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  • A critical evaluation of multicultural workforce and overcoming cultural barriers: The experience of Filipino nurses in the Kingdom of Saudi Arabia

    Javed, Uzma; Saati, Hedaya; Human Resource Management
    The main aim of this project was to critically analyse and evaluate how to overcome barriers to workplace multiculturalism. Achieving this aim was important for the purposes of providing a roadmap for contemporary organisations to use towards fostering higher levels of inclusion and diversity amongst their core teams of employees. The findings generated by the research study broadly signify that the main issues undermining workplace multiculturalism at the Jeddah City Hospital are communication siloes, agile decision making structures, culture shocks and age discrimination. Significantly, all of these issues were found to stem from a lack of effective communication and two-way dialogue between frontline nurses and care professionals and senior members of the HR and operations teams. The data results produced by this research project also further intimate that multiculturalism could be greatly improved within the organisation via: encouraging open door policies for diversity and inclusion issues, extending learning and orientation periods for new onboards to provide opportunities for enhanced levels of intra-team integration and togetherness, establishing an inclusion council to help new onboards with out-of-work life adjustment and offering coaching and mentoring programmes to new onboards to instil them with the unique skills and aptitudes needed to excel in their new work environment. The output of the research study highlights that the Jeddah City Hospital is also struggling with a negative organisational climate. This climate is at its most problematic in respect of making employees feel ashamed for making mistakes and/or needing to ask peers and colleagues for help to complete a particular task. It was noted by the study that this climate needs to change if the Jeddah City Hospital is to oversee increased levels of inclusion and diversity across the organisation. The methodology was ostensibly twofold: case study research and semi-structured interviews. The case study element involved analysing the experiences of Filipino nurses in a Jeddah City Hospital. Ten semi-structured interviews were carried out with frontline Filipino nurses and healthcare professionals currently working in the hospital to signpost the main cultural barriers being faced by this cohort in seamlessly integrating within the wider team and organisational setup. The main strength of the methodology used is that it helped to provide practical insights that could be of use in real-life situations faced by contemporary HR managers. By contrast, a possible limitation of the methodology is that there is no guarantee that the comments advanced by the interviewees constitute a fair and representative account of the current state of play within the hospital as regards
  • Moving Higher Education Beyond Covid-19: Innovative and Technology-Enhanced Approaches to Teaching and Learning

    Visvizi, Anna; Lytras, Miltiadis D.; Al-lail, Haifa; University Collaboration; NA; 0; 0; Entrepreneurship; 0; Visvizi, Anna (Emerald Publishing, 2023-03-02)
    Drawing on international and multidisciplinary perspectives, Moving Higher Education Beyond Covid-19 explores how HEIs may use crises as an opportunity to develop, to transform, and to improve their institutional resilience.
  • To Educate, Not Simply to Teach: Higher Education Institutions Post-Covid-19

    Visvizi, Anna; Lytras, Miltiadis D.; Al-lail, Haifa; University Collaboration; NA; 0; 0; Entrepreneurship; 0; Visvizi, Anna (Emerald Publishing, 2023-03-02)
    Institutions, including higher education institutions (HEIs), may use crises as an opportunity to develop, to transform and to improve their institutional resilience. Indeed, the Covid-19 pandemic proves that a vast majority of HEIs around the world effectively adapted to the circumstances of the pandemic and successfully embarked on remote learning. The analysis of HEIs proves as well that the nearly overnight switch to remote learning was but one aspect of the quiet transformation that HEIs worldwide were subdued to. In this context, this chapter identifies the administrative practices, including talent management, operations management, and above all, the organizational culture. The notion of changed expectations on the part of the faculty and the students is highlighted. The key point that this chapter makes is that the faculty and the art of education, rather than simply teaching, need to be placed first if HEIs are to retain their resilience.
  • The impact of Motivation-Enhancing HR practices on Employee Performance

    Javed, Uzma; Alotaibi, Shaikha; Human Resource Management
    Human resources, as being among the organization's resources, play a critical role in achieving organizational objectives. Employee performance is important for both employee and the company's effectiveness in developing human resources. Improving the effectiveness of these individuals benefits both the organization and the employees individually. Thus, the HR practices that help in improving employee performance must be known and implemented by the organization. This research specifically give insight to the motivation-enhancing HR practices that either these HR practices has an impact on employee performance. This research used survey questionnaire as a data collection tool in quantitative method. The population sample for this study consists of 43 participants. Data is analyzed using descriptive statistics. The findings of this research shows that employee performance is positively impacted by the motivation-enhancing HR practices. As a result, a firm must spend significant resources to implement motivation-enhancing HR policies
  • How Essential is Flexibility in the Workplace for Employee Motivation at Private Universities in Jeddah? A Comparison Prior to And During Covid-19

    Javed, Uzma; Kayyal, Noor; Human Resource Management
    Motivation is the driving force behind human actions. It comprises the factors that contribute to behavioral patterns, such as emotional, social, and cognitive variables. Employee motivation may have significantly changed due to the unfortunate events at the conclusion of the 2019 calendar year. However, due to the current wave of changes, numerous employees now prefer a hybrid work environment that, thanks to its flexibility, has acted as a source of motivation for some employees in private educational institutions. The objectives in this research were to discover the many facets of workplace flexibility. Second, to identify the many components of workplace motivation, and to finally investigate the relationship between the two. This research used an online survey method to collect data to evaluate the extent to which flexibility is perceived essential for motivation of employees working in private universities in Jeddah, and if there is a significant difference prior to and during COVID-19. After receiving 40 respondents and inputting the survey results into SPSS to analyse and interpret the data, the main finding was that employees are more likely to be motivated when they have flexibility in their workplace with particular inputs, such as the confidence of their manager or a supportive colleague. The outcomes indicated that individuals do not need to simply pursue higher positions in their employment since they value flexibility in their lives, as well as various aspects such as gaining their manager's confidence and obtaining incentives.
  • The extent to which training and development impacts organizational performance

    Javed, Uzma; AlQurashi, Jumana; Human Resource Management
    There is a significant increase in organization implementing training and development into their corporate strategies to increase their performance, revenue and employee retention. Many employers are now reverting back to research to substantiate whether training programs can make an impact. Building on existing works, this study focuses on finding whether there is a correlation between training and development and if so, to what extent. In this context organizational performance is defined as; employee retention and motivation, revenue increase, and bettering the corporate image. A total of 70 participants from around the GCC area were surveyed either as employers or employees. For this research owners, senior level managers, and HR employees were all considered employers. All data used for this research was primary data collected through a series of surveys. The results of this research showed a no correlation between the effects of training and development and organizational performance. The sample size for this research was not substantial in size, consequently the results are unreliable and holds a high margin of error
  • Am I worthy to my leader? Role of leader-based self-esteem and social comparison in the LMX-performance relationship

    Javed, Uzma; External Collaboration; Human Resource Management; Afshan, Gul (IOS Press, 2022-01-01)
    BACKGROUND: Most leadership theories, such as transformational, ethical, and servant leadership, emphasize the notion that leaders influence their followers’ in-role and extra-role work performance by treating them collectively and similarly. On the other hand, leader-member exchange (LMX) theory challenges this idea and argues that leaders treat followers differently and have high-quality exchange relationships with some followers and low-quality ones with others. However, few studies have examined LMX differentiated relationships in social contexts. OBJECTIVE: This study aims to investigate the role of employee leader-based self-esteem (LBSE) (i.e., employees’ self-evaluation of their worth derived from the quality of the relationship with their supervisor) in the relationship between LMX and two types of performance: task performance and organizational citizenship behaviour at individual level (OCB-I). Using an integrated theoretical framework of social comparison and self-consistency theories, we develop a moderated mediation model in which the mediating role of LBSE in the LMX-task performance and OCB-I relationships is conditional on the values of LMX social comparison (LMXSC). METHODS:Using a research sample of 298 manager-employee matching dyads working in 43 branches of a leading bank in Pakistan, results of hierarchical multiple regression analyses provided support for our developed model. RESULTS: We found that LMX positively led to LBSE which, in turn, served as a mediator between LMX and both performance types, with a stronger effect on OCB-I. We also found that by moderating the relationship between LMX and LBSE, LMXSC moderated the mediating role of LBSE, which had stronger effect on performance at high values of LMXSC than at low values. CONCLUSIONS: Following these findings, we discuss the contributions that this study offers to LMX and self-esteem literature and its managerial implications.
  • Work-Family Conflict and Employee Wellbeing: Examining the Buffering Effects of Workplace Provided Family-Friendly Resources

    Javed, Uzma; No Collaboration; Human Resource Management; Javed, Uzma (2022-12-31)
    This study examines the moderating effect of two family-friendly resources available in the workplace such as family friendly practices (FFP) and family supportive supervisor (FSS) on the relationship between work-family conflict and employee wellbeing. The data was collected from 297 frontline sales employees working for four major insurance companies in Pakistan. Each employee received a hard copy of the questionnaire with a cover letter outlining the goals and voluntary nature of the study. Hierarchical regression analysis was performed to analyze the collected data and test the proposed hypotheses. Findings suggest that FFP and FSS were linked to lower levels of depression and anxiety, and higher levels of job satisfaction and organization commitment. FFP buffer the impact of WIF and FIW on depression. FSS buffer the impact of WIF and FIW on depression, anxiety, job satisfaction, and organization commitment. It is important to focus on both formal (i.e. FFP) and informal (i.e. FSS) family-friendly resources when designing an intervention program for enhancing employee wellbeing.
  • Comparing the significant Existence of HRM in startups companies in KSA

    Javed, Uzma; Aljohani, Nabila; Human Resource Management
    The emergence of startup companies has increased significantly in Saudi Arabia owing to the increased involvement of the government to support young entrepreneurs and the objectives of Vision 2030. Startups are booming in the Kingdom in diverse industries with innovative and creative approaches. In such an environment, human resource management serves as one of the most essential pillar of companies irrespective of the industry that they operate in. Human resource department not only manages employees, but also serves as a source of connection between businesses and employees. With the growth of startup companies in Saudi Arabia as well as the increasing challenges for the success of such companies, it is essential to manage the human resources with high efficiency to ensure best utilization of talent. The contributions of human resource department and human resource management practices towards the success of companies is irreplaceable by any other department. This study focuses on understanding the importance of having dedicated human resource management practices with focus on startup companies in Jeddah, Saudi Arabia. The different challenges commonly faced by startup companies are also discussed in the study. A questionnaire survey designed specifically targeting the startup employees and owners was conducted with 60 responses. The results of the survey highlighted the importance of human resource department in startup companies of the Kingdom to ensure maximum utilization of talent and adequate return on investment from employees for the startup companies.
  • Impact of Online Banking on Customer Satisfaction in KSA

    Tayachi, Tahar; Kayello, Tamara; Finance (Effat University, 2021)
    The goal of this research is to examine the relationship between customer satisfaction and the aspects of online banking service to figure out which one has the most impact on customer satisfaction. The information was acquired through a survey that was sent out to Effat students and others in Saudi Arabia. The data were statistically evaluated using descriptive statistics, and the findings suggest that customer satisfaction is influenced by reliability, efficiency, and ease of use; responsiveness and communication; and security and privacy, with reliability having the greatest impact. Online banking has evolved into one of the most important banking services that, when effectively implemented, may improve customer satisfaction while also providing banks with a competitive edge. Recognizing the relative relevance of service quality factors will assist the banking business in concentrating on what most pleases consumers.
  • Layout Optimization of Onshore HAWTs in Wind Farms

    Brahimi, Tayeb; El-Amin, Mohamed; Asfour, R.; Master of Science in Energy Engineering
    Wind energy has been recognized as one of the fastest-growing energy sources globally. With the growing development and installation of wind farms, more research is needed to study and optimize wind turbines to reduce deficiencies created by the upfront wind turbines. The power loss due to wake effects can reach up to 40% of the upstream wind turbines. Wind farm design and optimization is a complex multidisciplinary topic that requires a lot of expertise. Several computational fluid dynamics (CFD) methods have been used for Wind Farm Layout Optimization (WFLO), using complete or total modeling of the rotor and the wake. However, selecting good wind farm locations is difficult and time-consuming. It is influenced by various factors such as wind energy potential, wind turbine site, distance to the electrical grid, distance from populated areas, and land usage. In this study the Genetic Algorithm (GA) is parametrized and employed to increase the expected power generation in a wind form. The algorithm is an optimization technique based on evolution and natural selection theories. The GA-developed method was capable to predict the optimal locations of wind turbines in a wind farm and identify the most suitable layout to maximize the power production and minimize the cost. The mathematical model has been built based on the wind wake model of wake losses based on the conservation laws of momentum and mass with assuming a linear expansion downstream. The GA optimization model considers five phases: initial population, fitness function, selection, crossover, and mutation. It is worth mentioning that, our own MATLAB code has been developed from scratch. The developed model has been validated against trusted results from the literature. After that, numerical experiments are conducted and four case studies are presented using our model. These case studies are created to study the impacts of four parameters; population size, cost model, hub height, and surface roughness and target four aspects: the objective function, fitness, average power, and wind turbine distribution. The population sizes of 500, 1000, 1500, and 2000 are considered and it is found that 1500 is the optimal population size for the present model. However, when the number of generations increases beyond 55 generations, the population sizes 1500 and 2000 have very close fitness values, which means increasing the population by more than 1500 has no effect on the output. Additionally, the findings of this study show that Mosettie's cost model leads to having a minimum objective function and optimal wind farm layout in comparison to Chen's cost model. Furthermore, the taller the turbine, the more wind it receives, thus more average power produced. Also, it was found that the objective function value decreases with increasing the smoothness of the wind farm terrain.
  • The impact of job satisfaction and organization commitment on employees’ intention to leave their job

    Javed, Uzma; Assiri, Ayshah; Human Resource Management
    This study investigated the relationships among employees’ job satisfaction, turnover intention and organizational commitment. The study also examined the influence of employees’ job satisfaction and turnover intention on organizational commitment. The primary data was obtained utilizing survey. The study used a sample which consists of 150 full-time employed employees which are drawn from (Alobeikan Company) a private company in Jeddah. The sample was selected randomly. Employees responded to items on Job Satisfaction Scale, Turnover Intention Scale, and the Organizational Commitment Scale to analyze collected data. Hypotheses were tested and the results show that there is a strong positive relationship between employees’ job satisfaction and turnover intention. Significant relationship was found between employees ‘job satisfaction and organizational commitment. There exists significant relationship between turnover intention and organizational commitment. Also there was an influence of employees ‘job satisfaction and turnover intention on organizational commitment. It was recommended that the company management must make sure that staff is satisfied with their jobs and perceive their daily work at all-time; this will reduce turnover intention of the workers.
  • Students' perceptions of Facebook for academic purposes

    Javed, Uzma; Sánchez, Arteaga R.; Architecture (2014)
    Facebook is the most popular Social Network Site (SNS) among college students. Despite the popularity and extensive use of Facebook by students, its use has not made significant inroads into classroom usage. In this study, we seek to examine why this is the case and whether it would be worthwhile for faculty to invest the time to integrate Facebook into their teaching. To this end, we decided to undertake a study with a sample of 214 undergraduate students at the University of Huelva (Spain). We applied the structural equation model specifically designed by Mazman and Usluel (2010) to identify the factors that may motivate these students to adopt and use social network tools, specifically Facebook, for educational purposes. According to our results, Social Influence is the most important factor in predicting the adoption of Facebook; students are influenced to adopt it to establish or maintain contact with other people with whom they share interests. Regarding the purposes of Facebook usage, Social Relations is perceived as the most important factor among all of the purposes collected. Our findings also revealed that the educational use of Facebook is explained directly by its purposes of usage and indirectly by its adoption.