Saudi Cultural Missions Theses & Dissertations
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Item Restricted THE RELATIONSHIP BETWEEN BURNOUT, EMOTIONAL INTELLIGENCE, AND JOB SATISFACTION AMONG NURSE FACULTY IN SAUDI ARABIA(Saudi Digital Library, 2025) Alotaibi, Megran H; Barnes, HilaryNurse faculty burnout is a prevalent issue worldwide that has played a significant role in increasing the likelihood of nursing staff shortage and low job satisfaction. It also may affect the quality of teaching and the personal lives of faculty members. Emotional intelligence and job satisfaction have been recognized as significant predictors of professional success in healthcare organizations, business, and education. However, there is a lack of research exploring relationship between nurse faculty burnout, emotional intelligence, and job satisfaction. Examining this relationship can provide valuable insights for developing interventions that enhance both nursing education and the nursing workforce. The purpose of this descriptive correlational study was to describe the level of Saudi Arabian faculty nurses’ burnout, emotional intelligence, and job satisfaction. Another purpose was to examine the relationship between burnout, emotional intelligence, and job satisfaction among nurse faculty members in Saudi Arabia. The study also explored the mediating role of emotional intelligence between nurse faculty burnout and job satisfaction. A convenience sample of 104 nurse faculty members employed in Saudi Arabia was used. Maslach’s Theory of Burnout and Mayer and Salovey’s Model of Emotional Intelligence guided this study. The findings indicated that nurse faculty in Saudi Arabia experienced moderate levels of burnout and job satisfaction. An inverse relationship was observed, with higher burnout associated with lower job satisfaction. Burnout was also identified as a predictor of job satisfaction. In addition, nurse faculty reported high levels of emotional intelligence, which were significantly related to both burnout and job satisfaction. Faculty with higher emotional intelligence tended to experience lower burnout and greater job satisfaction. The findings also indicated that emotional intelligence did not mediate the relationship between burnout and job satisfaction. The findings of the study have significant implications for the advancement of nursing science and research, education, practice, and nursing education leadership. The results add valuable knowledge to the existing body of literature on the current state of nurse faculty burnout, emotional intelligence, and job satisfaction. The findings of the study highlight the need to focus on addressing burnout and improving job satisfaction to prevent further declines. It is recommended to develop and implement evidence-based policies and procedures that reduce burnout, foster and sustain emotional intelligence, and enhance job satisfaction, thereby supporting faculty retention, high-quality nursing education, and positive student outcomes. Higher education institutions should use the high emotional intelligence of nurse faculty as a strength to enhance teaching effectiveness, promote faculty well-being, and guide future research directions.25 0Item Restricted THE RELATIONSHIP BETWEEN FACULTY-TO-FACULTY INCIVILITY, JOB SATISFACTION, AND INTENTION TO LEAVE AMONG NURSING FACULTY IN UNDERGRADUATE NURSING PROGRAMS IN SAUDI ARABIA(Saudi Digital Library, 2025) Alsallum, Talal M; Baumberger-Henry, MaryFaculty-to-faculty incivility is a significant issue that can negatively impact nursing education globally. This issue can impair professional relationships among nursing faculty and negatively influence their retention. Uncivil behaviors and interactions among nursing faculty may contribute to low job satisfaction, which in turn, might lead faculty members to leave their academic position or ultimately the profession. This can exacerbate the shortage of nursing faculty, which contributes to an overall nursing shortage. The purposes of this descriptive cross-sectional, correlational study were to examine the relationship between faculty-to-faculty incivility, job satisfaction, and the intent to leave among nurse faculty in undergraduate nursing programs in Saudi Arabia and to determine whether job satisfaction mediates the relationship between nurse faculty-to-faculty incivility and intent to leave among nurse faculty in Saudi undergraduate nursing schools. The theoretical framework of this study was based on Duffy’s Quality-Caring Model (QCM). A self-administered survey was used to collect data from a convenience sample of 109 nurse faculty working in 15 prelicensure nursing programs across different regions of Saudi Arabia. Descriptive statistics, Pearson’s correlation coefficient, and multiple linear regression were performed to analyze data. The findings revealed that the majority of nurse faculty participants experienced faculty-to-faculty incivility either rarely or occasionally. A statistically significant strong negative relationship was found between faculty-to-faculty incivility and job satisfaction among nurse faculty. The results also demonstrated a statistically significant moderate positive relationship between faculty-to-faculty incivility and intent to leave among nurse faculty. Additionally, a statistically significant strong negative relationship was observed between job satisfaction and intent to leave. Furthermore, job satisfaction was found to have a full mediation effect on the relationship between faculty-to-faculty incivility and the intent to leave among nurse faculty. The study findings contribute to the literature regarding the relationship between faculty-to-faculty incivility, the intent to leave, and job satisfaction among nursing faculty and address the knowledge gap of faculty-to-faculty incivility among nurse faculty in Saudi Arabia. The findings filled a gap in the literature by identifying the full mediating role of job satisfaction in the relationship between faculty-to-faculty incivility and intent to leave, explaining the mechanism through which faculty-to-faculty incivility influences intent to leave among nurse faculty. Using the QCM as the theoretical framework underpinning this study contributes to nursing science, as this framework effectively supported the description of faculty-to-faculty incivility and the explanation of the relationships between faculty-to-faculty incivility, job satisfaction, and intent to leave that align with the study’s findings. Faculty awareness of their own civility may positively influence the preparation of new graduates and their interactions with other healthcare providers. In addition, the findings provide evidence for nursing education administrators to develop interventions that reduce the incidence of incivility, promote job satisfaction among nurse faculty, and enhance their retention.27 0Item Restricted Exploring the Impact of Leadership Styles on Nurse Retention and Job Satisfaction: A Narrative Review of Qualitative Evidence in UK Healthcare(Saudi Digital Library, 2025) Albalawi, Omar Munahi; Lees, CarolynAbstract Background: Nurse retention and job satisfaction continue to present significant challenges for the UK healthcare system, especially within the NHS, where staffing pressures and rising patient demand place ongoing strain on the workforce. Effective leadership has been widely recognised as a crucial factor influencing whether nurses are motivated to remain in their roles or consider leaving. Understanding how different leadership styles shape retention and satisfaction is vital for developing a stable, engaged nursing workforce. Aim: This narrative review set out to identify, appraise, and synthesise recent qualitative evidence on the connection between leadership styles and nurse retention and job satisfaction in UK healthcare contexts, drawing out key themes to guide practice and policy. Methods, Results, and Conclusion: A focused search of four major databases retrieved twelve peer-reviewed studies published between 2019 and 2025 that met clear inclusion criteria, covering a mix of qualitative and mixed-methods research. Critical appraisal was carried out via the CASP Qualitative Checklist, and thematic synthesis was used to develop key findings. The review highlights six main themes: the positive impact of transformational leadership on staff well-being; the importance of relational and authentic leadership in building trust; the value of distributed leadership and shared decision-making; the influence of supportive organisational culture; the role of visible leader support and staff voice in daily practice; and the need for consistent leadership development. Taken together, the findings confirm that supportive, inclusive leadership is strongly linked to improved job satisfaction and greater retention intentions among nurses. However, structural barriers such as workload pressures and unsupportive cultures can limit the positive effects of good leadership. Addressing these barriers through investment in leadership development and organisational support will be essential for strengthening the sustainability of the nursing workforce in the UK.7 0Item 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.21 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.7 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.28 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.49 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.26 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.59 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.31 0