Saudi Cultural Missions Theses & Dissertations
Permanent URI for this communityhttps://drepo.sdl.edu.sa/handle/20.500.14154/10
Browse
7 results
Search Results
Item Restricted Exploring Female Faculty Members' Perspectives on Flexible Working Arrangements (FWAs) in Saudi Arabian Higher Education Institutions: Implications for Job Satisfaction and Work-Life Balance.(University of Leeds, 2024) Alharbi, Hind Faleh; Burgess, JoThis qualitative study explores female faculty members' perspectives on flexible work arrangements (FWAs) in Saudi Arabian higher education institutions, with a focus on implications for job satisfaction and work-life balance. Through ten semi-structured interviews, the research examines the current state of FWAs implementation, the extent to which FWAs affect job satisfaction and work-life balance, and the main challenges in implementing FWAs. The findings reveal that while FWAs are present in some institutions, their implementation is largely informal and inconsistent, often relying on the decisions of department heads rather than formalised policies. Where available, FWAs positively impact job satisfaction by enhancing autonomy and productivity. They also contribute to work-life balance, particularly for women managing caregiving responsibilities. However, the study identified barriers to effective FWAs implementation, including institutional emphasis on physical presence, lack of performance metrics for flexible work, and resistance to technological change among older administrators. This study contributes to the limited literature on FWAs in Saudi Arabian higher education and provides recommendations for enhancing workplace flexibility.18 0Item Restricted THE INFLUENCE OF LEADERSHIP STYLE ON INNOVATION: THE MEDIATING ROLE OF JOB SATISFACTION IN SAUDI HOSPITALS IN RIYADH(LINCOLN UNIVERSITY COLLEGE, 2024-08) Almughim, Tareq Mohamed; Abdulsamad, AkramThe study goal of this study is to examine the influence of direct empirical relationship between leadership styles, job satisfaction and innovation. In addition, this study examined the mediating role of job satisfaction as a mediator in the relationship between leadership styles dimensions (transformational leadership, transactional leadership, organizational commitment, laissez faire leadership) and innovation in Saudi healthcare. The PLS path coefficient showed four (4) formulated direct and indirect hypotheses had a significant effect on job satisfaction and innovation among employees of healthcare in the Saudi Arabia. The study establishes that job satisfaction partially mediates the relationship between leadership styles and innovation, with high leadership styles having a strong positive influence on innovation and job satisfaction in Saudi hospitals. Thus, leadership styles, such as transformational leadership, transactional leadership, organizational commitment, laissez faire leadership all contribute to job satisfaction and services and PIN in Saudi hospitals. Furthermore, the findings contribute to the ongoing discourse about the importance of job satisfaction by examining the distinctive mediating effect of leadership styles on innovation among employees of healthcare in Saudi Arabia. Additionally, the results of this study indicate that hospitals leaders, policymakers, and government organization officials must understand the reasons why employees of healthcare in Saudi Arabia have job dissatisfaction. Finally, the study gives insights into the state of leadership styles in Saudi hospitals and its impact on job satisfaction and innovation among Saudi healthcare and provides points of reference for academics, practitioners, and policymakers.10 0Item Restricted Antecedents of Job Stress: A Systematic Literature Review(Brunel university London, 2024-03-08) Alzahrani, Shorouq; Aljubairi, IbrahimCurrently, family concepts are evolving and are an essential and ongoing development. Maintaining family life is essential for achieving a high quality of life, as family conflicts can impact the enduring value of life quality. Business organisations must continuously enhance service quality to meet customer expectations and maintain competitiveness. Increased competitiveness and customer satisfaction demands might impact staff productivity. The competition significantly impacts the employees who might have irregular working hours, a significant workload, job stress, and challenges managing work and family obligations. Job stress is often seen in most business organisations these days. Job stress can arise when employees are unable to meet job standards. Considering its importance, this study investigated the systematic literature review of antecedents of job stress, including social support, job satisfaction, and work- family conflict. Besides, this study examined the impact of job stress on job satisfaction, social support, and work-family conflict. Secondary data was gathered from journals, websites, blogs, and articles. A total of 203 journal articles were collected for conducting a systematic literature review from JSTOR, Emerald, Science Direct, Taylor and Francis, Scopus, Google Scholar, and Elsevier, published between January 2013 and December 2023. 67 articles were included in the thematic analysis. The findings of this study are helpful for employers in reducing the job stress of employees and increasing their satisfaction levels. The study demonstrates that while several job stressors and coping strategies have been discovered, only a few sectors actively address these issues to provide a stress-free work environment. Future research may prioritise the establishment of an organisational framework that aligns with developmental characteristics and fosters a supportive atmosphere for employees, hence mitigating job stress levels.24 0Item Restricted DEVELOPING A MANAGEMENT AND LEADERSHIP APPROACH SUITABLE FOR THE META-MODERN WORLD(Leeds Beckett University, 2024-05) Alwuthaynani, Mohammed Saud; Cox, PeterThe aim of this research project was to improve the adequate leadership and management approach for the hotel sector in Saudi Arabia aligned with cultural transformation of Vision 2030 using Hofstede's Cultural Dimensions Theory. In the first chapter of the research, it has been detailed how Saudi Arabia Vision 2030 is being focussed while introducing the research topic and discussing the background for the research. It is shown how Saudi Arabia has distinct variation in its Hofstede cultural dimensions. The research aim, objectives and structure have been provided for further direction along with discussion on the importance for the research and problem related to lesser understanding on the leadership practice in Saudi Arabia. The second chapter of the research project covers detailed literature review on the topic. The literature review uses the existing research papers to highlight different management and leadership styles in the KSA hotel sector, culture focussed on Saudi Arabia 2030, impact of organisational culture as well as leadership style on employee motivation and cultural factors influencing leadership decisions. Hofstede cultural dimension theory and contingency theory were covered in theoretical framework. The effective leadership strategies in Saudi Arabia and literature gap were given. The third chapter highlighted the complete research methodology used for the research. The discussion included details on the search strategy, keywords utility, and framework for research, inclusion criteria, exclusion criteria and database used for aiding the overall data collection process. The limitations and critique for the chosen approach were also discussed. The fourth chapter of the research dissertation entailed a scoping review on the selected problem of leadership and management approach useful for Saudi Arabia hotel sector. The summary of the overall scoping review was also discussed thoroughly focussing on the key themes. The fifth chapter of the research study highlighted conclusion formed based on the research findings showing how Saudi Arabia needed to embrace change to accommodate Saudi Vision 2030 goals for its hotel businesses. Objectives were linked with the findings and a set of SMART recommendations were given in this chapter detailing what the hotel sector of Saudi Arabia needed to focus on along with a discussion of the future scope.27 0Item Restricted The impact of nurse work environment on nurse outcomes, nurse-perceived quality of care and patient safety in Saudi Arabia(University of British Columbia, 2018) Alharbi, Amal Ali; Dahinten, SusanBackground: The current shortage of nurses jeopardizes the quality and safety of patient care globally, and is particularly serious in Saudi Arabia. There is ample evidence that nurse work environments are important to nurses’ job satisfaction, burnout, and retention, and the quality and safety of patient care. However, most of this research has been conducted in the United States and Europe with very little emanating from Saudi Arabia or the Middle East. Purpose: This study investigated relationships between components of nurse work environment and nurse outcomes and nurse-perceived quality of care and patient safety. Methods: This correlational study was conducted using cross-sectional data collected from 496 registered nurses working in a large tertiary hospital in Riyadh, Saudi Arabia. Participants completed an online survey similar to that used in RN4Cast studies. Nurse-reported measures were used to assess nurses’ perceptions of their work environments, nurse-outcomes (i.e., job satisfaction, burnout, and intent to leave), and nurses’ perceptions of quality of care and patient safety. Hierarchical logistic regression was conducted to examine the relationships between components of nurse work environment and nurse and patient outcomes, after controlling for nurse and patient characteristics. Findings: Nurses’ perceptions of staffing and resource adequacy was predictive of all nurse outcomes except for intent to leave whereas nurse manager ability and leadership was found to be predictive only of job satisfaction. In terms of patient outcomes, staffing and resources adequacy and nursing foundation for quality of care were found to be the only independent predictors of quality of care and patient safety. Implications for Nurse Leaders: Nurse leaders in Saudi Arabia should give special attention to staffing and resources adequacy, nursing management and leadership, and nursing foundation for care delivery at the unit level. Hospitals in Saudi Arabia should strive for magnet-like qualities as they play a critical role in the recruitment and retention of nurses and contribute to better quality and safe care delivery. Conclusion: Magnet-like work environments that are culturally sensitive are critical to attracting and retaining Saudi nurses and nurses from other countries who are currently vital to alleviating the nursing shortage in Saudi Arabia.20 0Item Restricted The impact of Authentic Leadership, Structural Empowerment, Psychological Empowerment, Interpersonal Conflict, and Job Satisfaction on Turnover Intention among Early Career Nurses in Saudi Arabia(Saudi Digital Library, 2023-12-20) Alkaabi, Ohood; Babenko-Mould, Yolanda; Kerr, Michael; Cranley, Lisa; Aboshaiqah, AhmedLeadership plays a vital role in the creation and sustainment of healthy work environments that are both structurally and psychologically empowering. Authentic leaders are instrumental in creating the conditions necessary to facilitate such environments for nurses in acute care contexts. By extension, healthy work environments are invaluable to enabling early career nurses (ECN) to focus on providing optimal care to clients in collaboration with their colleagues. Such collegial relationships in practice can support ECNs’ satisfaction in their role and desire to remain in their practice contexts and the nursing profession. A non-experimental, predictive, correlational, cross-sectional survey design study was used to assess the relationship between authentic leadership, structural empowerment, psychological empowerment, interpersonal conflict, job satisfaction, and turnover intention among ECNs (n=215) working at public hospitals affiliated with the Ministry of Health in Saudi Arabia. The hypothesized model was analyzed using structural equation modelling (SEM). The results of this dissertation revealed that authentic leadership had a significant positive effect on structural empowerment and a significant indirect positive effect on psychological empowerment. Authentic leadership also had a significant indirect negative (inverse) effect on interpersonal conflict and a significant indirect and positive effect on job satisfaction. Structural empowerment had a significant direct effect on psychological empowerment and on job satisfaction, and a significant negative (inverse) direct effect on interpersonal conflict. Psychological empowerment was found to be significantly and positively related to interpersonal conflict, job satisfaction, and turnover intention. The results showed that interpersonal conflict had a significant and positive effect on turnover intention, whereas job satisfaction had a significant negative (inverse) effect on turnover intention. The results reinforce the importance of authentic leadership in facilitating structural empowerment, which subsequently fosters psychological empowerment of ECNs working in Saudi Arabia. Findings highlight the influence that authentic leadership could have in reducing interpersonal conflict and increasing ECNs’ job satisfaction through enabling and creating empowering working conditions, which could ultimately support the delivery of quality and safe client care. Key words: Authentic leadership, structural empowerment, psychological empowerment, interpersonal conflict, job satisfaction, turnover intention, early career nurses.20 0Item Restricted Examining the Effects of Leader-Member Exchange Comparison on Employee Work Attitudes(2023) Alzunaydi, Najd Ahmed; Allan, LeeGuided by a more complex integration between leader-member exchange (LMX) and comparison theories, the main aim of this thesis is to enhance the understanding of employees’ LMX comparisons and their impact on work attitudes. Despite the increased recognition that employees innately and constantly engage in LMX social comparisons, employees’ LMX social comparisons beyond the immediate workgroup have been unexplored. This thesis expands the scope of LMX comparisons by introducing two novel constructs, LMX comparisons with significant others (LMXSOC) and LMX temporal comparisons (LMXTPC). Across two time-lagged studies, two distinct conceptual models were examined, one relating to LMXSOC and one relating to LMXTPC. In both studies, evidence was found for the indirect effects of both LMXSOC and LMXTPC on employee attitudinal outcomes via felt obligation and relative deprivation. Overall, the findings of the thesis suggest that understanding LMX comparisons within this broad perspective represents an important step in the advancement of LMX theory by offering a more nuanced view of the LMX comparison process and furthering the understanding of employee outcomes.10 0