This paper summarizes the arguments and counterarguments within the scientific discussion on the issue the link between organizational cultures on the job performance in the Gulf Council countries companies. The main goal of the paper is to examine empirically the determinants of organizational cultures (structure, strategy, leadership, and high-performance work), and their impacts on job performance. The relevance of the decision of this scientific problem is that organizational cultures are a relevant problem for the companies in the Gulf Council countries. The Investigation of the topic of organizational cultures and the job performance in the paper is carried out in the following logical sequence: The methodological tool of this contribution tries to measure the effect of organizational cultures, structure, strategy, leadership, and high-performance work on job performance. The main purpose of the research is focused on the empirical approach justified by the use of the structural equations. The paper presents the results of an empirical analysis which showed that the effect of organizational cultures, structure, strategy, leadership, and high-performance work exerts positive relationships on job performance. The results found suggest that structure and strategy as indicators of organizational cultures, job performance with a high-performance work practice. The results showed a positive impact between the variables and implied that organizational cultures in the Gulf Council countries companies have a positive and significant relationship with job performance. The results confirm the existence of positive relationship as significant between structure, strategy and job performance in the Gulf Council countries companies. The research empirically confirms and theoretically proves that organizational cultures are significant relationships with job performance. The results of the research can be useful for the Gulf Council countries companies to promote the organizational cultures for good job performance. Keywords: organizational cultures, strategy, leadership, high-performance work, job performance.
This study investigates the link between the qualities of the higher education outputs on the labor market requirements. From this perspective, we discussed the requirements of the labor market in line with the outputs of higher education in the universities of the Kingdom of Saudi Arabia. Indeed, vision (2030) emphasizes the harmony of education between educational institutions (colleges and deanships) with the various concerns of society and the labor market. The study performs the structural equation method to analysis the relationship between the independent variables quality of higher education outputs on the dependents variables labor market requirements explained by educational attainment and qualification, the quality of the programs offered, course development, opportunities to communicate and cooperate with the labor market, diversity of scientific disciplines, and training. An electronic questionnaire survey sent to 26 universities Saudi was performed, which we subsequently had 24 usable questionnaires. A descriptive analysis based on an exploratory and confirmatory data analysis indicates that there is an overall consensus that labor market requirements are an essential factor in accomplishing the quality of higher education outputs. The latter is explained by variables such as educational attainment, qualifications, the quality of the programs offered, the development of the training course, opportunities for communication and cooperation with the labor market, the diversity of scientific disciplines, and training. Especially, the quality of higher education outputs has associated with the quality of qualification, the appropriation of higher education outputs with labor market requirements, and improving the quality of higher education outcomes.
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