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Few studies consider the relationship between organizational justice (OJ) and trust in Non-western contexts. In an attempt to address this gap, the purpose of this paper is to explore the relationship between organizational trust (OT) and OJ in Saudi Arabia. First, the authors examine two foci of trust and explore whether trust in an immediate supervisor/manager is correlated with trust in an organization. Second, the authors test the relationship three widely used constructs of OJ and two aspects of OT. Third, the authors examine the mediating role played by trust in immediate supervisor in the relationship between the various aspects of OJ and trust in an organization.

Using Social Exchange Theory, this study reports the responses of 231 junior and middle managers from eight organizations in Saudi Arabia. Data were collected through a structured survey questionnaire that used standard scales on distributive justice, procedural justice (PJ), and interactional justice (IJ), as well as trust in immediate supervisor and trust in organization.

Consistent with studies conducted in western contexts, the findings revealed a positive, significant, direct relationship between trust in immediate supervisor and trust in organization. However, contrary to what has been reported in the majority of western studies, among the three dimensions of OJ, IJ was the only predictor for trust in immediate supervisor. PJ and IJ were predictors of trust in organization, with PJ the stronger predictor. Finally, trust in immediate supervisor mediates some of the relationship between OJ and trust in organization.

The current study is the first to explore the relationship between OJ and OT, with the latter being measured in more than one focus, in the Arab Middle East. Therefore, this study contributes to bridging the gap in the understanding of the relationship between OJ and OT in non-western, Arab and Muslim Middle Eastern contexts. The interconnectedness between the organizational experiences of Saudi Arabian managers and cultural values highlighted in this study has significant implications for researchers, managers, and HR departments.

Cross-cultural studies suggest that while organizational citizenship behavior (OCB) and organizational justice have received considerable attention in Anglo-Saxon contexts, the same cannot be claimed in non-Western, Arab Middle Eastern contexts. The purpose of this paper is to attend to this knowledge gap by exploring OCB in the context of the Kingdom of Saudi Arabia and its relationship with organizational justice.

In cognizance of the extant literature, the study explores the perceptions of Saudi Arabian managers of the five conceptually different dimensions of citizenship behaviour – conscientiousness, sportsmanship, civic virtue, courtesy, and altruism. It also explores their perceptions of distributive justice, procedural justice, and interactional justice. In addition, the current study investigates the relationship between organizational justice and OCB. Using the survey questionnaire method, data was collected from more than 250 Saudi managers at different levels of the managerial hierarchy and working in a wide range of organizations and industries.

The results indicate that Saudi Arabian managers reported exhibiting OCB at work. They also suggest the salience of various forms of organizational justice in Saudi Arabian organizations as motivated by Arab cultural values and Islamic teachings. In regards to the relationship between the two constructs, our results indicate that interactional justice is most frequently associated with various dimensions of OCB for various reasons, including the emphasis that Islam and Islamic teachings give to demonstrating respect and courtesy in dealings with others.

The literature on OCB and organizational justice is thin in the Arab world. With that in mind, the current study is the first to explore OCB in Saudi Arabia. It is also the first to investigate the relationship between citizenship behavior and justice in Saudi organizations. The findings of this study highlight the need for academics and human resource experts to account for the role of socio-cultural factors and Islam when examining these constructs in the Arab world. The implications of the findings for academics and practitioners are discussed.

The paper investigates the implications for gendered power relations at work of Nitaqat, a workforce localization policy operating in Saudi Arabia which, by regulating the employment of Saudi nationals in private sector firms, has stimulated greater feminization of employment.

Based on an interpretivist, phenomenological research approach, rich qualitative data were collected in two case study organizations – a retail company and an architectural firm. The mixed-method design involved in-depth interviews with managers and women workers and extensive non-participant observation.

In exploring gendered power relations in Saudi private sector workplaces under the Nitaqat regime, the paper highlights the importance of patriarchal power. However, increased feminization of employment provides women workers with access to power resources of their own, producing complexity and variation in gendered workplace power relations.

Drawing on Bradley's (1999) relational conception of gendered power, the paper illuminates how a Nitaqat-inspired feminization of employment, by increasing firms' dependency on women workers, has influenced the dynamics of gendered power relations in Saudi workplaces.

A laboratory experiment was conducted in the soil laboratory in the Department of Environment and Environmental Pollution, Environment and Natural Resources Research Institute, National Centre for Research. The purpose of this paper is to study the movement of crude oil through soil column.

Polyvinyl chloride columns were filled with Shambat soil, amended with three concentrations of light crude oil (0.16, 0.32, and 1.28 ppm), obtained from Petrodar Oil Company. Soil samples were taken from 5 and 10 cm depths after two, 14 and 28 days from crude oil addition. At each sampling date, the recovery of petroleum hydrocarbons measured.

The results obtained indicated that high by significant differences among the different concentrations, different depths and different sampling durations. Moreover, the downward mobility of petroleum hydrocarbons decreased with increasing crude oil concentration.

Results of the experiment revealed the importance of studying the fate and mobility of total petroleum hydrocarbons (TPH) in soils in order to facilitate a proper reclamation practice specially in oil polluted sites.

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.

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

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.

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.

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.

The purpose of this study is twofold: first, to examine the direct relationship of organizational justice (OJ), psychological empowerment (PE), Leader Member Exchange (LMX), organizational citizenship behavior (OCB), LMX on PE and OCB and PE on OCB; and second, to investigate the mediating role of PE between OJ and OCB and between LMX and OCB in the service industry in a non-Western context.

A quantitative questionnaire was used to test the proposed hypotheses of the study. From employees working in service providing organizations in the UAE, 364 usable responses had been collected and data was analyzed using structural equation modeling (SEM).

OJ significantly influences PE and LMX, while its influence on OCB is insignificant. Also, LMX significantly affects PE and OCB, PE significantly impacts OCB, whereas PE and LMX significantly mediate the relationship between OJ and OCB.

Organizations should promote fairness, psychological empowerment and OCB among employees. Additionally, leaders should develop positive and productive relationships with their employees.

To the best of the authors’ knowledge, this study is one of a limited number of studies designed to analyze the hypothesized relationships within a non-Western context, specifically in the UAE.

This study aims to examine the effects of emotional intelligence and organizational justice on job satisfaction and caring climate and its impacts on Criminal Investigation officers’ performance.

The population in this research was all criminal investigation officers, with people (2016 data) in all Polres and the Criminal Investigation Directorate of Polda Metro Jaya. The method used is path analysis. The path modeling was solved by using the partial least squares method. This research found that there is a positive relationship between job satisfaction and officers’ performance.

This research found that there is a positive relationship between emotional intelligence and job satisfaction; organizational justice and job satisfaction; emotional intelligence and officers’ performance; organizational justice and officers’ performance job satisfaction and officers’ performance; caring climate and officers’ performance; organizational justice and caring climate; emotional intelligence and caring climate. In general, it has shown that emotional intelligence has a significant direct effect on performance, job satisfaction and caring climate. In addition, emotional intelligence has an indirect effect on performance through job satisfaction and caring climate.

There are some differences in the previous research results or methodological weaknesses. This research will develop the relationship between the emotional intelligence variable and the caring climate variable and the relationship between the organizational justice variable and the caring climate variable.

The purpose of this paper is two‐fold: first, to examine the influence of perceived organizational justice on Saudis’ work‐related attitudes, namely, job satisfaction and organizational commitment. Second, to examine the differential effects of distributive and procedural justice on the above‐mentioned work‐related attitudes.

Using a self‐administered questionnaire, 600 Saudi employees from 24 organizations operating in an Eastern province in Saudi Arabia were surveyed. Correlation and hierarchical regression analyses were used to examine the hypotheses of the study.

The paper revealed that justice plays a significant role in influencing Saudi employees’ level of job satisfaction and commitment. An examination of the differential affects of justice revealed that distributive justice tends to be a stronger predictor of job satisfaction compared to procedural justice. Moreover, despite the significant positive correlation between procedural justice and organizational commitment, there was no influence of procedural justice on organizational commitment when the influence of inter‐actional justice and distributive justice had been controlled.

The theoretical and practical implications of the results are discussed in the paper. Recommendations are provided to managers in Saudi organizations to enhance perceptions of justice in the workplace.

The paper contributes to the knowledge of the topic of organizational justice in Saudi Arabia, which is under‐studied in academia. The paper not only advances the literature pertaining to organizational justice theories by empirically demonstrating the importance of organizational justice for developing positive work outcomes in a non‐Western developing context, but also elucidates the differential effects of distributive and procedural justice on work‐related attitudes.

The purpose of this paper is to fill a gap in the literature on women who work in the Arab Muslim context, reflecting on the experience of Saudi Arabia.

A sample of 301 male participants completed the newly developed multidimensional aversion to women who work scale (MAWWWS).

The paper reveals that Saudi males report very traditional attitudes towards working females. Moreover, the single, unemployed, young and educated Saudi males report less traditional attitudes towards working females compared with married, employed, old, and less educated ones. Age was found to the most important predictor of the males' attitudes towards working females.

The paper contributes to the knowledge in several grounds. First, it validates the MAWWW scale in a Muslim Arab country, Saudi Arabia. Second, it contributes to the knowledge of the topic of women's employment in Saudi Arabia, which is understudied in academia.