Saudi Cultural Missions Theses & Dissertations
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Item Restricted Satisfaction, Utilisation and Willingness to Pay for Primary Care Dental Services(Queen’s University Belfast, 2024-07-02) Almutairi, Majed; O’Neill, Ciaran; McKenna, GerryIt is a common objective to strive for better health. Keeping one's teeth healthy and practising appropriate oral hygiene are essential but frequently overlooked aspects. Poor dental health can have a detrimental effect on speech, diet, and general well-being and has been related to a range of serious health conditions. Nevertheless, there are substantial obstacles to receiving prompt, reasonably priced dental care. User preferences can offer insights into the publics’ perceptions of dental services' how they are valued and used. Potential disparities in oral health and the effectiveness of the healthcare system can also be found by analysing preferences differently among social groups. This emphasises how crucial oral health equity is to enable everyone to reach the highest standards regardless of social or economic background. This thesis aims to examine satisfaction, utilisation, and Willingness to Pay for dental care, to identify the underlying factors that lead to differences across these among various groups of individuals, and to assess how the context in which care is delivered affects them. The thesis consists of a number of studies, that use primary and secondary data from Saudi Arabia and the United Kingdom. It seeks to understand the perception of dental services, how these vary and what lessons might be learnt from this with respect to policy. The thesis is laid out in five chapters. In Chapter 1, the background to the study is provided and motivation for the subsequent empirical chapters set out. In Chapter 2 an empirical study that examine satisfaction with dental services are presented using the Donabedian framework to relate care quality to satisfaction. In this study, data from the British Social Attitudes Survey (BSAS) is used to examine the differences in satisfaction across different demographic groups and to track the development of this satisfaction over time. The chapter demonstrates using data from the UK, how satisfaction with dental services can vary within a publicly funded system throughout an economic cycle as the opportunities for private practice change and with it, access to dental care among publicly funded patients. Importantly the chapter underscores the challenges in analysing and interpreting the results of satisfaction survey data. In Chapter 3, the focus shifts to the utilisation of dental care, using the Andersen model as a conceptual framework. The chapter has been divided into two main sections. The first section emphasises the significance of accurately describing the concept of 'need' when examining variations in dental care use. Using data from the Scottish Health Survey, it highlights distinctions between those who use services for prevention and those who use services for treatment attention terms of their socio-demographics. The following section examines differences between regions in use of services that might be concealed by national statistics. The second study demonstrates the existence in Saudi Arabia of distinct patterns across regions in use of care related to socio-demographic characteristics of users. In Chapter 4, satisfaction with, utilisation of, and willingness to pay for dental care services in Saudi Arabia are examined using primary data analysis that collected face to face and online. the first study examines satisfaction with dental care in Saudi Arabia by conducting a comparative analysis of in-person and online surveys. This study highlights the possible influence of survey administration techniques on research findings. This study shows how overall satisfaction varies as satisfaction with specific aspects of service but not others vary, demonstrating that amenities and communication are critical drivers of overall satisfaction. In the second empirical study the utilisation of services as reported in face-to-face surveys and online surveys in Saudi Arabia are examined on the potential for sample selection is explored using data gathered during the COVID pandemic and its aftermath. In the third study, the utility theory used to examine the willingness of individuals in Saudi Arabia to pay for dental check-ups using online survey responses in Saudi Arabia. This study presents as a proof of principle a study of WTP in Saudi Arabia and amines differences in willingness to pay among various demographic groups. The validity of the study's estimated willingness-to-pay is validated internally and externally. It also examines the more general implications of these findings for fairness and healthcare policy, providing a thorough assessment of the financial elements of dental service accessibility and cost in Saudi Arabia. In the final chapter the lessons from across the various empirical studies are discussed, strengths and limitations of the work examined and areas for further research identified.25 0Item Restricted EFFECTIVE TASK ALLOCATION FOR AD HOC HUMAN-AGENT TEAMS(The University of Tulsa, 2024-05-11) Abuhaimed, Sami; Sen, SandipDue to the rapid advancement in autonomous agent capabilities, mixed human-agent teams will be increasingly deployed for new applications in our personal as well as professional spheres. Researchers, educators, application developers, and policymakers are evaluating the design, effectiveness, and usability of such human-agent teams and their role in our lives. We envision humans and agents working together in collaborative environments to enrich human lives, support human self-efficacy, increase satisfaction and well-being, improve decision making, and enhance team performance and productivity. With increased connectivity and the transition to knowledge economies, new collaboration environments are emerging. Often, such environments are ad hoc in nature, where humans and autonomous systems have to collaborate without pre-coordination. Such scenarios require the use of new collaboration strategies, particularly those that support rapid adaptation and learning. Therefore, a thorough examination of factors that affect collabo ration efficacy in these types of environments is warranted. A critical part of effective team collaboration is the process and information used to allocate tasks to team members. Effective allocation of tasks to them is particularly challenging in ad hoc teamwork, as prior knowledge about teammate capabilities is either absent or minimal but is critical for the viability and success of such teams. We study task allocation scenarios in which ad hoc and virtual human-agent teams collaborate and adapt over a few interactions to find allocations to improve team effectiveness, measured in terms of team performance and human participant satisfaction. We designed and implemented CHATBoard, a collaborative environment to facilitate task allocation in teams. We developed task allocation protocols in which humans and agents play varying task allocation roles in harnessing the potential of team members with different expertise distribution over task types. We compare team performance and participant satisfaction in experiments with human and agent task allocators in diverse scenarios involving intellective tasks. We vary team composition in terms of the number of team members and if the human believes that the teammate is another human or an autonomous agent. We also investigate team effectiveness for different distributions of agent expertise, including those that are complementary and similar to their human teammates. We develop and evaluate associated research hypotheses through experiments with human participants recruited on the Amazon Mechanical Turk crowdsourcing platform. Our investigation of ad hoc human-agent teams showed that agent task allocators can better leverage the potential of the team, compared to human task allocators, producing higher performance. Humans, however, are less satisfied with the protocol when the agent allocates tasks. To improve human satisfaction without undermining team performance, we investigate alternative allocation mechanisms and approaches. These include allocation protocols providing more control and input for human teammates and approaches that vary agent characteristics and strategies, such as agents providing explanations and guidance. This dissertation addresses a novel area in the literature: how to allocate tasks without pre-coordination so that existing expertise in team members is maximally realized while ensuring the satisfaction of human team members. Our findings herein provide novel and significant insights for researchers and designers developing ad hoc and general human-agent teams.5 0Item Restricted An investigation of AI in talent management in luxury hospitality in the UK (United Kingdom)(Saudi Digital Library, 2023-09-29) Alshalah, Zahra; Marinakou, EvangeliaAn investigation has been conducted into the implementation of artificial intelligence in the luxury hospitality sector of the United Kingdom. Digitalization is influencing the business operations of the hospitality sector from a variety of perspectives, including talent management. Managing talent is critical to the success of business operations in the luxury tourism sector, since it is a fundamental component of providing a better level of service to customers. There is no doubt that the hospitality industry is one of the largest in the United Kingdom. Hoteliers have been assisted greatly by artificial intelligence in managing their talent in recent years. Yet most human resources managers in luxury hotels in the United Kingdom are unaware of the existence of this technology, which is the reason for their slow growth. The purpose of this specified dissertation paper is to provide an in-depth analysis and discussion regarding the various challenges that various HR managers are undergoing while implementing AI technology within the hospitality industry in the UK. As well as the variety of approaches through which these challenges can be mitigated, this article discusses various ways through which all of these challenges can be mitigated. Artificial intelligence has been found to be able to facilitate the recruitment process. By doing so, Human Resources professionals have been able to reduce their workload. Additionally, it is used to train employees, make cognitive decisions, and select resumes for employment.99 0Item Restricted The Most Important Factors Influencing Customers’ Satisfaction in The Saudi Medical Insurance Sector(Saudi Digital Library, 2023-09-27) Aldofar, Abdulaziz; Garvey, JohnThis thesis studies the most critical factors influencing customers' satisfaction with Saudi medical insurance. It aims to understand the influences that affect customers' satisfaction to help Saudi insurance companies develop their medical insurance products and meet their needs. It focuses on ranking the factors (medical networks, e-services, customer services, and medical approvals) according to their impact on the client's satisfaction and examining their satisfaction level with each factor. This study assumes that there are preferences among these factors and apparent satisfaction with each factor. The data were collected by a questionnaire that included mixed methods and shared with participants through social media. The study found that the ranking of these factors is (medical networks, quick medical approvals, e-services, and customer services). Finally, the results also found a state of satisfaction with all factors except customer services, which is neutral.16 0Item Restricted STATE OF THE ART IN THE KNOWLEDGE OF ENGINEERS’ JOB SATISFACTION IN SAUDI ARABIA(Saudi Digital Library, 2023-08-23) Algahtani, Muidh; Houshyar, AzimJob satisfaction among engineers has been gaining recognition in recent years as an essential issue within the engineering labor market. Many studies have investigated the impact of engineers’ job satisfaction on an enterprise’s productivity and profitability. The present study aims to investigate the drivers of job satisfaction among engineers using a survey questionnaire. Data collected from 342 respondents in a 2012 study conducted in Saudi Arabia will be compared with the data to be collected as part of the present study. The findings of this comparison are expected to be reflective of recent changes in Saudi Arabia’s government during the period 2012–2022, as well as the recently established Vision 2030, which has brought changes to the regulatory framework that have had a significant effect on the Saudi community and the labor market. The proposed methodology encompasses three phases. In the first phase, a questionnaire is administered to engineers in Saudi Arabia to solicit input on their degree of job satisfaction. The questionnaire considers 11 categories with 26 questions and 71 sub-questions using the Likert scale. In the second phase, structural equation modeling (SEM) was used to (a) examine the applicability of Herzberg's two-factor theory on the engineers’ job satisfaction in Saudi Arabia between 2012 and 2022. (b) examine the relationships between different factors of Herzberg's motivation-hygiene factors (i.e., the independent variables) and their impact on engineers in Saudi Arabia (i.e., the dependent variable); (c) consider whether demographic factors (sex, age, monthly income, sector, marital status, experience length), have a statistically significant influence on job satisfaction among engineers in 2012 and compare it with those in 2022; (d) to identify and study the factors influencing job satisfaction among engineers in Saudi Arabia. Finally, the findings of the study suggest that Herzberg's two-factor theory is applicable in the Saudi Arabian engineering labor market. Motivational factors alone are insufficient for job satisfaction, while hygiene factors play a significant role in increasing job satisfaction. Immediate supervisors act as a balancing element in the overall job satisfaction equation. The statistical analysis reveals that seven of the variables fall under motivational factors such as career development, communications, corporate culture, leadership and planning, recognition and rewards, role at the company, and teamwork and cooperation, which are essential in improving job satisfaction but are not sufficient to prevent job dissatisfaction. On the other hand, hygiene factors such as benefits, training programs, and working conditions are crucial for enhancing job satisfaction. Immediate supervisors act as a balancing factor as they prevent job dissatisfaction and enhance job satisfaction. Immediate supervisors also have relationships with hygiene factors and motivational factors that influence employees in the Saudi Arabian engineering labor market. Monthly income and age are the only two demographic factors that have a significant impact on engineers' job satisfaction in Saudi Arabia. The research limitations include a relatively small sample, so future studies should consider larger samples and explore the application of Herzberg's theory in other regions of the Middle East or any country that has the same work conditions.23 0Item Restricted Job Satisfaction of Women Teachers in Saudi Private Schools: Examining Perceptions, Challenges and Teachers turnover(The University of Waikato, 2023) Alsubaie, Hana; Spiller, Chellie; Dyer, SuzetteThis research is the first study thus far to investigate factors influencing the job satisfaction/dissatisfaction of women teachers in Saudi private schools, and the factors that prompt them to consider leaving or remaining in their jobs. As part of Saudi ‘Vision 2030’, the government is striving to improve the quality of its educational system. Teacher satisfaction is an integral part of these efforts as satisfied teachers are more committed, stay longer, and are better instructors. Using a qualitative approach, this study was underpinned by Herzberg’s two-factor theory and Maslow’s hierarchy of needs in exploring women teachers’ experiences in Saudi private schools. The results from interviewing 16 women teachers illustrated the limited applicability of Herzberg’s two-factor model and Maslow's hierarchy of needs to explicate the job satisfaction/dissatisfaction of the study participants. The applicability of Herzberg's theory was only insofar as the findings indicated that extrinsic and intrinsic factors influenced teachers’ level of job satisfaction. However, contrary to Herzberg's linking extrinsic factors specifically to dissatisfaction and intrinsic factors to satisfaction, the findings showed that factors affecting women teachers’ job satisfaction were a mix of extrinsic and intrinsic factors, with the extrinsic factors playing a more dominant role. Similarly, Maslow’s hierarchy of needs was not entirely applicable due to contextual issues which made the women’s experiences vary from Maslow's position that people seek higher-level needs after attaining lower-level needs. Furthermore, the study highlighted that teacher job satisfaction is very complex and goes beyond the work environment-based rational explanations. The findings showed that factors that prompted the women teachers to consider leaving or remaining in their jobs had less to do with satisfaction or dissatisfaction but more to do with social norms and the job market, which made staying at home a non-viable option. Remaining on the job, therefore, was a strategy to gain experience that would facilitate access to better public-school jobs or might result from the religious rationalisation of the teaching role. This investigation indicated that strategies to improve the job satisfaction of women teachers should focus beyond intrinsic factors such as opportunities for growth and participation in decisions affecting their work. Instead, strategies should include extrinsic factors such as pay and job security. In addition, the study indicated a need for more interventions by the Ministry of Education in private schools sector, such as: improving the governance of private schools, especially in terms of monitoring mechanisms; the need for private schools to revisit their conditions of service in view of the participating women’s experiences; and the need to decentralise decision-making in private schools to give teachers more responsibility and autonomy over their work. Also, employment policies in private schools should be clear and aligned with the Ministry of Education and the Ministry of Labour’s requirements to improve general working conditions.67 0