Appropriate work engagement is very important to job performance. The performance of an individual or a profession, measured by their output over a specific period, is crucial for the company's overall performance. Organizations of today are dealing with increased competitive environment in Saudi Arabia as they desire to derive maximum benefit from their human resource. This study aims at understanding the relationship between work engagement and job satisfaction among the Financial institutions of KSA. In this research, quantitative methods were used. The data was collected using a Survey method. The data will be collected from the employees of finance departments and employees of banks and prospective employees (students of finance major). The data will be analyzed in SPSS through pearson correlations analysis. This research found out that, there is a strong evidence that there is a significant relationship between the Work Engagement and Employee Performance. We also have a strong positive correlation between WE and EP, which means as Work Engagement Increases Employee Performance among financial institutions and departments in Jeddah.

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

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.

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.

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.

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.

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.

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.