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Article
Publication date: 8 May 2017

Ahmed Al-Asfour, Hayfaa A. Tlaiss, Sami A. Khan and James Rajasekar

Few studies have explored the work challenges and career barriers faced by women in the Kingdom of Saudi Arabia (KSA). Drawing on Institutional Theory, the purpose of this paper…

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Abstract

Purpose

Few studies have explored the work challenges and career barriers faced by women in the Kingdom of Saudi Arabia (KSA). Drawing on Institutional Theory, the purpose of this paper is to explore the experiences of employed Saudi women through in-depth interviews.

Design/methodology/approach

The paper employs a phenomenological qualitative approach drawing on 12 in-depth semi-structured interviews with Saudi women.

Findings

The findings reveal a significant number of prominent societal and organizational structural and attitudinal barriers to the advancement of Saudi women in paid employment. Among others, these barriers include a lack of mobility; the salience of gender stereotypes; gender discrimination in the workplace; limited opportunities for growth, development, and career advancement; excessive workload caused by a lack of family-work balance; and gender-based challenges related to dealing with pregnancy.

Research limitations/implications

Despite the contributions of this study, it also has limitations, particularly the convenience sampling approach and the focus on the KSA. The small sample size means that the findings cannot be generalized to all women employed in Saudi Arabia and should be generalized within Saudi Arabia and other Arab societies only with caution.

Originality/value

The paper contributes to the understanding of work challenges and barriers of Saudi women in the workforce. It provides fresh insights to the issues surrounding women in Saudi Arabia and the need to address them in order to provide support for their career advancement.

Details

Career Development International, vol. 22 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 8 February 2021

James Rajasekar, Ahmed Al-Asfour and Efrem Kentiba

The purpose of this paper is to explore the relationship between cultural intelligence (CQ) and adult demographic profiles in the workplace.

Abstract

Purpose

The purpose of this paper is to explore the relationship between cultural intelligence (CQ) and adult demographic profiles in the workplace.

Design/methodology/approach

This cross-cultural study used a self-reported demographic and a 20-item CQ scale. The demographic and CQ level of 287 adults working in Oman from different countries was evaluated.

Findings

The mean total CQ score of adults working in Oman was 4.77 + 1.53. Out of the four dimensions, this study founds higher values relating to motivational CQ followed by metacognitive and behavioral CQ with mean scores 5.22 + 1.53, 5.13 + 1.57 and 4.59 + 1.54, respectively. Significance, between-group differences (gender, age, job level, sector type, education level, nationality and study abroad), were observed in metacognitive and motivational dimensions of CQ (p < 0.001). All the regression models are significant, indicating that they express a meaningful relationship between each of the dependent variables and the variables in the model. The total CQ model explains 10.7% of the variance.

Research limitations/implications

The results of this study provide additional insight to researchers in identifying the demographic profiles which predict the level of total CQ. The use of a longitudinal design to further confirm the results of this study is proposed.

Practical implications

The study helps practicing managers to understand the implications of cultural Intelligence and how it influences employee behavior from the perspectives of demographic perspectives.

Originality/value

The CQ levels of adults working in Oman vary according to their demographic profiles and the demographic profiles predict the CQ levels.

Details

Review of International Business and Strategy, vol. 31 no. 4
Type: Research Article
ISSN: 2059-6014

Keywords

Article
Publication date: 9 February 2024

Ahmed Al-Asfour and Yuening Zhao

The purpose of this study is to investigate manufacturing industry leaders’ perspectives on the prevailing skills gap in the current Illinois workforce. The insights gained hold…

Abstract

Purpose

The purpose of this study is to investigate manufacturing industry leaders’ perspectives on the prevailing skills gap in the current Illinois workforce. The insights gained hold significant importance for the emerging generation of workers, helping them discern the essential proficiencies and plan their educational and career paths in response.

Design/methodology/approach

Guided by Becker’s (1962) human capital theory (HCT) framework, a qualitative study was conducted to identify the skills gap and explore the perspectives of manufacturing industry leaders. Fourteen industry leaders participated in this study, representing various occupational industries.

Findings

The findings underscore the prominence of the skills gap as perceived by manufacturing industry leaders, with notable aspects including limited durable skills and difficulty transitioning from content-based knowledge to practical skills.

Originality/value

The findings of this study can offer insights to researchers, scholars and practitioners in the field of human resource development, as well as to leaders in the manufacturing industry who aim to address the skills gap. Furthermore, this research can inform policy decisions and assist higher education institutions in preparing students for careers in the industry.

Details

Industrial and Commercial Training, vol. 56 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 10 June 2024

Ahmed Diab

This study objective is twofold. This study aims to present an institutional analysis of the implications of job localization programs in Gulf Cooperation Council (GCC) countries…

Abstract

Purpose

This study objective is twofold. This study aims to present an institutional analysis of the implications of job localization programs in Gulf Cooperation Council (GCC) countries, such as Saudi Arabia, United Arab Emirates and Qatar. Further, it highlights the impacts of these programs on the accounting profession.

Design/methodology/approach

This study is based primarily on the desktop research method, where data is collected from the review of previous studies, published data on Internet Websites and reports released by International organizations such as the United Nations. In addition, the study benefitted from conducting six interviews with government officials from GCC countries. Theoretically, this study draws upon insights from the institutional logics theory to discern higher-order institutions deriving job localization decisions in the GCC region.

Findings

This paper explained how job localization policies in the GCC region are informed by three central logics: economic, socio-political and professional. Despite contributing to achieving some socio-political goals for policymakers, these policies could have serious consequences for the practice of the professions and, hence, the local business environment. Besides, this paper highlighted the serious localization policies' impacts on the accounting profession, especially the quality of the workforce (accountants) and their job readiness.

Practical implications

This study highlights the various implications of job localization policies for locals, foreigners, public and private sector entities and governments. Besides, it has recommended some actions to mitigate the negative influences of such policies on the surrounding society.

Originality/value

This study contributes to the literature by following an interpretative approach in explaining the localization of the accounting profession from an institutional perspective by bringing new evidence from GCC emerging markets.

Details

International Journal of Law and Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1754-243X

Keywords

Article
Publication date: 21 August 2023

Faisal Qamar, Sanam Soomro and Obed Rashdi Syed

Roles and responsibilities of higher education academics (educators) have dramatically changed since COVID-19 outbreak. Considering this, the present study applies servant…

Abstract

Purpose

Roles and responsibilities of higher education academics (educators) have dramatically changed since COVID-19 outbreak. Considering this, the present study applies servant leadership and social cognitive theories to test three determinants of pedagogical resilience, i.e. servant leadership, professional self-efficacy and workplace thriving. The study also tests moderation of professional self-efficacy between servant leadership and pedagogical resilience.

Design/methodology/approach

Applying snowball sampling, time-lagged data were collected on T1 and T2 through survey questionnaire from 205 employees of six higher education institutes (HEIs) in Sindh, Pakistan. For data analysis, the study employed structural equation modeling using SmartPLS.

Findings

Results indicate that servant leadership and professional self-efficacy predict pedagogical resilience of educators. Moreover, professional self-efficacy moderates the relationship between servant leadership and pedagogical resilience.

Research limitations/implications

This study has a few limitations. The study was conducted in HEIs of Pakistan, which are non-profit organizations. Given this, generalizability of findings in profit-making organizations is suggested with caution. Cross-cultural and cross-regional generalizability may also be challenging.

Practical implications

Training, coaching and role modeling may improve efficacy of educators, which is vital to pedagogical resilience. Furthermore, servant leadership attributes (i.e. emotional support and empathy) may also enhance resilience. Rolling-out tailored training programs for boosting professional efficacy of existing faculty could be helpful in building pedagogical resilience. Fostering a culture of teamwork through adopting collaborative and state of the art educational technologies could also enhance self-efficacy, which is vital to resilience. This could be done when vice chancellors, rectors, HODs, etc., adopt servant leadership attributes to play their role by navigating a paradigm shift from traditional teaching platforms and physical meetings to digital educational tools.

Originality/value

Post-pandemic educational management necessitates resilient workforce to handle any uncertain situation. Given this, the authors apply servant leadership and social cognitive theory and introduce a novel construct of “pedagogical resilience”. This paper offers unique theoretical contributions and suggests universities/HEIs to adopt servant leadership model and foster professional self-efficacy of educators for boosting their pedagogical resilience in times of uncertainty. Pedagogically resilient educators may be well equipped to adopt venerable pedagogical competencies, and could contribute significantly to the quality of higher education.

Details

Journal of Economic and Administrative Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1026-4116

Keywords

Article
Publication date: 6 July 2020

Imran Hameed, Zeeshan Ahmed Bhatti, Muhammad Asif Khan and Sumaiya Syed

This study aims to examine the moderated-mediation effects of employees’ Islamic work ethic (IWE) on their promotive and prohibitive forms of constructive voice behaviors through…

Abstract

Purpose

This study aims to examine the moderated-mediation effects of employees’ Islamic work ethic (IWE) on their promotive and prohibitive forms of constructive voice behaviors through the integrated frameworks of social identity theory and self-consistency theory.

Design/methodology/approach

Using two-source data collection from employees and supervisors, data were collected from 217 participants working in various companies in the Kingdom of Saudi Arabia. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in the PROCESS macro for SPSS.

Findings

The results of this study supported the integration of social identity theory with self-consistency theory in explaining the indirect effects of employees’ IWE on their promotive and prohibitive forms of constructive voice behaviors through the mediation of moral identity. Furthermore, this study also indicated that the indirect effect was conditional on the employees’ perceptions of perceived voice opportunity, which significantly moderated the relationship between their moral identity and their prohibitive voice. However, no such effect was recorded for promotive voice.

Originality/value

This study is the first that explains how and when employees’ IWE leads them to exhibit promotive and prohibitive voice behaviors through the mediation of moral identity and the moderation of perceived voice opportunity. Thus, this study contributes to the IWE, moral identity and employee voice literature by addressing questions with useful theoretical and managerial implications for employees’ promotive and prohibitive forms of constructive voice behaviors in the workplace.

Details

International Journal of Islamic and Middle Eastern Finance and Management, vol. 13 no. 4
Type: Research Article
ISSN: 1753-8394

Keywords

Article
Publication date: 11 October 2019

Ghulam Ali Arain, Zeeshan Ahmed Bhatti, Imran Hameed and Yu-Hui Fang

This paper aims to examine the consequences for innovative work behavior (IWB) of top-down knowledge hiding – that is, supervisors’ knowledge hiding from supervisees (SKHS)…

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Abstract

Purpose

This paper aims to examine the consequences for innovative work behavior (IWB) of top-down knowledge hiding – that is, supervisors’ knowledge hiding from supervisees (SKHS). Drawing on social learning theory, the authors test the three-way moderated-mediation model in which the direct effect of SKHS on IWB is first mediated by self-efficacy and then further moderated by supervisor and supervisee nationality (locals versus foreigners).

Design/methodology/approach

The authors collected multi-sourced data from 446 matched supervisor-supervisee pairs working in a diverse range of organizations operating in the Kingdom of Saudi Arabia. After initial data screening, confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in regression analysis with SPSS.

Findings

Results showed that SKHS had both direct and mediation effects, via the self-efficacy mediator, on supervisee IWB. The mediation effect was further moderated by supervisor and supervisee nationality (local versus foreigners), which highlighted that the effect was stronger for supervisor–supervisee pairs that were local-local or foreigner-foreigner than for pairs that were local-foreigner or foreigner-local.

Originality/value

This study contributes to both knowledge hiding and IWB literature and discusses the useful theoretical and practical implications of the findings.

Details

Journal of Knowledge Management, vol. 24 no. 2
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 23 April 2018

Jawad Syed, Faiza Ali and Sophie Hennekam

The purpose of this paper is to examine gender inequality in Saudi Arabia by using a relational perspective that takes into account the interrelated nature of the multilevel…

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Abstract

Purpose

The purpose of this paper is to examine gender inequality in Saudi Arabia by using a relational perspective that takes into account the interrelated nature of the multilevel factors that influence this phenomenon.

Design/methodology/approach

A total of 21 in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis.

Findings

The findings show how the interplay of factors on macro, meso and micro levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power of wasta, the notions of female modesty and family honour and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women’s experiences are varied on the basis of social class, family status and other dimensions of individual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward.

Originality/value

This study stresses the interrelated nature of the multilevel factors that affect gender equality and highlights the important role of individual agency and resilience.

Details

Career Development International, vol. 23 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 18 September 2018

Abeer Alfarran, Joanne Pyke and Pauline Stanton

The purpose of this paper is to explore the effectiveness of the Saudi employment programme “Nitaqat” in addressing institutional barriers to women’s employment in the Saudi…

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Abstract

Purpose

The purpose of this paper is to explore the effectiveness of the Saudi employment programme “Nitaqat” in addressing institutional barriers to women’s employment in the Saudi private sector. The paper has a particular focus on the perspectives of unemployed women as the intended recipients of increased employment opportunities.

Design/methodology/approach

This paper adopts a qualitative approach, drawing on findings from face-to-face interviews conducted with two groups of stakeholders, government officials and unemployed Saudi women.

Findings

Four key findings are identified. First, the considerable cultural and regulatory barriers of a conservative society are resilient impediments to the success of Saudi employment policy. Second, discrimination against women is endemic in the Saudi society; however, it is largely unrecognised within the Saudi culture and often accepted by women themselves. Third, due to government regulations, cultural constraints and the gendered educational system, the private sector contributes to sustaining labour market segmentation through discriminatory practices. Finally, while a positive change is taking place in Saudi Arabia regarding women’s employment, it is incremental and uneven.

Originality/value

This paper provides new insights into the institutional barriers related to the labour force participation of Saudi women from the perspective of Saudi women themselves.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 37 no. 7
Type: Research Article
ISSN: 2040-7149

Keywords

Open Access
Article
Publication date: 19 May 2023

Raouf Jaziri and Mohammad Saleh Miralam

Psychological and entrepreneurial traits have been widely studied as explicative variables of encouraging entrepreneurial behavior, while their impact on innovative activity is…

Abstract

Purpose

Psychological and entrepreneurial traits have been widely studied as explicative variables of encouraging entrepreneurial behavior, while their impact on innovative activity is less explored. This study examines whether, how and why psycho-entrepreneurial traits and social networks effect innovativeness among women firm owners.

Design/methodology/approach

Analysis of data collected from 304 Saudi women entrepreneurs accompanied by business accelerators provides a wide support with some notable exceptions. We use Structural Equation Modeling technique to estimate how different constructs interact with each other and jointly affect directly or indirectly women's innovativeness behavior in Saudi Arabia.

Findings

Findings point out that innovativeness is positively and significantly affected by emotional intelligence, internal locus of control, entrepreneurial alertness and entrepreneurial self-efficacy. The construct of entrepreneurial self-efficacy mediates the relationship between both business and personal networks and innovativeness. However, professional forums and mentors have no significant effect on innovativeness.

Research limitations/implications

The sample selection is limited to two entrepreneurial support structures especially business accelerator and business incubator. Expanding the context to other support structures can reinforce the implications and provide more valuable results.

Practical implications

The findings are likely to be of applicability for improving women entrepreneurship by entrepreneurial support structures.

Originality/value

This research is original in the sense that it investigated useful insights of innovativeness among Saudi female entrepreneurs.

Details

Arab Gulf Journal of Scientific Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1985-9899

Keywords

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