Search results
1 – 9 of 9Lama Blaique, Taghreed Abu Salim and Farzana Asad Mir
The purpose of this study is to investigate the relationship between digital competence and the capability to innovate in the service sector and examine if this relationship is…
Abstract
Purpose
The purpose of this study is to investigate the relationship between digital competence and the capability to innovate in the service sector and examine if this relationship is mediated by human capital in the context of COVID-19 pandemic.
Design/methodology/approach
Using a cross-sectional survey, data were collected from 188 service sector professionals in the United Arab Emirates. Data were analyzed using partial least square-based structural equation modeling.
Findings
The findings of partial least square based structural equation modeling analysis indicate that there is a significant positive relationship between digital competence and the capacity to innovate in the service sector, which is partially mediated by human capital.
Originality/value
This study contributes to knowledge by offering an understanding of the relationship between digital competence and innovation capability, especially in uncertain situations. This study also notes the importance of human capital as a strategic resource for innovation.
Details
Keywords
Lama Blaique, Hussein Nabil Ismail and Hazem Aldabbas
This paper aims to explore the relationship between organizational learning (OL) and work engagement (WE) in the Middle East region amid the COVID-19 pandemic and to test the…
Abstract
Purpose
This paper aims to explore the relationship between organizational learning (OL) and work engagement (WE) in the Middle East region amid the COVID-19 pandemic and to test the mediating role of employee resilience (ER) and psychological empowerment (PE) on this relationship.
Design/methodology/approach
The sample size was 208 respondents working in the Middle East area during COVID-19. Hypotheses were tested using regression analysis with bootstrapping.
Findings
The findings indicate a significant positive impact of OL on WE. Moreover, both constructs – ER and WE – were identified as mediators for this relationship.
Practical implications
Practical implications within this study call for organizations to focus on promoting a learning culture in order to adapt and respond effectively to unprecedented external challenges.
Originality/value
The current study extends previous research and strengthens the antecedents of WE, namely, OL, ER and PE in the Middle East region while controlling for COVID-19 perceptions.
Details
Keywords
Lama Blaique, Ashly Pinnington and Hazem Aldabbas
The under-representation of women working in Science, Technology, Engineering and Mathematics (STEM) careers is a persistent problem worldwide. This dilemma is exacerbated by the…
Abstract
Purpose
The under-representation of women working in Science, Technology, Engineering and Mathematics (STEM) careers is a persistent problem worldwide. This dilemma is exacerbated by the fact that an insufficient number of women enroll in STEM studies, and a significant proportion of those who do join then opt out of their STEM careers at different points in their lives. The protean attitude emphasizes agentic individual control over one’s career, and thus offers women substantial potential for developing and enhancing career outcomes. Therefore, this study aims to investigate coping self-efficacy as an antecedent and career identity as a consequent of a protean attitude for women working in STEM.
Design/methodology/approach
Using a questionnaire survey, data were collected from 482 women working in STEM in the Middle East region. Multiple regression and bootstrapping methods were used in the analysis of the data.
Findings
The findings indicate that coping self-efficacy positively affects both protean attitude and career identity. The results also show that a protean attitude mediates the relationship between coping self-efficacy and career identity.
Practical implications
This research presents organizational management and government policy recommendations aimed at increasing the recruitment and retention of women in STEM careers.
Originality/value
The study addresses some of the main challenges related to identifying antecedents and outcomes of protean attitude.
Details
Keywords
Lama Blaique, Ashly Pinnington and Hazem Aldabbas
Despite an evident increase in the number of women joining Science, Technology, Engineering and Mathematics (STEM) majors at universities, the recruitment and retainment of women…
Abstract
Purpose
Despite an evident increase in the number of women joining Science, Technology, Engineering and Mathematics (STEM) majors at universities, the recruitment and retainment of women in STEM occupations continue to be a substantial challenge. The aim of this research is to investigate several individual and contextual factors that could increase the representation of women in STEM fields.
Design/methodology/approach
The authors report the results of a questionnaire survey of women (n = 375) working in STEM industries in the Middle East and North Africa region who have or had a mentor during their careers. Structural equation modelling is used to examine the proposed hypotheses.
Findings
The results indicate that both mentoring and coping self-efficacy positively influence affective occupational commitment. Coping self-efficacy is also found to partially mediate the relationship between mentoring and affective occupational commitment.
Practical implications
The authors recommend that researchers and practitioners give more attention to the contextual factors such as mentoring and its contribution to the coping self-efficacy and affective occupational commitment of employees in STEM occupations.
Originality/value
In this study, the authors investigate individual and contextual factors that have potential to enhance women's occupational commitment in STEM industries based on the Career Self-Management Model.
Details
Keywords
Lama Blaique, Taghreed Abu-Salim, Farzana Asad Mir and Barry Omahony
This purpose of this study was to examine the impact of social and organisational capital on service innovation capability among service firms in the United Arab Emirates (UAE…
Abstract
Purpose
This purpose of this study was to examine the impact of social and organisational capital on service innovation capability among service firms in the United Arab Emirates (UAE) during the COVID-19 pandemic.
Design/methodology/approach
To test the proposed research model, data were collected using a cross-sectional questionnaire. The study sample consisted of 188 private and public service sector managers in the UAE. Partial least square-based structural equation modelling (PLS-SEM) was used to examine the research model's validity and reliability and to test the research hypothesis.
Findings
The empirical evidence indicates that during this pandemic the relationship between social capital and service innovation capability was fully mediated by strategic environmental scanning, while partially mediating the relationship between organisational capital and service innovation capability.
Practical implications
Managers in service organisations must be proactive during crises such as the COVID-19 pandemic. Specifically, they should emphasise effective environmental scanning and the tracking of customer preferences to provide customised services that are valued and meet the emerging requirements of their customers. Prioritising investment in organisational capital to enhance innovation capacity is also recommended.
Originality/value
This study is the first to examine strategic environmental scanning as a mediator between social and organisational capital and service innovation capacity during a pandemic. There were significant differences between the findings of our study and previous studies: the authors found that, during crises, management priorities change, and businesses become more reliant on organisational capital to develop service innovation capability.
Details
Keywords
Hazem Aldabbas and Lama Blaique
The aim of this study is to empirically test the relationship between caring human resource management practices (CHRMP) and employee engagement through a serial mediation effect…
Abstract
Purpose
The aim of this study is to empirically test the relationship between caring human resource management practices (CHRMP) and employee engagement through a serial mediation effect (organizational climate of care and employee caring for the organization). In addition, this study investigates the moderating effect of caring management on the relationship between CHRMP and the organizational climate of care.
Design/methodology/approach
The study sample consists of 245 employees from customer service firms in the United States of America. Partial least squares structural equation modeling (PLS-SEM) was used to examine the hypotheses.
Findings
The results demonstrate positive direct and indirect relationships between CHRMP and employee engagement through serial mediation of the organizational climate of care and employee caring for the organization, while caring management failed to moderate the relationship between CHRMP and organizational climate of care.
Originality/value
The study contributes to the human resource management (HRM) literature by explaining some of the mechanisms whereby CHRMP influences employee engagement based on the social exchange theory.
Details
Keywords
Lama Blaique, Hussein Ismail, Thomas P. Corbin Jr. and Hazem Aldabbas
This study aims to explore the dynamic interplay between employee resilience (ER) and learning organisations, specifically examining the mediating influence of psychological…
Abstract
Purpose
This study aims to explore the dynamic interplay between employee resilience (ER) and learning organisations, specifically examining the mediating influence of psychological empowerment (PE).
Design/methodology/approach
Drawing on responses from 208 participants working in the United Arab Emirates, we used regression analysis with bootstrapping to scrutinise the data.
Findings
The results unveil a positive correlation between ER and learning organisation. Furthermore, PE is found to mediate this relationship.
Practical implications
In practical terms, organisations are urged to prioritise the cultivation of ER and the establishment of an environment fostering PE. Such initiatives contribute to a culture of continuous learning within the organisation and equip it with the adaptability needed to navigate new challenges.
Originality/value
This research contributes to a deeper comprehension of the importance of ER highlighting its positive effect on both organisational learning and PE.
Details
Keywords
Lama Blaique, Ashly H. Pinnington, Husam-Aldin Al-Malkawi and Hazem Aldabbas
Despite continuing under-representation of women in science, technology, engineering and mathematics (STEM) fields, the literature still falls short on identifying and explaining…
Abstract
Purpose
Despite continuing under-representation of women in science, technology, engineering and mathematics (STEM) fields, the literature still falls short on identifying and explaining the factors that could contribute to women's persistence and commitment. The purpose of this research is to identify cognitive and behavioral factors that will support the occupational commitment of women in STEM.
Design/methodology/approach
Quantitative analysis is based on a questionnaire survey of 375 women working in STEM in the Middle East region. Multiple regression and bootstrapping methods were employed in the analysis of the data.
Findings
The results support the following hypotheses: personal skills development has a positive impact on affective occupational commitment and coping self-efficacy, and coping self-efficacy mediates the relationship between personal skills development and affective occupational commitment.
Originality/value
This study adds insights on the dynamic approaches adopted by women in STEM fields to overcome occupational career challenges by testing several internal drivers, coping self-efficacy and personal learning.
Details
Keywords
Hazem Aldabbas, Ashly Pinnington, Abdelmounaim Lahrech and Lama Blaique
This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and…
Abstract
Purpose
This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and work engagement. The moderating role of intrinsic motivation on the relationship between work engagement and employee creativity is also examined.
Design/methodology/approach
The authors report the results of a survey completed by 372 respondents employed in the United Arab Emirates. Structural equation modelling was applied to test the hypothesised relationships.
Findings
The main findings are that extrinsic rewards influence employee creativity through POS and work engagement. Moreover, the effect of work engagement on employee creativity is moderated by intrinsic motivation. This model effect is stronger for employees with high intrinsic motivation.
Research limitations/implications
Convenience sampling was used, which limits its generalisability. Also, the data were collected through a cross-sectional survey at one point in time.
Practical implications
Managers should consider provision of extrinsic rewards and support to increase employee motivation and engagement in creative work.
Originality/value
This study contributes to the limited amount of available literature on creativity and rewards adding to our knowledge about the influence of extrinsic rewards on creativity considered in the presence of intrinsic motivation. Theoretical and practical recommendations are discussed.
Details