Saudi Cultural Missions Theses & Dissertations
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Item Restricted The Effect of Environmental Factors of Social Cognitive Theory on Hotel Employees’ Turnover Intention in Saudi Arabia(Texas Tech University, 2024-08-08) Monshi, Bayan; Blum, Shane C.The Kingdom of Saudi Arabia (KSA) has heavily invested in high-end hotels serving guests for seasonal religious holidays and other religious tourists, international vacationers, and business conventions. For the time being this investment may have given the KSA a competitive advantage over other international high-end hotel competitors who serve some of the same groups. This investment has also been an effective economic diversification away from KSA’s over-dependency upon its petroleum- based economy that largely supports its public works infrastructure and population social services. However, this barely two-decade old business is relatively still in its infancy. Aside from the fact that the KSA has benefitted from a combination of economically beneficial natural resources, favorable political advantages of its hegemony, and financial good fortune, it also is vulnerable to potentially destabilizing forces. These hazards include unemployment, revenue volatility, and international competition for front-line expatriate labor. Although these forces are uncertain, they are potentially imminent threats. The purpose of the study was to explore the influence of environmental work-life balance, supervisory support, training and development antecedents, as they potentially could impact cognitive or personal factors such as hotel employee engagement and job satisfaction, that in turn could influence their intention to quit. Since the majority (approximately 60%) of the labor pool of front-line workers in KSA high-end hotels consists of lower paid, one-year contractors separated from their families for long periods, competitive offers from other jobs could entice them to leave. Alternatively, since the approximately 40% national KSA labor force are more formally educated, younger, more inexperienced, and higher paid, competitive offers could pursued them to leave for a variety of reasons such as employee disengagement or lack of supervisory support. Thus, both KSA high-end hotel labor populations possess potential motivations for turnover, and thus disruption could pose significant challenges in either case. The results of this study of 164 Saudi Arabian national and 101 expatriate participants - 265 full-time employees in total - employed by 10 high-end 5-star hotels in Saudi-Arabia, in a 52-question survey using seven research scales support Social Cognitive Theory (SCT). This was Bandura’s (1969; 1986) assertive framework that employee behaviors such as turnover intentions are influenced by social learning early in life. In this case, the specific results of this study suggest that factors such as work-life balance, supervisor support, and employee work engagement objectives of high-end hotel employees are significant causal factors that cognitively drive affective commitment towards turnover intentions one way or another. In this study, it was discovered that turnover intentions vary for two very different employee demographics: a) the propensity of high-end hotel 24/7/365 work employment tendency to tilt towards imbalance of work-life over home life for expatriates who are away from families for extended periods; and/or (b) the propensity of work-life imbalance, unsatisfactory supervisory support, or lack of sufficient employee engagement for KSA management employees that could lead to turnover. While these outcomes have been suggested by this study which has narrowed the labor knowledge gap about high-end hotels in the KSA that influence turnover intentions, there remain tenuous labor uncertainties that cloud the future justifying additional studies. The significance of these efforts is elevated by the high-stakes risk taken by the KSA government and citizenry, that may rest upon the will of the majority expatriate high-end front-line hotel labor force and their KSA, predominantly managerial labor force, to resist the temptation of turnover intentions.24 0Item Restricted Exploring the impact of various leadership styles on nursing turnover in healthcare organisations: a systematic review(Saudi Digital Library, 2023-11-03) Almalki, Abdulmajeed Ali Saeed; Brown, Michael; Rainey, DeborahBackground: In healthcare, nurse managers utilise diverse leadership approaches, such as the transformational, passive-avoidant, transactional, situational, servant, laissez-faire, and compassionate styles, in order to develop nurses' competencies, relationships, culture, and values. Many studies have examined the implications of these leadership styles on nurses’ behaviour and experiences in various clinical settings. The relationship between these styles and nurse retention or turnover is complex because it depends on several factors including empowerment, fostering a positive work environment, effective communication, and continual support. Although current systematic reviews emphasise the effect of leadership styles on nurse competencies and patient outcomes, they do not explicitly reveal the influence of these styles on nurse retention and turnover. Aim: This study aims to determine the influence of nurse leadership styles on nurse retention and turnover. Methods: A systematic literature review was conducted using online databases such as CINAHL, MEDLINE, Cochrane Library, ERIC, and EMBASE, spanning September 2013 to 2023. The research question was formulated using the PEO model (Population, Exposure, Outcome) to ensure clarity and relevance. Relevant studies were examined, with measures taken to avoid redundancy. Specific eligibility criteria were used for study selection. Results: Eight articles met the inclusion criteria. These qualitative studies were carried out across a variety of countries and settings, to investigate the impact of leadership approaches on nurse retention and turnover. The articles exhibited minimal bias as assessed by the CASP checklist. A thematic analysis highlighted the importance of certain leadership characteristics for nurse managers. These characteristics included support, adept communication, respect, a visionary perspective, and proactive initiative. Such leadership styles improved nurse retention by encouraging competency development, innovation, adaptive change, and cultivating a positive atmosphere. Conversely, poor leadership practices diminished nurse satisfaction and increased their intention to leave clinical roles. Notably, transformational leadership was viewed favourably. Conclusion: Healthcare nurses’ commitment, retention, and satisfaction are directly impacted by leadership styles. This review underlined how specific attributes and qualities of leaders can significantly improve nurse dedication and morale. The most effective leadership style in relation to retention is transformational leadership, which fosters an environment that values creativity, inclusivity, and teamwork. These can be combined with other effective leader attributes, such as ethical leadership and spiritual leadership, to increase nurse retention and drastically reduce turnover. These findings can help inform related policy, clinical practice, education, and practice development to improve nurse retention and reduce turnover.18 0Item Restricted Exploring the Relationship between Employee Well-being and Turnover in the Hospitality Industry(Saudi Digital Library, 2023-11-06) Aloqab, Ghala; Ladkin, AdeleThis study aims to examine the concept of employee turnover in the context of the hospitality industry. It acknowledges that involuntary turnover is influenced by various factors, including the global recession, travel restrictions, fluctuating workloads, and economic instability. The literature review examines the relationship between employee well-being and turnover, with a focus on autonomy, work culture, and self-acceptance. The research adopts an inductive approach, employing an explanatory design and positivist philosophy. Quantitative research with a survey is employed, using a random data sampling technique for data collection through Google Forms. The data analysis chapter interprets survey responses within the hospitality sector, emphasising the impact of the COVID-19 pandemic. The discussion underscores high employee turnover rates (ranging from 60 to 125% annually) in the hospitality industry, attributing this to inflation's influence on the income brackets of global populations. The study concludes by highlighting factors affecting employee well-being and turnover in the hospitality industry, emphasising the need for improvement. It identifies challenges affecting the hospitality industry, turnover, and retention. Ultimately, the research serves as a comprehensive analysis of employee turnover in the hospitality sector, offering insights into well-being, job satisfaction, and industry challenges. The findings underscore the importance of addressing these issues for a more stable and prosperous industry.26 0Item Restricted A qualitative study on Employee Turnover Intentions in the Hotel Hospitality Industry in Saudi Arabia(2022-12-05) Almana, Lemma; Voskeritsian, HorenThis qualitative study looks at the factors that influence employee turnover intentions among 10 employees working in the hotel hospitality industry in the capital city of Saudi Arabia, Riyadh. Following a thorough literature review, research was conducted in the form of semi-structured interviews. The findings revealed that 90% of the participants from both hotels had intentions to leave the hotel they’re currently working in. Most common factors for employee turnover intentions were like studies previously conducted in the field and these factors are job scheduling, lack of prospects for career growth, and constrained training opportunities. According to this study, hotels should better understand their staff members' requirements while offering career guidance, and appropriate training programs should be implemented to improve career prospects.19 0