian psychiatric hospitals. The influence of religious beliefs on the decision to leave the job only had a partially negative moderation relationship between job satisfaction and turnover intent ( t = -3.63, p < 0.001). Conclusions: These results underline the significance of job satisfaction and its components in connection to psychiatric nurses' turnover intention. The findings of this study stand to give healthcare organizations and policymakers insightful information that may be used to create plans and actions that increase job satisfaction and lower turnover rates in psychiatric institutions in Saudi Arabia. The conclusions of this researcher through this study also emphasize the need to take departmental variations and religious beliefs into account when determining and addressing turnover intention in the workforce of psychiatric nurses.51 0Item Restricted Workplace Factors Associated with Psychological Effects in Paramedics, A systematic Review and Meta- Analysis(Saudi Digital Library, 2023-10-13) Zahran, Rahaf; Brad, MetcalfThis systematic review and meta-analysis study aims to assess the correlation between workplace factors and psychological effects on paramedics. A search of four databases found 1794 papers, from which 31 were deemed eligible from the years 2000 to 2023. Their methodological quality was assessed using the Critical Appraisal Skill Program (CASP, 2018) tool and the Strengthening the Reporting of Observational Studies in Epidemiology (STOBE) guidelines to help in assessing cross-sectional studies. The results give the overall effect size with an OR=1.65 and a P<0.001, indicating statistical significance for the first forest plot. Similarly, forest plot 2 demonstrates an overall effect size with a correlation r= 0.29 and a P<0.001, also indicating statistical significance. In summary, this review found a small and positive correlation in reported odds ratio studies. For Pearson correlation r reported studies, a moderate and positive correlation were found linking psychological effect to workplace factors in paramedics. The limitation of this study included research published in English and variation in reporting results in the studies. The findings will inform future research and help policymakers, healthcare organizations, and practitioners in developing strategies to support paramedics' mental health and enhance quality of care.24 0