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Author

Saham Alismail

Bio: Saham Alismail is an academic researcher. The author has an hindex of 1, co-authored 1 publications receiving 2 citations.

Papers
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Dissertation
01 Jul 2016
TL;DR: It was found that women with caring responsibilities were more likely than women without those responsibilities to report conflicts between professional and personal responsibilities, and KSA citizens claimed to have better prospects for career progression than expatriates although the former were less satisfied in their work.
Abstract: The purpose of this study was to explore barriers to work, enablers for work and work experiences of women employed in the hotel sector in the Kingdom of Saudi Arabia (KSA) and the United Arab Emirates (UAE). The research contrasts experiences between participants, to explore the similarities and differences between them. A particular aim of the study was an investigation of the issues for women, particularly those with caring responsibilities, in finding and maintaining employment, and any policies/practices that support them. The study collected primary data through a survey, and in-depth interviews that were conducted during fieldwork in KSA and UAE. The study sampled 385 female employees working in various roles in hotels, and 45 subsequently participated in one-to-one, and small group interviews. The sample group included citizens of each country, Arab and non-Arab expatriates, with and without caring responsibilities for children or adults. The analysis of the survey and interviews found that women with caring responsibilities were more likely than women without those responsibilities to report conflicts between professional and personal responsibilities. A further finding was that women, and KSA participants in particular, were positive about flexible employment practices, perceiving them as a way to ease employment constraints. Regardless of country or nationality, women with children were found to suffer an earnings penalty. An additional insight was that KSA citizens claimed to have better prospects for career progression than expatriates although the former were less satisfied in their work. A number of barriers to employment and causes of job (dis)satisfaction were identified and these were found to vary, dependent on the country. There were also differences between the working experiences of national and expatriate women.

2 citations

Journal ArticleDOI
TL;DR: In this article , the impact of human resources management on employee's behavioral outcomes of organizational change with variables such as organizational commitments, job performance, absenteeism, turnover of employees, employee productivity and workplace bullying in the Saudi Arabia manufacturing sector (e.g. power generation, telecommunications, natural gas exploration, and petrochemical sectors).
Abstract: The significance of Human Resource (HR) practices in enlightening employee attitudes, such as work satisfaction, organizational commitment and job engagement, have been widely researched in the industrial and organizational psychology literature. However, the research has not uncovered contradicting findings about the connections between employee positive and negative behavioural outcomes in the case of organizational change. This research analyzes the impact of human resources management on employee’s behavioural outcomes of organizational change with variables such as organizational commitments, job performance, absenteeism, turnover of employees, employee productivity and workplace bullying in the Saudi Arabia manufacturing sector (e.g. power generation, telecommunications, natural gas exploration, and petrochemical sectors). It is widely acknowledged that the influence of HRM practices may produce a comparative advantage in the performance of organizations with the well-being of the employees. To find the relationship between the variables, the study incorporates descriptive research methodologies and quantitative analysis of a valid questionnaire is performed utilizing stratified and simple, random samples by HR managers and employees. For data interpretation, a questionnaire of self-administered data was collected from a sample of 300 in Saudi Arabia. Employee behavioural outcomes of HRM practices have a significant and positive relationship between Organizational Commitment, Job Performance, Absenteeism, and Employee Productivity. A negative direct relationship is found between employees’ negative behaviour regarding the use of workplace bullying and employee turnover. The instrument’s internal reliability was established to be 0.793. Followed by inferential evaluations, a significance-level T-Test assessment for the benefit of the manufacturing sector evaluates the Hypothesis Test for HRM practice. The study has some limitations. Although data were collected from various sectors in Saudi Arabia, the findings of the study have limited generalizability. Future studies could extend the analysis to include other workplaces. This is the study of the factors affecting the organizational change of employees’ positive and negative behaviour outcomes which impact organisational growth and employee wellbeing. This study will contribute to the development of the Saudi Arabian power generation, telecommunications, natural gas exploration, and petrochemical sectors sector, which may lead to maintaining this sector work effectively that will have a positive impact on the economy of Saudi society.

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Dissertation
01 Jan 2019
TL;DR: In this paper, the authors present a Table of Table of Dedication, Dedication and Acknowledgement of the work of this paper. But they do not discuss the authorship.
Abstract: ....................................................................................................................................... 4 Dedication .................................................................................................................................... 6 Acknowledgement ....................................................................................................................... 7 Table of

13 citations

Journal ArticleDOI
TL;DR: In this article, a qualitative study using a mix of case studies and semi-structured interviews with twelve personnel from within the event sector in KSA was conducted to support the Kingdom of Saudi Arabian (KSA) government's initiative, by determining how women's workforce participation in tourism event sector can be encouraged.
Abstract: A recent United Nations World Tourism Organisation publication, Regional report on women in tourism in the Middle East identified that the representation of women working in tourism in the Middle East and North Africa (MENA) region is significantly below the global average. The Kingdom of Saudi Arabian (KSA) government is seeking to address this imbalance. The purpose of this research is to support this initiative, by determining how women’s workforce participation in the event sector can be encouraged. A qualitative study using a mix of case studies and semi-structured interviews with twelve personnel from within the event sector in KSA was conducted. Additional qualitative data was gathered from the authors’ participation in virtual gender-related tourism events and conferences. Thematic analysis indicated key findings which include the need for the KSA government and the corporate sector to promote a positive attitude towards women in the workplace. The cessation of activity in the sector, due to COVID-19, requires government and business leaders to develop a recovery plan that will continue to foster the empowerment of women in the sector. Without a recovery plan, there is a real risk that the gains in the empowerment of women in the sector will be lost.

1 citations