No abstract

No abstract

No abstract

No abstract

Many researchers highlighted the need to develop organizational guidelines to enable theeffective support and maintenance of critical human resources during expatriate sojourns.However, lack of instruments that measure perceived support for fly-in, fly-out academicshas been a shortcoming in past research. In this study, the development of the Short-termInternational Teaching Assignments Scale (STITAS) is described. The STITAS was composedof 13 items aimed to measure four factors of perceived support: organisational support, HRsupport, financial support and career support. The STITAS was piloted with 193 fly-in, fly-outacademics from 24 Australian universities that participated actively in transnational education.Data analyses involved Exploratory Factor Analysis and Confirmatory Factor Analysis.Cronbach’s alpha of the STITA was found to be 0.85, and the construct validity with the fourfactorstructure was confirmed with GFI = 0.917.Keywords: Instrument Development; Academics; Short-Term Assignments; Australia.

This study conducted in the Yemeni Islamic banking sector. The purpose of this study is to determine the relationship between Training practices as independent variables and Organizational Commitment as a dependent variable through Tribalism Relations as a mediating variable. The search focuses on employees, departmental guidelines and career development practices and their relationship to the level of commitment displayed by the employees. The quantitative design was used in this study to test hypotheses. 450 questionnaires were distributed to various employees in four Islamic banks in Yemen. 292 valid questionnaires were collected, representing 65%, which is acceptable in scientific research. Smart PLS-SEM technique is used to validate the measurement model and structural model which significantly contributes to the methodological aspect. The findings reveal that there is a significant impact on Training practices, and Organizational Commitment. Moreover, the results show that Tribalism is playing an important role as mediator on the relationship between Training practices and Organizational Commitment in the Islamic banking sector in Yemen.

No abstract

This study examined the influence of employee empowerment on organizational commitment, and the level to which Tribalism plays a role in the relationship between the former two variables in the context of Islamic banks in Yemen. Indeed, the rationale for introducing employee empowerment is to increase levels of employee’s commitment to ensue positive outcomes. The interrelationships between the variables were analyzed to develop a strategy for increased organizational commitment in the Yemeni Islamic banking sector. This study used a social exchange theory to illustrate the study framework to link the relations between employee empowerment, organizational commitment, and Tribalism. This study relied on quantitative approaches. The study sample comprised of Yemeni Islamic banks’ employees. 450 questionnaires were distributed to employees, out of which, 292 were retrieved and deemed usable for analysis, constituting a 65% rate of response. The partial least squares structural equation modelling (PLS-SEM) was employed to analyze data and test the proposed hypotheses. The results indicated that there is a significant relationship between empowerment of the employees and their organizational commitment in Islamic banks in Yemen. More importantly, this study revealed that Tribalism is a significant mediator on the relationship between employee empowerment, and organizational commitment.