Non-profit organizations (NPOs) are essential to the economic planning process in Saudi Arabia. This study examines the Human Resource (HR) practices of Saudi Arabian non-profit organizations. It is based on a primary survey administered to 201 employees of the four types of existing non-profit organizations (NPOs) in Saudi Arabia (Qur'an Memorization Society, Dawah Society, Specialized Society, and Development Committee) using a structured questionnaire. The questionnaire was intended for the eight existing HR practices: work design, HR planning, polarization, selection, training and development, motivation, performance evaluation, and job satisfaction. The ANOVA and Pearson correlation tests were performed on the eight segments of the HR instruments to investigate the perspectives of HR professionals in the NPO sector. The findings of the study indicate that the HR practices are moderated by the gender, age, education, and years of experience of the employees. The work design has the highest awareness among the employees, with a mean of 4.05, while job satisfaction has the lowest awareness, with a mean of 3.18 on a 5-point scale. A correlation between HR practices shows that work design improves performance evaluation, polarization affects HR planning, and training and development influence performance evaluation.
This study aims at investigating the impact digital transactions on employees’ performance at the university of Hail in Saudi Arabia. The main purpose of the study is to investigate the impact of adoption a digitalized work system by administrators at University of Hail in increasing employees' performance. Descriptive analytical approach was implemented using survey questionnaire. The sample of the study consisted of (200) male and female administrators selected using simple random sampling procedure. The result showed that there is a significant correlation between the implementation degree of digital transactions at University of Hail and employees' performance. In light of the results, the following recommendations were suggested:-University of Hail needs to take more consideration to capitalizing the advantages of using digital transactions as one of the major variables having a positive impact on employees' performance.-Keeping abreast with new technological advances in digital transaction is a must if higher education institutions wish to be well informed about the changes worldwide.-Engaging employees in the implementation of digital transactions in the various deanships, administrations and departments at University of Hail ensures a full adoption of such a modern technology, which will, in turn, have a positive impact on employees' performance.
This study investigates the factors that impact female workers maintaining leading positions. The primary purpose of the search is to study the effect of the glass ceiling and leadership empowerment on women's work-life balance in the private sector in Saudi Arabia. A survey research design was employed, and a cross-sectional approach to data collection was used to achieve the primary objectives. Thus, data were collected from 54 selected female executives working in private enterprises in Saudi Arabia. Closed-ended questions-based Likert scales were employed to gather data from the research participants. The study uses Multiple regression to analyze the data collected using SPSS. Consequently, it was found that the empowerment of female leadership has a significant influence on the work-life balance of female leaders in the private sector of Saudi Arabia. On the other hand, the glass ceiling was not found to significantly impact the participants' work-life balance. Finally, it was concluded that attempts should be made to support female leaders as this will positively affect their work-life balance and consequently leads to better performance.
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