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Based on the componential theory of organizational creativity and innovation, this study examined the relationship between managerial coaching (MC) and innovative work behavior (IWB). It focused on the mediating role of psychological empowerment and the moderating role of task interdependence.

The self-administered questionnaires were used to collect data from 420 employees of the United Arab Emirates’s public sector organizations. A hierarchical linear model (HLM) with different regression techniques was used.

The results showed that MC directly influences IWB. The path analysis also revealed that MC has an indirect effect on IWB via psychological empowerment. The moderating role of task independence in MC and IWB was also revealed.

The findings shall provide insights that will help practitioners and academics understand frontline employees' innovative behavior in public sector settings and formulate strategies that will increase the involvement of employees in displaying innovation-based activities at the workplace.

This study adds value to the literature by integrating the componential theory of organizational creativity and innovation in public sector settings.

The purpose of this paper is to examine the impact of organizational culture on trust in top management and career satisfaction. The concept of culture was split into four types: “clan,” “adhocracy,” “hierarchy” and “market.”

A self-administered questionnaire was used to collect data from 128 mid-level managers in ten public sector organizations in the United Arab Emirates (UAE). The questionnaire included demographic questions and three established scales to measure culture type, trust in top management and career satisfaction. Correlation and regression analysis were used to examine relationships between variables.

Respondents from “clan” and “adhocracy”-type organizations tended to have more trust in top managers than those from other culture types. Respondents from “clan”-type organizations also had greater career satisfaction. Only a clan-type organizational culture significantly predicted career satisfaction.

The study is based on a small number of mid-level managers working in ten public sector organizations. This limits the generalizability of the results. Future studies should examine both public and private sector organizations operating in various industries across the UAE, to increase the generalizability of the findings. The study results will assist organizational policy makers who wish to transform their organizational culture to one that will increase the career satisfaction of managerial staff and their trust in senior managers.

The study contributes to the literature on organizational culture, particularly on the relationship between trust and career satisfaction in the public sector in the UAE.

The purpose of this paper is to explore the status of corporate performance management (PM) in the Middle Eastern context, represented by the United Arab Emirates (UAE) and the Kingdom of Saudi Arabia (KSA). In addition, the current study investigates the effects of the adoption of the balanced scorecard (BSC) and aims to explore the impact of the BSC on workplace attitudes and behaviors, as shown by accountability, inspiration, and motivation.

Due to the limited knowledge about the subject matter and the limited number of companies adopting the BSC in the Middle East, this study has adopted a descriptive approach to verify the significance of the BSC and to explore the causal relationship amongst the performance perspectives and the different dimensions of the BSC. The sample was drawn from five major business sectors in the UAE and KSA.

The results indicate that the BSC indicators are effective tools to evaluate and reflect on corporate performance. The concept of the BSC is considered good practice in the UAE and the KSA. Because of the concept’s compatibility with the local culture and business practices, it can be used to balance shareholder and stakeholder demands.

One of the main limitations of this study is that the sample is drawn from only two countries from the Middle East and, hence, cannot be generalized.

This study is one of the first attempts to explore the status of the corporate PM systems in a non-western context using a BSC technique created and typically applied in the western world. In addition, this study is considered a valuable attempt at exploring the effects of the adoption of this technique on an organization’s performance.

This study aims to develop a framework to identify, categorise and prioritise the dimensions of service quality in theme parks in an Islamic cultural context.

An extensive literature review was conducted to identify service quality dimensions in theme parks in an Islamic cultural context, and a survey tool was used to explore visitors’ opinions of the most important dimensions and sub-dimensions. An analytic hierarchy process was used to prioritise the main criteria and sub-criteria of dimensions of theme park service quality in the United Arab Emirates (UAE). The study identified four main criteria and 24 sub-criteria of service quality for the theme park industry from an Islamic perspective.

Consumables quality and physical environment quality were the top priorities under the main criteria. Availability of halal food was the most important sub-criteria of service quality in theme parks in the UAE, followed by price of food and beverages and staff attitude and behaviour in equal second place, and then quality of food and beverages and quality of facilities, again with equal scores.

The study focused on tourists visiting an emerging country, and the results therefore cannot be generalised to other cultural contexts. This study has developed a comprehensive model of theme park service quality using a hierarchical method. This included both general and Islamic service quality dimensions. This study, therefore, contributes to the “Islamic tourism” literature by identifying the importance of Islamic attributes in evaluating service quality of theme parks in Islamic countries.

The outcome of the study will provide local and international theme parks with explicit ideas about the service quality dimensions that are important in an Islamic cultural context. This will help them to prioritise the critical service quality dimensions, and eventually contribute to the successful management of theme parks.

This study offers new insights into the dimensions of service quality of theme parks in an Islamic cultural context.

The purpose of this paper is to investigate the relationship between leader–member exchange (LMX), perceived organisational support (POS) and turnover intention (TI) through the mediating effect of psychological stress in the police personnel of United Arab Emirates (UAE).

A questionnaire-based survey was used to collect data from police personnel (n=800) deployed in different positions in UAE police departments. The structural equation modelling analyses were consistent with the full and partial mediation models in which LMX, POS and PS predict TI. Specifically, several alternative models were compared to confirm the mediation effects.

The results revealed that while LMX had a direct negative effect on police force TI, POS had no indirect impact on police force TI. Furthermore, LMX did positively influence police personnel’s POS. PS acted as a full mediator between police personnel’s POS and TIs. Additionally, the direct positive effects of PS on police personnel’s TIs were confirmed.

The findings will help policymakers and practitioners to better understand the influences of the LMX, POS and PS factors on police force TI and will help in formulating strategies to minimise TI and retain talented police personnel for effective safety and law enforcement in the country.

The study contributes to the literature by being one of the first to study the LMX, POS, PS and TIs of police personnel within the context of an emerging Arab country.

The purpose of this study is to identify and rank the enablers that promote female empowerment in the health-care sector in the United Arab Emirates (UAE).

This study uses the analytic hierarchy process (AHP) to rank the enablers that promote female empowerment in the health-care sector. The AHP model was developed with 7 criteria and 28 sub-criteria based on previous literature. Data were collected through interviews of 24 female Emirati medical professionals. The respondents were selected from UAE-based public and private health-care units. The data collected were interpreted, and a priority vector was assigned to each criterion and sub-criterion.

It is observed that organizational human resource policies, organizational culture and institutional factors take top priority under the main enablers, and training and development, ethical environment and institutional and legal systems were determined to be the three most important sub-enablers that promote female empowerment in the UAE health-care sector.

The major limitation of this study is that it is conducted only in the UAE. Similar studies should be carried out in other GCC (Gulf Cooperation Council) countries due to the governmental and cultural homogeneity. The study will help policymakers and health-care organizations in the GCC to adopt the best approaches that transform work cultures and realize the potential of investing in female and their contribution to the national economy.

Female empowerment has been a challenging task for the mainstream literature of gender advancement. This study is the first of its kind to propose an AHP model that ranks the enablers that promote female empowerment in the UAE health-care sector.

This study aims to develop a theoretical framework of the impact of clan and hierarchy cultures and knowledge technological capabilities on organizational learning.

A questionnaire survey was used to collect data from 693 employees working in knowledge management centers in various law and enforcement units in the United Arab Emirates (UAE). Structural equation modeling was used to test the relationships between the variables.

The findings show that the clan culture had a significant negative effect on organizational learning. However, hierarchy culture and knowledge technological capabilities had a significant positive impact in predicting organizational learning behavior.

The study focuses on a specific type of public organization only, which somewhat limits the generalizability of the research results. Second, as the study was cross-sectional, the causal relationships could not be inferred directly. The study results will help policymakers create a learning organization by examining the impact of organizational culture and knowledge of technological capabilities.

This paper has added knowledge about the relationship between culture types, knowledge technological capabilities and organizational learning, particularly in the UAE. This study helps to bridge the gap in research on culture and knowledge technological capabilities and organizational learning.

Research about ethical governance and corporate social responsibility (CSR) in the United Arab Emirates is still in its infancy. This study aims to explore the public sector employee’s perception toward ethical climate, codes of ethics and CSR and its impact on organizational performance. This research sheds light on the link between formalized ethical procedures and employee responses including CSR, organizational engagement and organizational performance.

Data were collected from 426 middle-level public sector employees in Abu Dhabi, the capital of the United Arab Emirates, using structural equation modeling to test the proposed hypotheses.

The findings of this study suggest that an ethical climate is an important organizational component, and that the incorporation of effective codes of ethics and CSR initiatives is desired. Perceptions of public sector employees are positively influenced by the organization’s ethical climate and CSR activities, which in turn affect organizational performance.

The study provides managerial insights for improving the ethical climate and CSR within the public sector context in the United Arab Emirates.

The study offers implications for public sector employers and points out that public sector employers should formulate policies to boost the ethics and CSR environment at workplace to attain competitive advantage.

The paper contributes to the literature by being one of the first to study organizational ethical climate and CSR within a Middle Eastern public sector context and offers implications for theory and practice.

The purpose of this paper is to identify dimensions of theme park quality from an Islamic perspective and develop a framework to examine the interrelationships between theme park service quality dimensions, visitor delight and visitor loyalty in theme parks in the United Arab Emirates (UAE).

The study is based on a detailed literature review and analysis of visitors’ comments on TripAdvisor.com about their experience in theme parks in the UAE.

Theme park service quality can be assessed across 4 main dimensions (physical environment, interaction, consumables and access) and 13 sub-dimensions. A relationship is proposed between these dimensions and visitors’ delight, with visitor loyalty a consequence of visitor delight. Nationality is proposed to have a moderating effect on the delight–loyalty relationship.

This study attempts to propose a model for theme park service quality that reflects both traditional dimensions of service quality and dimensions related to Islamic attributes. It is one of very few attempts to investigate theme park visitors’ perception of service quality and its relation to delight and loyalty in the UAE. It is also, as far as the authors are aware, the first study to investigate the moderating effect of nationality on the delight–loyalty relationship.

本文的目的是从伊斯兰世界的视角识别主题公园质量的维度, 并建立一个可用以检验阿联酋主题公园服务质量维度、游客愉悦度和游客忠诚度之间的相互关系的框架。

这项研究基于详细的文献回顾, 以及对游客在TripAdvisor.com上分享的关于阿联酋主题公园体验的评论的分析。

主题公园服务质量可以从四个主要维度（物理环境、互动、消耗品和可进入性）和13个子维度进行评估。本文提出了这些维度与游客愉悦感之间的关系, 其中, 游客忠诚是游客愉悦感的结果。国籍对快乐-忠诚关系有一定的调节作用。

本研究试图构建一个主题公园服务品质的模型, 该模型既反映传统服务品质的维度, 又反映与伊斯兰属性相关的维度。在调查主题公园游客对服务质量的感知, 及其与阿联酋人的愉悦感和忠诚度的关系方面, 本文也是学术界为数不多的尝试之一。据我们所知, 本文也是第一个探讨国籍对快乐-忠诚关系的调节作用的研究。

主题公园, 服务质量, 快乐, 忠诚度, 伊斯兰特征, 内容分析, 猫途鹰评论, 国籍, 阿拉伯联合酋长（阿联酋）

概念文件

El objeto de este artículo es identificar las dimensiones en la calidad de los parques temáticos desde una perspectiva islámica y desarrollar un marco, para examinar las interrelaciones entre las dimensiones de la calidad del servicio de los parques temáticos, el disfrute de los visitantes y la lealtad de los mismos, en los parques temáticos de los Emiratos Árabes Unidos.

El estudio se basa en una detallada revisión bibliográfica y un análisis de los comentarios de los visitantes en TripAdvisor.com, sobre su experiencia en parques temáticos en los Emiratos Árabes Unidos.

La calidad del servicio en los parques temáticos, se puede evaluar en cuatro dimensiones principales (entorno físico, interacción, consumibles y acceso) y 13 dimensiones secundarias. Se propone una relación entre estas dimensiones y el disfrute de los visitantes, con la lealtad del visitante como consecuencia del disfrute. Se propone que la nacionalidad tenga un efecto moderador en la relación disfrute-lealtad.

Este estudio intenta proponer un modelo para la calidad del servicio en parques temáticos, que refleje tanto las dimensiones tradicionales de la calidad del servicio, como las dimensiones relacionadas con los atributos islámicos. Es uno de los pocos trabajos que intenta investigar la percepción de los visitantes de los parques temáticos, sobre la calidad del servicio y su relación con el disfrute y lealtad en los EAU. También es, por lo que sabemos, el primer estudio que investiga el efecto moderador de la nacionalidad en la relación disfrute-lealtad.

Emiratos Árabes Unidos (EAU), Análisis de contenido, Lealtad, TripAdvisor, Nacionalidad, Delicia, Atributos islámicos, parque temático, calidad de servicio

Papel conceptual

This study aims to explore the antecedents that may lead to turnover intentions among police personnel in the United Arab Emirates.

The data were collected from police personnel (n = 176) through a questionnaire survey, and structural equation modeling was used to test the relationships.

The findings revealed that the work-family conflict and job autonomy significantly correlate with turnover intentions. Alternatively, perceived organizational support does not predict turnover intentions.

This research is limited by the study’s subjective assessment of police personnel turnover intentions through self-reported questionnaires. It provides implications for policymakers, organizational behavioral experts and those interested in formulating effective strategies to reduce turnover among police personnel.

This study offers a novel context as it assesses police personnel in an emerging Middle Eastern country. It provides insights to policymakers and academia concerning the factors strongly linked with police personnel turnover intentions and will help them formulate strategies for improving personnel satisfaction and advancing relationships between police and the community.