Framework to Create Employee Engagement Culture in Saudi Banks

Employee engagement has attracted widespread interest over the past twenty years from the practitioner network and researchers. It is claimed that organizations that focus on growing an engagement culture will result in increasing employee productiveness, the fulfilment of the organizational objectives, and competent employee retention. However, the fundamental issues revolving around the meaning and key antecedents of employee engagement nevertheless require similar research interest [2]. The Saudi Banks are an important component of Saudi Arabia’s financial system. In light of the emerging high volume of business activities, Saudi Banks are keen to inspire worker participation and employee engagement. This behaviour will allow banks to achieve sustainable business development. In response to these issues, the present research offers the possibility to advance the knowledge of organizational culture’s influence on employee engagement. The present research adopts a qualitative approach, and the method used is a grounded theory. The data collection process adopted an issue focused approach. Interviews were conducted with banks managers and their subordinates (male- female). The findings of the present study indicate that the factors that make the greatest contribution to employee engagement were employee satisfaction, achievement recognition, and jobs that were in line with the employees’ competent. Furthermore, the results revealed that the Saudi national culture, which is rooted in Islamic belief, has an influence on employee engagement in Saudi banks. This influence manifested itself as Non-interests bearing transactions, and the female segregation rule. The outcomes of the present research contributes to the existing theory of employee engagement by providing empirical evidence regarding the engagement meaning construct and its distinctiveness from similar, alternative, well-established attitudinal constructs. Furthermore, the present research offers a framework consisting of the themes that emerged from the analysis of the present study, and the proposed interventions to maintain an employee engagement culture. Furthermore, a discussion of the analysis’ limitations and recommendations for future researches will be presented, and a conclusion will be drawn.

Download Full-text

The Resolution of International Commercial Disputes – What Role (if any) for Continental Europe?

AJIL Unbound ◽

10.1017/aju.2020.80 ◽

2021 ◽

Vol 115 ◽

pp. 11-16

Author(s):

Giesela Rühl

Keyword(s):

The Netherlands ◽

Dispute Settlement ◽

Middle Eastern ◽

National Level ◽

High Volume ◽

Radical Change ◽

The Past ◽

The World ◽

Traditional Market ◽

Commercial Courts

The past sixteen years have witnessed the proliferation of international commercial courts around the world. However, up until recently, this was largely an Asian and a Middle Eastern phenomenon. Only during the past decade have Continental European countries, notably Germany, France and the Netherlands, joined the bandwagon and started to create new judicial bodies for international commercial cases. Driven by the desire to attract high-volume commercial litigation, these bodies try to offer international businesses a better dispute settlement framework. But what are their chances of success? Will more international litigants decide to settle their disputes in these countries? In this essay, I argue that, despite its recently displayed activism, Continental Europe lags behind on international commercial courts. In fact, although the various European initiatives are laudable, most cannot compete with the traditional market leaders, especially the London Commercial Court, or with new rivals in Asia and the Middle East. If Continental Europe wants a role in the international litigation market, it must embrace more radical change. And this change will most likely have to happen on the European––not the national––level.

Download Full-text

The emergence of coercive federal Australian labour law, 1901–2020

Journal of Industrial Relations ◽

10.1177/00221856211003921 ◽

2021 ◽

pp. 002218562110039

Author(s):

Eugene Schofield-Georgeson

Keyword(s):

Industrial Relations ◽

High Volume ◽

Union Power ◽

Labour Law ◽

Industrial Environment ◽

The Past ◽

Low Levels ◽

Labour Legislation ◽

Employment Legislation

Over the past two decades, industrial relations scholarship has observed a trend towards an increasingly punitive industrial environment along with the ‘re-regulation’ of labour law. Absent from much of this literature, however, has been an empirical and historical measurement or comparison of the scale and quality of this systemic change. By surveying coercive and penal federal industrial legislation over the period 1901–2020, this study shows empirically that over the last 40 years, there has been a steep increase in the amount of coercive federal labour legislation in Australia. It further measures and compares the volume of coercive labour legislation enacted specifically against ‘labour’ and ‘capital’ or both throughout the same period (1901–2020). Analysis reveals a correlation between a high volume of coercive labour legislation with low levels of trade union power and organisation. Argued here is that coercive labour legislation has been crucial to transitioning from a liberal conciliation and arbitration model of Australian industrial relations towards a neoliberal framework of employment legislation. In the former, regulation was more collective, informal and egalitarian (embodied by the sociological concept of ‘associative democracy’). Under a neoliberal framework, regulation is now more individualised, technical, punitive and rarely enforced, resulting in less equal material outcomes.

Download Full-text

The Effect Of Milenial Generation Characteristics Of Job Satisfaction Relations And Employee Engagement

Ilomata International Journal of Management ◽

10.52728/ijjm.v1i4.166 ◽

2020 ◽

Vol 1 (4) ◽

pp. 239-248

Author(s):

Alfatih Sikki Manggabarani ◽

Faisal Marzuki ◽

Mahendro

Keyword(s):

Employee Engagement ◽

Random Sampling ◽

Employee Satisfaction ◽

Sampling Methods ◽

Simple Random Sampling ◽

Partial Least Square ◽

Least Square ◽

Analysis Method ◽

Partial Least Square Analysis ◽

Analysis Technique

This research is a quantitative study that aims to determine the Millennial Generation Characteristics of Employee Engagement. The population in this study The study was conducted by taking samples of Millennials who are actively working at Micro Finance companies with a total of 150 respondents. The sample size was taken as many as 150 respondents, with probability sampling methods especially simple random sampling. Data collection was carried out through questionnaires. The analysis technique used is the PLS (Partial Least Square) analysis method. The results of this study indicate that the value of R- Square (R2) Employee Engagement is 0.786 and Employee Satisfaction is 0.647 thus indicating that the contribution of Grit, Worklife Balance, and Jon Resources variables to Employee Engagement and Employee Satisfaction are 0.786 or 78.6% and 0.647 or 64.7%. And the rest is influenced by other factors not examined.

Download Full-text

CULTURE AS A BASE OF DEMOCRACY: INTERNATIONAL AND DOMESTIC EXPERIENCE

Law Journal of Donbass ◽

10.32366/2523-4269-2020-73-4-175-181 ◽

2020 ◽

Vol 73 (4) ◽

pp. 175-181

Author(s):

Tamara Sabelnykova ◽

Keyword(s):

National Culture ◽

Historical Period ◽

Cultural Participation ◽

Cultural Education ◽

Cultural Traditions ◽

The Past ◽

Democratic State ◽

Negative Effect ◽

The Government ◽

Wide Experience

The article deals with the effect of culture on democracy. Cultural traditions, which had been developing for a long historical period, led to democracy in some societies. Modern American scientists divide the world in two types of societies: with the basic values of expression and values of surviving. Democracy wins in societies with the values of expression. So it is not enough to establish democratic laws by means of setting up a democracy. This is the reason why it doesn’t work in post-soviet countries. Ukraine has a wide experience of democracy in the past and the democratic values are the part of our national mentality. But this tradition was interrupted by 300 years of colonial dependence and 70 years of soviet totalitarianism. In such conditions the development of national culture will promote the democracy. On the other hand, we should understand the significance of personal culture of every member of society. Culture allows people to realize the importance of diversity, it makes a person more open and tolerant towards other groups in society and reinforces cohesion in society. Cultural participation, active or passive, has the great importance for democracy. It enables individuals to be more active and effective citizens. Governmental programs should promote cultural participation for people to make them more open, tolerant and respectful for other people’s values, to cultivate their strategy and critical thinking. In Ukraine, where the government is not always interested in the development of democracy, citizens should maintain cultural participation on their own by bringing up their children by means of different arts and involving them in different cultural events. The important part of cultural participation is cultural education. Unfortunately the policy of modern Ukraine tends to decrease cultural education and this situation has negative effect on building a democratic state.

Download Full-text

New paradigm of national culture (on the scientific concept of M.Kh. Gerandokov)

Доклады Адыгской (Черкесской) Международной академии наук ◽

10.47928/1726-9946-2021-21-1-64-73 ◽

2021 ◽

Vol 21 (1) ◽

pp. 64-73

Author(s):

Б.Б. Хубиев ◽

◽

Х.Б. Мамсиров ◽

Keyword(s):

National Culture ◽

Cultural Revolution ◽

Alternative Assessment ◽

Theoretical Concept ◽

Cultural Development ◽

Scientific Concept ◽

New Paradigm ◽

Conceptual Approach ◽

The Past ◽

The Cultural Revolution

The article aims to reveal the scientific contribution of M.Kh. Gerandokov. in the study of the problems of cultural development in the region, a conceptual approach to complex issues of the theory of culture, ethics, aesthetics. Particular emphasis is placed on the scientist’s innovative contribution to the historical and philosophical science and cultural studies, putting forward a new paradigmatic concept of national culture. In this direction, paying tribute to the cultural achievements of the previous era, he puts forward the concept of the «incompleteness» of the cultural revolution and theoretically defends the ways of its new stage in modern conditions. It is not about the alternative assessment of the culture of the past and the present, but about the author’s ability to see cultural phenomena in dialectical development. A huge amount of historical archival and other factual material in the context of the new methodology is correlated with the historical reality of the results of the cultural revolution, which, as it is recognized, were not adequate to the content of the theory of the cultural revolution, which formed the basis of the paradigm of its incompleteness. The authors consider the theoretical concept of M.Kh. Gerandokov. as a scientifically grounded attempt to bring the national culture closer to the system of modern civilization. The merits of Mikhail Khamzetovich in the integration of science and practice of cultural and educational activities are also noted.

Download Full-text

Evolution of Hydraulic Fracturing Operations & Technology Applications in India

10.2523/iptc-21276-ms ◽

2021 ◽

Author(s):

Ravi Ramniklal Gondalia ◽

Amit Sharma ◽

Abhishek Shende ◽

Amay Kumar Jha ◽

Dinesh Choudhary ◽

...

Keyword(s):

Hydraulic Fracturing ◽

Service Providers ◽

High Volume ◽

Operational Strategies ◽

Technology Application ◽

The Past ◽

Multi Stage ◽

Technology Applications ◽

Fit For Purpose ◽

Reservoir Type

Abstract From 2005 to 2020, the application of hydraulic fracturing technology in India has touched the length and breadth of the country in almost every basin and reservoir section. The variety of reservoirs and operating environment present in India governed this evolution over the past 15 years resulting in a different fit for purpose fracturing strategy for each basin varying from conventional single-stage fracturing (urban, desert & remote forested regions) to high volume multi-stage fracturing, deepwater frac-packs and offshore ultra-HPHT fracturing. The objective of this paper is to present the milestones along this evolution journey for hydraulic fracturing treatments in India from 2005 to 2020. This paper begins with a review of published industry literature from 2005 to 2020 categorized by reservoir type and the proven economical techno-operational fracturing strategy adopted during that period. The milestones are covered chronologically since the success or failure of technology application in one basin often influenced the adoption of novel hydraulic fracturing methods in other basins or by other operators during the initial years. The offshore evolution is branched between the west and the east coasts which have distinctly different journeys and challenges. The onshore evolution is split into 5 categories: Cambay onshoreBarmer Hills & Tight GasEast India CBM and shale gasAssam-Arakan BasinOnshore KG Basin Each of these regions is at different stages of evolution. The Barmer region is in the most advanced state of evolution with frac factories in place while the Assam-Arakan Basin is in a relatively nascent stage. Figure 1 presents estimated hydraulic stage count based on published literature underlining the exponential growth in hydraulic fracturing activity in India. This paper enlists the technical and operational challenges present in the onshore and offshore categories mentioned above along with the identified novel techno-operational strategies which have proven to be successful for various operators in India. A comparison is presented of the different timelines of the exploration-appraisal-development journey for each region based on the economic viability of fracturing solutions available today in the Industry. Lastly, specific non-technical challenges related to available infrastructure, logistics and social governance are discussed for each region. This paper concludes by identifying the next step-change in the evolution of hydraulic fracturing operations in India among the 5 categories. Each of Government, operators and service providers have important roles to play in expanding the adoption of this technology in India. These roles are discussed for each identified category with the perspective of continuing the country's journey towards energy security.

Download Full-text

Employee Online Communities

10.4018/978-1-6684-4515-0.ch023 ◽

2022 ◽

pp. 425-440

Author(s):

Shirin Alavi

Keyword(s):

Job Satisfaction ◽

Employee Engagement ◽

Online Communities ◽

Employee Retention ◽

Mission Statement ◽

Internal Communication ◽

Corporate Values ◽

The Past ◽

The World

This chapter seeks to impart understanding of the role of employee online communities for enhanced employee engagement and retention in an organization. The highly engaged and motivated employees would contribute more towards accomplishing the organizations goals. The various research studies conducted in the past across the world identify job satisfaction as a major determinant of employee engagement and retention. The role of internal communication through employee online communities of organizations or intranets is theoretically suggested to be a major influencer for the enhancement of employee engagement efforts. This can help to enhance and support culture, corporate values, mission statement, and annual company goals. The purpose of this chapter is to investigate the role that the employee online communities of organizations play in order to support the twin objectives of employee retention and engagement. Engaging employees can be the catalyst for inducing positive change among employees and, as a result, boosting an organization's success.

Download Full-text

Servant Leadership Style and High-Performance Work System Practices: Pathway to a Sustainable Jordanian Airline Industry

Sustainability ◽

10.3390/su11226191 ◽

2019 ◽

Vol 11 (22) ◽

pp. 6191 ◽

Cited By ~ 1

Author(s):

Rawan Alafeshat ◽

Cem Tanova

Keyword(s):

Servant Leadership ◽

Organizational Performance ◽

Employee Engagement ◽

Airline Industry ◽

Employee Satisfaction ◽

Employee Retention ◽

High Performance ◽

Time Lag ◽

Equation Modeling ◽

Full Time

The purpose of this study is to examine how servant leadership (SL) and high-performance work systems (HPWS) practices enable organizational performance, as shown by employee retention and employee satisfaction. Data was obtained from 300 full time employees in a private airline company in Jordan. The data was collected in three rounds, each separated by one-week time-lag. Structural equation modeling was used to test the proposed relationships and revealed that both servant leadership and HPWS practices were positively linked with employee satisfaction and retention, which were used as indicators of organizational sustainability. In order to understand how servant leadership and HPWS influence employee satisfaction and retention, we investigated the mediating role of employee engagement and discovered that it serves as a critical mechanism. The study affirmed that, in line with studies carried out in the west, servant leadership is also an effective leadership characteristic in the context of Jordan. Furthermore, the study helps to clarify the reason that servant leadership and HPWS lead to positive outcomes, due to the fact that these improve the engagement of employees. Thus, we understand that the increases in employee retention and satisfaction are due to the enhanced engagement of employees, and we show that engagement can be improved both by servant leadership and the application of HPWS in organizations. Consequently, the effectiveness and sustainability of the airline companies in Jordan will need to focus on primarily improving employee engagement.

Download Full-text

Servant Leadership Impact on Organizational Performance: The Mediating Role of Employee Engagement

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v9i3.15047 ◽

2019 ◽

Vol 9 (3) ◽

pp. 85

Author(s):

Rawan Alafeshat ◽

Farida Aboud

Keyword(s):

Servant Leadership ◽

Organizational Performance ◽

Employee Engagement ◽

Employee Satisfaction ◽

Structural Equation ◽

Employee Retention ◽

Equation Modeling ◽

Mediating Role ◽

Leadership Impact

The current study, which purposed to examine the mediating role of Employee Engagement (EE) in the relationship of Servant Leadership (SL) with the Organizational Performance (OP), was carried out in Jordan. The researchers distributed a questionnaire to 277 participants working in the private airline sector. The study’s findings showed that SL was positively linked with Employee Satisfaction (ES) and Employee Retention (ER) as indicators for OP. Finally; the findings indicated that EE partially mediates the relationships of SL with employee satisfaction and employee retention. The current research is the first empirical study of the airline sector in Jordan. It is also the first to focus on EE as a mediator of the effect of SL and employee retention using Structural Equation Modeling (SEM) for analyzing the data collected from employees working in the airline sector.

Download Full-text