The purpose of this paper is to investigate impacts of training on organizational commitment and turnover intentions in private sector of Saudi Arabia. The study seeks to focus the relationship between organizational commitment and turnover intentions of the employees. A literature review of organizational commitment and employee turnover provides the basis for the research model and hypotheses. A self-administered questionnaire was used, involving 251 respondents from leading private organizations of Saudi Arabia to collect data and testing the existing theory. The results provide strong support for the hypothesis that is the negative relationship between organizational commitment and turnover intention. Employees' training is significantly correlated with organizational commitment, turnover intentions and the commitment-turnover relationship.The sample was limited to private organization in Saudi Arabia. It may not be appropriate to generalize the findings across other populations or settings. However, the sample can be viewed as a representative case typical of many other organizations in the same industry. The results provides insight into the impact of organizational commitment on turnover intentions in the specific private sector of Saudi Arabia, which might benefit for managers and policy makers of the concerned organizations and in general for the whole sector. The paper studies the problems that exist in the private sector of Saudi Arabia.

The literature of fast food franchises in Saudi Arabia has reported a lack of research on the topic of employee training. This study pursues to add literature and findings in fast food franchises sector by examining the impact of effective training and coworker support for training on turnover intentions among the employees of fast food franchises in Saudi Arabia. A total number of 350 questionnaires were distributed among the employees working in different fast food franchises of Saudi Arabia, out of which 278 were returned and finally 250 questionnaires were selected for data analysis. The data was collected by source of a structured questionnaire with a total number of 25 questions. In which 10 questions were dedicated to training effectiveness, 3 questions were dedicated to coworker support for training, 8 questions were dedicated to job satisfaction, and 4 were dedicated to turnover intentions of employees. The results described a strong positive relationship between effective training program and job satisfaction, and coworker support for training and job satisfaction. However, there is a negative relationship found between job satisfaction and employees" turnover intentions in fast food franchises of Saudi Arabia. The result of the study has significant decision-making suggestions for franchisers regarding how to decrease turnover intentions of employees by providing them efficient training programs and supportive working environment. Training programs not only increase the value of employees but also the effectiveness of the business.

Feedback orientation is an individual's overall receptivity to feedback

COVID-19 patients suffer from the lack of curative therapy. Hence, there is an urgent need to try repurposed old drugs on COVID-19. Randomized controlled study on 70 COVID-19 patients (48 mild-moderate, 11 severe, and 11 critical patients) treated with 200 µg/kg PO of Ivermectin per day for 2-3 days along with 100 mg PO doxycycline twice per day for 5-10 days plus standard therapy; the second arm is 70 COVID-19 patients (48 mild-moderate and 22 severe and zero critical patients) on standard therapy, which is (vitamin C, D, and zinc, azithromycin, dexamethasone and oxygen supply if needed). The time to recovery, the progression of the disease, and the mortality rate were the outcome-assessing parameters. Among all patients and among severe patients, 3/70 (4.28%) and 1/11 (9%), respectively progressed to a more advanced stage of the disease in the Ivermectin-Doxycycline group versus 7/70 (10%) and 7/22 (31.81%), respectively in the control group (P>0.05). The mortality rate was 0/48 (0%), 0/11 (0%), and 2/11 (18.2%) in mild-moderate, severe, and critical COVID-19 patients, respectively in Ivermectin-Doxycycline group versus 0/48 (0%), and 6/22 (27.27%) in mild-moderate and severe COVID-19 patients, respectively in standard therapy group (p=0.052). Moreover, the mean time to recovery was 6.34, 20.27, and 24.13 days in mild-moderate, severe, and critical COVID-19 patients, respectively in Ivermectin-Doxycycline group versus 13.66 and 24.25 days in mild-moderate and severe COVID-19 patients, respectively in standard therapy group (P<0.01). It is concluded that Ivermectin with doxycycline reduced the time to recovery, the percentage of patients progress to more advanced stage of disease, and reduced mortality rate in severe patients from 22.72% to 0%. Keywords: Ivermectin, Doxycycline, COVID-19, Coronavirus, SARS-CoV-2 Citation: Hashim HA, Maulood MF, Ali CL, Rasheed AM, Fatak DF, Kabah KK, Abdulamir AS. Controlled randomized clinical trial on using ivermectin with doxycycline for treating COVID-19 patients in Baghdad, Iraq Iraqi JMS. 2021; 19(1): 107-115. doi: 10.22578/IJMS.19.1.14

The main purpose of this research work is to compare the extrinsic and intrinsic rewards which are used as the factors of motivation in the banking sector of Saudi Arabia. With a case study research design, structured interviews were conducted from the eighty (80) employees of NCB seven branched in Riyadh, KSA. The interviews responses were analysed according to Likert technique. After getting scores of ten (10) reward factors, the Pearson correlation technique was calculated to check the relationship between the extrinsic and intrinsic factors and employees motivation. The results show that the employees of NCB were motivated both by the extrinsic and intrinsic rewards, in such way that extrinsic factors were more causing motivation. The analysis result shows that reward management has an intense direct positive relationship with employee motivation level also the intrinsic factors played important role in the motivation process. This research paper stress that banks in public sector shall apply the advance and updated human resource strategy regarding extrinsic and intrinsic rewards. Key Words: Extrinsic Reward, Intrinsic Reward, Employees Satisfaction

Organizational Citizenship Behaviour (OCB) has been signified as one of the antecedents of organizational effectiveness. OCB is widely studied over the years in the US but has received relatively inadequate attention in other Asian contexts. This study explored and examined number of predictors of OCB in the Arabic-speaking context (Saudi Arabia in Gulf). The data was drawn from 275 employees of both private and public banking sectors. Predictors of OCB examined are Job Satisfaction and Organizational Commitment, Role Perceptions, Fairness Perceptions, Leadership Behavior, Individual Dispositions, Motivation and Feedback. The results found support the hypotheses stating the positive relationship between the predictors of OCB and organizational citizenship behaviour except motivation that found no relationship with OCB. Implications for future research are discussed.

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