Saudi Cultural Missions Theses & Dissertations

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    Exploring Workplace Strategies and Support Systems That Impact Resilience Among Emergency Department Nurses in Australia
    (Saudi Digital Library, 2025) Almutiry, Sarah; Hollie, Jaggard; Innes, Kelli
    Abstract Background: Emergency department nurses work in highly demanding, time-pressured environments that test psychological resilience and influence workforce retention. While resilience is recognised as essential, there is limited evidence explaining how workplace strategies and organisational supports collectively strengthen it within Australian EDs. Aim: To explore workplace strategies and support systems that influence the resilience of emergency department nurses in Australia. Methods: A qualitative descriptive study was conducted using semi-structured interviews with eight registered nurses from metropolitan and regional emergency departments in Victoria. Data were analysed using Braun and Clarke’s (2023) thematic analysis framework. Results: Three overarching themes, including nine subthemes. Leadership and Resources: Supportive, transparent, and empathetic leadership enhanced resilience through open communication, recognition, and inclusion in decision-making, while poor communication and limited resources undermined morale and confidence. Teamwork, Peer Support, and Individual Qualities: Collaborative teamwork, trust, and shared understanding promoted psychological safety. Peer support and emotional check-ins were vital for managing stress, and personal qualities such as adaptability and reflection strengthened coping. Organisational Strategies: Structured orientation, debriefing, and professional development were viewed as essential but inconsistently implemented. Formal debriefing offered emotional recovery, yet a lack of standardisation limited its benefit. Discussion: Resilience was confirmed as a dynamic, context-dependent process shaped by individual, interpersonal, and organisational factors. The study extends previous literature by examining how interconnected workplace strategies, rather than isolated factors, enhance resilience. Findings highlight inconsistent implementation of supportive practices, the absence of standardised debriefing frameworks, and the need for clear leadership and professional development structures to sustain psychological safety and workforce retention. Conclusion: Building a resilient ED nursing workforce requires visible, empathetic leadership, equitable rostering, career pathways, structured debriefing, and team-building initiatives. This study might fill a gap in Australian research by exploring how workplace strategies collectively impact resilience among emergency nurses, offering practical insights for sustainable, supportive systems.
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    The impact of leadership style on employee motivation and performance in the Saudi financial sector
    (Saudi Digital Library, 2025) Alharbi, Meshal; Das, Ranjit
    This study investigates the impact of four leadership styles—transformational, transactional, authoritarian, and laissez-faire—on employee motivation and performance in the Saudi financial sector, within the broader context of institutional reforms and Vision 2030. A quantitative, positivist approach was adopted, using a structured online questionnaire distributed to a sample of 80 employees from government, semi-government, and commercial financial institutions. The data were analysed using SPSS, applying descriptive and inferential statistical methods such as correlation and multiple regression analysis. The results showed that the transactional leadership style was the most successful, exerting a significant beneficial impact on performance and motivation. Although it did not immediately result in better performance, transformational leadership dramatically increased employee motivation, indicating that institutional and regulatory limitations might restrict its usefulness. Laissez-faire leadership was negatively correlated with motivation and did not significantly correlate with performance, whereas authoritarian leadership had no discernible impact on either. Additionally, a strong positive link between motivation and performance was validated, highlighting the essential role of motivation as a mediating component in the dynamics between leadership and performance. Theoretically, this study challenges the notion that transformational leadership is always preferable by providing a comparative analysis of leadership philosophies in a Saudi setting. It offers valuable perspectives for managers, legislators, and human resources specialists, emphasising the importance of fusing the motivating attributes of transformational leadership with the accountability and structural clarity of transactional leadership. The study findings also advise reducing the dependence on authoritarian and laissez-faire methods.
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    Artificial Intelligence (AI) Assimilation in the Public Sector:An Attention-Based Exploration of Decision Making, Leadership, and Communication in Saudi Arabia
    (Saudi Digital Library, 2025) Alshahrani, Albandari Fahad; Griva, Anastasia; Dennehy, Denis
    The rapid development of Artificial Intelligence (AI) has opened new possibilities for public sector organisations to improve service delivery, strengthen decision-making processes, and enhance operational efficiency. However, successfully assimilating AI in government contexts presents distinct challenges that differ markedly from those faced by private sector organisations. Public institutions operate within complex frameworks shaped by multiple stakeholder expectations, stringent regulatory requirements, accountability obligations, and often risk-averse organisational cultures — all of which significantly influence technology assimilation outcomes. Despite growing interest in AI within government, there is still limited understanding of how organisational attention dynamics shape AI assimilation processes. This PhD thesis addresses this critical gap by applying the Attention-Based View (ABV) theory to explore how leadership attention allocation, communication practices, and institutional contexts influence AI integration in public sector organisations. This doctoral thesis, structured as an article-based PhD, comprises three interrelated studies that collectively advance understanding of AI assimilation through the lens of organisational attention. The research pursues five Research Objectives (ROs): identifying organisational and governance challenges in public sector AI assimilation through a systematic literature review (RO1); investigating leadership attention allocation mechanisms in AI initiatives (RO2); examining communication channels as attention management mechanisms in public sector AI integration (RO3); analysing how national policies and institutional contexts influence AI assimilation outcomes (RO4); and providing practical insights for AI-driven governance (RO5). Methodologically, the research combines a systematic literature review with qualitative case studies conducted in the Saudi Arabian public sector, focusing on organisations implementing AI under the Vision 2030 transformation agenda. The first study presents a systematic literature review of 61 peer-reviewed articles published between 2012 and 2023, mapping the current state of AI research in public administration. This review identifies seven major challenges including infrastructure limitations, data governance issues, workforce readiness gaps, regulatory complexities, cultural resistance, cybersecurity concerns, and resource constraints, and five primary benefits, such as enhanced decision-making, greater efficiency, cost optimisation, increased transparency, and improved citizen engagement. This study lays a foundational understanding of AI assimilation challenges and underscores the need for attention-based perspectives. The second study applies ABV theory to examine attention-related challenges in AI assimilation within Saudi public sector organisations. Using in-depth qualitative analysis of a single case study, the research identifies five core attention-based challenges, divided into internal (situated) and external (structural) categories. Internally, challenges include fragmented leadership attention, competing priorities, and resource conflicts; externally, they involve regulatory demands, stakeholder expectations, and institutional pressures. These findings highlight the importance of understanding how attention allocation shapes AI outcomes and underscore the central role of leadership focus in managing assimilation challenges. The third study extends this analysis by exploring how leadership practices and communication channels facilitate AI integration across multiple Saudi public sector organisations. The research shows that leaders coordinate organisational attention through structural frameworks (formal systems), situated practices (contextual engagement), and communication-mediated mechanisms (information flow management). The study introduces the concept of leaders as "attention architects" who design and manage attention structures to support digital transformation. Findings reveal how formal and informal communication channels function not only as conduits but as active mechanisms shaping attention, fostering alignment, and sustaining commitment to AI initiatives. Theoretically, this thesis advances ABV by applying the theory to public sector AI assimilation and developing communication channels as attention regulators. It offers the first thorough application of ABV in public sector AI assimilation, highlighting distinct dynamics compared to private sector contexts. The study also underscores the role of national transformation agendas in shaping attention allocation and assimilation trajectories, providing insights relevant to Global South and developing country contexts. Furthermore, this thesis establishes a novel theoretical framework that integrates organisational attention with institutional theory, demonstrating how cultural and political factors systematically influence attention allocation patterns in complex technological transformations (Ocasio et al., 2018; Taras et al., 2020). The thesis also contributes to communication theory by conceptualising formal and informal communication networks as co-equal drivers of attention distribution, challenging traditional hierarchical models of organisational attention and proposing a more dynamic, multi-channel approach to understanding attention flows in public sector contexts (Putnam & Mumby, 2014; Cornelissen et al., 2020). Practically, the findings provide actionable guidance for public sector leaders and policymakers. They suggest strategies for designing attention structures, managing competing demands, and leveraging communication channels to enable successful AI integration. The focus on Saudi Arabia's Vision 2030 offers valuable lessons for other governments pursuing digital transformation under complex institutional and cultural constraints. This thesis acknowledges limitations, including its focus on a single national context, the literature review's temporal scope (up to 2023), and the qualitative nature of empirical studies. These limitations present opportunities for future work, such as cross-country comparative studies, longitudinal analyses of attention dynamics, and quantitative validation of the developed frameworks. In sum, this thesis makes significant contributions to both theory and practice by demonstrating the critical role of organisational attention in public sector AI assimilation. It reveals that successful integration demands strategic attention management, effective communication systems, and leadership practices that align organisational focus with implementation goals. The findings offer a strong foundation for future studies on attention dynamics in technology assimilation and provide practical insights to support leaders and policymakers striving for AI-enabled governance transformation. By integrating theoretical depth with practical relevance, this PhD research advances academic understanding and offers concrete guidance for navigating public sector digital transformation.
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    Leading Teams Through Change
    (Bucharest University of Economic Studies, 2025) Islam, Manal; Horga, Maria
    This dissertation examines the influence of transformational, transactional, and laissez-faire leadership styles on employees’ cognitive, emotional, and intentional readiness for change at DIGI Romania. Using a quantitative survey design with 364 participants and analysis through PLS-SEM, the study validates the Full Range Leadership Theory in a Romanian context and offers managerial recommendations for leading teams through change.
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    Investigating Organisational Success Determinants for Adoption of Innovation in Saudi Deep Technology and Environmental Engineering Businesses
    (Saudi Digital Library, 2024-02-01) Badereg, Ahmad Talal; El-Hamalawi, Ashraf; Fotwe, Francis Edum
    Performance within organisations aims to create a structure to boost working conditions and employees’ attitudes. Innovation performance is the process that encompasses the generation of ideas and strategies, as well as presentation and development and developing innovation from a resource-based perspective. Companies should invest significantly to sustain and enhance capabilities for innovation. Goals of innovation include increased market profile, high quality, and increased revenue, profitability, discovering new horizons, attracting more investment, motivating and stimulating employees and maintaining a competitive edge in the complex marketplace. The aim of this research is to critically investigate innovation enterprise mechanisms and success determinants for Saudi deep technology environmental engineering businesses, in order to develop a validated framework for innovation enhancement practices in the Kingdom. This research was carried out through an empirical study designed for the purpose. Wallach’s 3-Dimensional model and the Organisational Culture Index (OCI) were used for survey questionnaires in order to identify the Kingdom’s cultural profile (e.g. bureaucratic, innovative, supportive) and validating the developed conceptual framework. Semi-structured interviews were conducted to seek information and knowledge through describing the central theme. Case studies included deep technology environmental engineering businesses and government-based companies in the Kingdom. Initial results were promising and paving the way for innovation; however, most of the companies were facing enormous challenges, as use/implementation of innovation practices were ranked low amongst deep technology environmental engineering businesses in Saudi Arabia. Although, most of the variables were identified in the conceptual framework, it has noted that the current culture was not rather innovative or supportive but bureaucratic. Most significant challenges were lack of leadership, shortages of skills, managerial capacity and capability, lack of appropriate KPIs (Key Performance Indicators) and readiness of organisation in the Kingdom. The Conceptual framework was validated via different iterations using empirical data. The result of this work is the first empirical study in the Kingdom which has made an attempt to investigate innovation practices among deep technology companies and proposing a validated conceptual framework for successful implementation of innovation-based culture. Finally, recommendations were provided to overcome the key challenges which were identified in this research. The recommendations include training and 5 development program for improving skills, development of leadership, reforms in Saudi Educational system and adopt appropriate KPIs for innovation.
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    Exploring the Role of Instructional-Based Leadership in Professional Development in an International Context, a Systematic Literature Review
    (University of South Wales, 2024-09-23) Afandi, Einas; Multani, Yasmeen
    The professional development of teachers is a critical practice highly valued for improving the quality of education and student achievement. However, limited evidence demonstrates the relationship between school leadership and management models and their influence on teachers' professional growth and development. While there has been extensive research on instructional leadership, limited evidence demonstrates its direct link with teacher professional development. In particular, there are no significant indications of the direct role of instructional leadership in teacher professional development. The study focuses on the positive impact of instructional leadership on enhancing knowledge and skills, particularly in secondary schools. The research aimed to determine how school leadership contributes to improving the quality of instruction for secondary school staff. The study utilized a systematic review method, conducting electronic searches in Scopus, Education Resources Information Centre (ERIC), and Web of Science. The synthesis of the study outcomes was based on thematic analysis, reviewing six identified studies to demonstrate the role of instructional leadership in teacher professional development. The findings of the study are relevant in decision- and policymaking in terms of leadership and management of schools in the promotion of teacher professional growth and development. The outcomes of the study ascertain the reliability of instructional leadership in fostering professional growth while also offering insights into the numerous ways that professional development of teachers can be achieved. As a result, it demonstrates how school leaders can leverage the instructional leadership framework in promoting TPD and fostering positive student outcomes
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    AN EXPLORATION OF EMERGENCY STAFF PERCEPTIONS AND EXPERIENCES OF TEAMWORK IN AN EMERGENCY DEPARTMENT IN THE KINGDOM OF SAUDI ARABIA
    (Cardiff University, 2024) Alanazi, Sami; Whitcombe, Steve
    Background: Teamwork practices have been recognised as a significant strategy to improve patient safety, quality of care, and staff and patient satisfaction in healthcare settings, particularly within the emergency department (ED). The ED depends heavily on teams of interdisciplinary healthcare staff to carry out their operational goals and the core business of providing care to the seriously ill and injured. The ED is also recognised as a high-risk area concerning service demand and the potential for human error. Few studies have considered the perceptions and experiences of ED staff (physicians, nurses, allied health professionals, and administration staff) regarding the practice of teamwork, especially in the Kingdom of Saudi Arabia (KSA), and few studies have been conducted in KSA to explore the teamwork practices in EDs. Aim: To explore teamwork practices from the perspectives and experiences of staff (physicians, nurses, allied health professionals, and administration staff) when interacting with each other in the admission areas of the ED in a public hospital in the Northern Borders region of the KSA. Method: This research used a qualitative case study design, drawing on three data collection methods: documentary review, semi-structured interviews (n=22) with physicians (n=6), nurses (n=10), allied health professionals (n=3), and administrative staff (n=3) and six non- participant direct observations. All data were analysed using Braun and Clarke's thematic analysis. Findings: The thematic analysis of the data yielded ten prominent themes, which were integral to understanding the staff's views and experiences with teamwork in the ED's admission areas. These themes revealed the barriers and the enablers experienced by the ED teams. The findings demonstrated that interdisciplinary teamwork is encouraged by a shared goal of patient care, reduced employee stress, and improved job satisfaction. In the ED, interdisciplinary collaboration was critical and functioned under a hierarchical structure, with a clear leader guiding decisions to achieve the best outcomes. However, barriers such as negative staff behaviours, staff shortages, and inadequate management support often hindered teamwork. Moreover, the study found that gender interactions and the high number of expatriates in the ED posed challenges such as discrimination and language barriers. In addition, the triage process, such as admitting non-urgent patients, contributed to overcrowding and overwhelmed the teams. The findings revealed that effective teamwork depends on effective communication, multitasking, stress management, and leadership skills. Finally, these findings were examined and compared with the four domains (relational, processual, organisational, and contextual) of Reeves et al.'s (2010) conceptual framework for understanding interprofessional teamwork. However, individual factors emerged as a new fifth domain that is not a part of the framework also played a critical role in interdisciplinary teamwork in the ED. Conclusion: Effective interdisciplinary teamwork is crucial in the ED in KSA due to the diverse cultural issues staff experience. Gender, language, social, and organisational issues can sometimes impose barriers to collaboration. Consequently, continuous teamwork training and support are necessary to improve the teamwork practices of the ED staff and ensure the provision of high-quality care to patients. The study’s findings provide practical insights for healthcare policymakers, hospital administrators, the KSA Vision 2030, and other countries seeking to optimise patient safety and quality of care by implementing effective teamwork practices in an ED setting.
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    Exploring Cultural and Institutional Drivers of Saudi Women's Labor Force Participation
    (King's College London, 2024) Lowloh Sharbatly, Dalyah Hasanain; Jayal, Niraja
    This paper investigates the cultural and institutional factors influencing Saudi women's participation in the labor market, particularly focusing on leadership roles, within the framework of Vision 2030. The main research question addressed is how the nature of the work/care regime in Saudi Arabia affects policies and initiatives aimed at empowering women. The study employs Pocock's work/care regime framework to analyze the interplay between work and care responsibilities, alongside cultural and institutional contexts that shape women's work-life outcomes. Data was collected through exploratory cultural and institutional analyses, focusing on sociocultural norms, legal constraints, and labor market reforms. Key findings reveal that while recent reforms under Vision 2030 have increased women's workforce participation, significant barriers remain due to entrenched cultural norms and inadequate institutional support. Women face challenges such as limited career advancement opportunities, unequal pay, and a lack of respect and decision-making authority compared to their male counterparts. The study concludes that achieving genuine empowerment requires addressing these structural and sociocultural barriers. Policy recommendations include the development of advanced training programs, regulatory reforms to promote gender equality, and culturally tailored work-life balance policies to support women's dual roles in society. This research contributes to the ongoing discourse on women's empowerment in Saudi Arabia by providing insights into the effectiveness of Vision 2030 initiatives and offering strategic recommendations for enhancing female participation in the labor market.
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    How Does Transformational Leadership Influence Employee Creativity Through Psychological Empowerment in the Health Industry? Lessons from Existing Theoretical and Empirical Literature
    (Queen’s Business School, 2024-09-13) Bin Jower, Aisha; Makowski, Piotr
    This dissertation investigates the effect of transformational leadership on psychological empowerment and creativity in healthcare settings. The study addresses how leadership styles affect innovation and the performance of organisations in an industry that is chronically stressed, where rules are strict and ever-changing, and where patients’ needs are in constant flux. It uses a mixed-methods approach to existing data to explore several pertinent themes. One of these is how the behaviours of transformational leaders influence empowerment and how empowerment, in turn, mediates creativity among healthcare professionals. Furthermore, this research combines a quantitative analysis with a thematic qualitative review of the relevant literature to shed light on the association between leadership, empowerment, and creativity. The results indicate that transformational leadership has a strong, direct, and positive effect on psychological empowerment, which serves as a mediator for employee creativity, leading to improved innovation and job satisfaction. Also, it underscores ’the importance of context, demonstrating that effective healthcare leadership strategies should be tailored to the particulars of the environment if they are to achieve the desired effect. The dissertation concludes by recommending that healthcare organisations develop leadership programs that empower and nurture adaptability in their leaders: essential qualities that enable an organisation to meet the many challenges currently facing the healthcare industry. Future research should explore the specific kinds of leadership that serve the healthcare context and the support systems needed to create a culture of creativity within organisations
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    Large-System Transformation in Healthcare and the Roles of Senior Leaders: A Case Study from Saudi Arabia
    (University of Manchester, 2024) Bawhab, Omar; Nelson, Adrian; Coleman, Anna; Mahon, Ann
    The implementation of large-system transformation in healthcare is complex and multi-faceted, requiring effective leadership at all levels, particularly from senior leaders. However, there is limited conceptual clarity around large-system transformations in healthcare and the roles senior leaders play in driving such transformations, especially in a non-Western context. This thesis addresses these knowledge gaps by exploring senior leaders' perceptions of large-system transformation and their role in its implementation in Saudi Arabia. Using a qualitative single case study design, this research gathered insights from 22 senior leaders at national and regional levels of the Saudi healthcare system through semi-structured interviews. The study employed an inductive-deductive thematic analysis approach, guided by the Health System Dynamics Framework, sensemaking theory, and systems leadership perspectives. Two conceptual frameworks were developed: one delineating ten key components of large-system transformation in healthcare, and another outlining seven critical roles of senior leaders during such transformations, six categories of enablers, and eight types of challenges. The large-system transformation framework highlights the interconnected nature of contextual triggers, climate for change, vision, leadership, governance, actors, resources, processes, social forces (e.g., resistance to change), and information flow. The senior leaders’ roles, enablers, and challenges framework emphasizes leaders' responsibilities in creating a climate for change, communicating and learning, managing resources, engaging stakeholders, setting strategic direction, managing social dynamics, and developing key leadership attributes. The framework also indicates multiple enablers and challenges relevant to the roles of senior leaders, providing a nuanced understanding of the complexities involved in healthcare system transformations. This research contributes to the theoretical understanding of large-system transformation in healthcare and senior leaders' roles, enablers, and challenges, particularly in a non-Western context. It offers practical implications for healthcare leaders and policymakers engaged in system-wide transformations. Future research directions are suggested to further validate and expand upon these findings.
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