Saudi Cultural Missions Theses & Dissertations
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Item Restricted Managing Generation Z Employees’ Well-Being in a Hybrid Working Environment in the Hospitality Industry(Saudi Digital Library, 2025) Alajmi, Rakan; Jennifer, JohnstonThis study investigates the strategies used by hospitality organisations to manage the well-being of Generation Z employees in a hybrid working environment. With the increasing presence of digital natives in the workforce and the growing adoption of hybrid work models, traditional human resource practices are facing significant challenges in addressing employee well-being. The study adopts a secondary qualitative research approach, analysing twelve organisational reports from four major hospitality companies in the UK using qualitative content analysis. The findings indicate that psychological well-being is a primary concern for Gen Z employees and is addressed through strategies such as recognition, career and professional development, work-life balance, supportive relationships, and mental health initiatives. Physical well-being is mainly supported through technology integration and health-related programmes. The study provides valuable insights into Gen Z employees’ workplace expectations and highlights the importance of adapting human resource management practices to enhance employee well-being in hybrid work settings. Future research is recommended to incorporate primary data to validate the findings.15 0Item Restricted Drivers and Consequences of Saudization: Exploring Employer and Employee Perspectives in the Saudi Private Sector(Saudi Digital Library, 2025) AlMaghrabi, Khawlah; Sally, WrightExecutive Summary This dissertation examines the impact of Saudization on HR practices and employee experiences in Saudi Arabia’s private sector. Saudization aims to increase national employment, yet questions remain about its effectiveness in reducing expatriate reliance and fostering sustainable workforce development. Guided by Human Capital Theory and Institutional Theory, this study evaluates how localisation policies shape organisational practices, employee perceptions, and labour market outcomes. Methodology A structured questionnaire was used to survey 200 Saudi employees and human resource professionals working in different private-sector organizations. Both descriptive and inferential statistical methods like correlation and regression were used to test the research hypotheses. Data collection was performed by means of a questionnaire with a blend of closed-ended (quantitative) and open-ended (qualitative) items. Quantitative responses were analyzed using descriptive and inferential statistics while qualitative responses were thematically analyzed for additional depth and context.12 0Item Restricted Role of the Workplace Diversity in Enhancing Employee Performance and Innovation in Project Management: A Case of Saudi Arabia(De Montfort University, Leicester, 2025) Alotaibi, Saud Shaman; Dibia, ChineduThis study investigates the role of workplace diversity in enhancing employee performance and fostering innovation within project management environments in Saudi Arabia. The research adopts a mixed-methods approach combining qualitative interviews and quantitative surveys conducted across multiple sectors. Findings reveal that inclusive and diverse teams significantly contribute to creativity, collaboration, and overall performance in project-based settings. The study highlights the need for diversity management strategies to achieve competitive advantage and project success, particularly in culturally diverse environments like Saudi Arabia.35 0Item Restricted An Analysis of the Impact of Remote Work on the Work-Life Balance of Female Employees in Saudi Arabia(Newcastle University, 2024-09) Alajeel, Osama Mohammed; Procter, StephenAbstract Background: The worldwide transition to remote work, expedited by the COVID-19 pandemic, has profoundly impacted female employees, especially in Saudi Arabia, where socio-cultural norms and institutional factors significantly shape professional experiences. Women in Saudi Arabia encounter unique obstacles in reconciling professional and familial duties within a conservative societal context, rendering the effects of remote work on their work-life balance a significant subject of investigation. Purpose: An online survey was given to a diverse cohort of Saudi female employees from various sectors for quantitative analysis. A representative sample was obtained using stratified random sampling. The Job Demands-Resources (JD-R) model, work-life balance theory, and feminist theory were used to study remote work, gender roles, and socio-cultural dynamics. Methods: A quantitative analysis was conducted using an online survey, which was administered to a diverse sample of female employees from various sectors in Saudi Arabia. A stratified random sampling approach was employed to ensure a representative sample. The study was guided by the Job Demands-Resources (JD-R) model, work-life balance theory, and feminist theory to explore the complex relationship between remote work, gender roles, and socio-cultural dynamics. Results: Remote work increases flexibility but reinforces gender roles, especially in conservative regions. Insufficient organisational support for balancing work and home life increased stress for many women. The research delineates critical policy and practice deficiencies that obstruct women's capacity to attain a sustainable work-life equilibrium in remote work settings. Conclusions: The findings underscore the necessity for culturally attuned strategies to assist female employees in remote work environments. Recommendations encompass the implementation of flexible work policies, mental health resources, and targeted organisational support, which are crucial for realising the objectives of Vision 2030 regarding gender equality and enhanced work-life balance in Saudi Arabia.45 0Item Restricted To What Extent Do Employee Benefits, Salary, and Bonus Impact Employee Satisfaction, Motivation and Retention(Saudi Digital Library, 2023-11-14) Alluhayb, Abdullah Mohammed; Greening, LeanneThis research presented a comprehensive analytical overview of job benefits, salary, and bonuses and their varying impact on job satisfaction, motivation, and retention with argument and opposing arguments. The financial job benefits are non-cash elements included in a reward package that businesses provide to their employees in addition to their regular salary or income. These benefits, which are intended to enhance normal income or earnings, may incur financial costs for businesses. As with group insurance Employer-provided health, dental, life, and other forms of insurance coverage, pension schemes, 401(k) programmes and vacations Paid vacation. Salary structure refers to the process that firms use to set and administer compensation based on job functions, responsibilities, and market conditions. Bonuses are incentives that are used to recognise and reward employees for their achievements and efforts. Bonuses are extra payments offered to employees above and above their base salary, usually in reaction to individual or collective performance. Typical bonus types include performance-based incentives, profit-sharing bonuses, and discretionary bonuses. This research was based on social exchange theory as well as Maslow's hierarchy. Using quantitative primary research, the research concluded that there is a positive effect of job benefits, salary, and rewards on the satisfaction, motivation, and retention of employees working in the Kingdom of Saudi Arabia. The results were uneven in terms of impact. Salary had the greatest impact, followed by employee benefits and then the bonus. This research presented its recommendations to employers as well as to the human resources department. This research also touched on the limits of research and future research to expand the vision and perceptions of future researchers.40 0Item Restricted Exploring the Influence of Culture on the Ability–Motivation– Opportunity Framework to Enhance Employee Performance: A Case Study of Performance in Islamic Banks of Saudi Arabia(Saudi Digital Library, 2023-11-09) Alharethi, Ali Saleh; Klikauer, ThomasCulture is a vital component of society, and it influences all people regardless of their status— poor, rich, working, or non-working. This study focuses on Hofstede’s cultural dimensions and employee ability, motivation, and opportunity (AMO). This thesis explores the influence of culture on the AMO framework in relation to how it can enhance employee performance. The two research questions concentrate on determining the influence of cultural dimensions on the AMO framework, and the second emphasises how culture and AMO can enhance employee performance. The research design uses a qualitative method approach. The research was exploratory, involving 35 semi-structured interviews with Islamic banking employees working in different positions. Their opinion was sought on whether cultural dimensions affect employee performance along with the collective effect of the AMO framework in Saudi Arabia’s Islamic banking sector. The analysis was performed in two stages to determine the desired results. At first, researcher conducted a self-assessment analysis of all recorded interviews and extracted themes and sub- themes from the recorded interviews. The self-assessment findings revealed that all of Hofstede’s cultural dimensions affected employee AMO. They also affected employee performance positively according to the cultural pattern of the country, such as collectivism/individualism, indulgence/restraint, short-term/long-term orientation, uncertainty avoidance, and femininity/masculinity. But there was no significant evidence for power distance. In the second analysis stage, thematic analysis was conducted by using NVivo-12 to confirm the results of the self-assessment analysis. Researcher applied the most suitable techniques, including a word tag cloud, codes compared by the numbers of coding references, items clustered by word similarity, and tree map analysis. Overall, the results confirmed that power distance had no influence on the overall performance of employees. Otherwise, all of Hofstede’s cultural dimensions positively affected the AMO framework and enhanced employee performance. The primary contribution arising from this study supports the claim that cultural dimensions are a useful theory to understand how employee AMO enhance performance. The second contribution relates to the changing cultural aspects of Saudi Arabia that negate the influence viii of power distance on employee performance. Only a handful of studies (e.g. Applebaum et al. 2000; Elbaz et al. 2018; Heriyanto et al. 2018; Hughes 2006; Obeidat et al. 2016; Van Waeyenberg & Decramer 2018) have examined the effect of cultural factors on employee performance in other cultural settings. However, none examine employee AMO in the context of Saudi Arabian Islamic culture and the Islamic banking sector. Therefore, the third theoretical contribution of this study is the provision of guidelines for future researchers who might be interested in conducting cultural research. Fourthly, the findings of this study suggest that self- assessment of the influence of AMO on employee performance should not just be limited to ability, motivation and opportunity. An accurate value for enhancing employee performance may only be realised if the influence on all levels of employees in the banking sector is also considered.44 0