The influence of traditional culture and demographic characteristics on job satisfaction among Kuwaiti women employees in the Kuwaiti banking sector

This study explores the relationship between some demographic characteristics and job satisfaction among Kuwaiti women employees in the Kuwaiti private banking sector. The analysis is focused on the responses of the female employees to their own jobs as indicated by their level of job satisfaction. Specifically, the research involved a stratified sample of the Kuwaiti women employees in the whole private banking sector in Kuwait. This study differs from previous investigations of job satisfaction in three principal ways: in dealing with the private sector (rather than the more common public sector in studies of the Middle East), in incorporating the environment as well as traditional culture, in taking into account demographic variables such as age, education, family status (i.e., marital status, number of children, children's ages, and presence of servants at the household) in the private sector work setting. The thesis builds on a large body of earlier work on job satisfaction, using well developed concepts in a new context. In relation to previous work in this area, this study clearly builds upon the evolving demographic, environmental approach to work. Recent research in job satisfaction has focused on job redesign or on job characteristics such as task variety, job autonomy and so forth as the primary means of increasing job satisfaction. The major findings of this research indicate that a much broader approach towards increasing satisfaction than focusing on the job itself is required. The thesis shows that traditional culture, as well as the respondents' demographic characteristics is of substantial importance in predicting and affecting job satisfaction. Indeed traditional culture explains much of the variance in job satisfaction through affecting the perceptions of the employees toward their work

Big data in an HR context: Exploring organizational change readiness, employee attitudes and behaviors

YesThis research highlights a contextual application for big data within a HR case study setting. This is achieved through the development of a normative conceptual model that seeks to envelop employee behaviors and attitudes in the context of organizational change readiness. This empirical application considers a data sample from a large public sector organization and through applying Structural Equation Modelling (SEM) identifies salary, job promotion, organizational loyalty and organizational identity influences on employee job satisfaction (suggesting and mediating employee readiness for organizational change). However in considering this specific context, the authors highlight how, where and why such a normative approach to employee factors may be limited and thus, proposes through a framework which brings together big data principles, implementation approaches and management commitment requirements can be applied and harnessed more effectively in order to assess employee attitudes and behaviors as part of wider HR predictive analytics (HRPA) approaches. The researchers conclude with a discussion on these research elements and a set of practical, conceptual and management implications of the findings along with recommendations for future research in the area

The state of HRM in the Middle East:Challenges and future research agenda

Based on a robust structured literature analysis, this paper highlights the key developments in the field of human resource management (HRM) in the Middle East. Utilizing the institutional perspective, the analysis contributes to the literature on HRM in the Middle East by focusing on four key themes. First, it highlights the topical need to analyze the context-specific nature of HRM in the region. Second, via the adoption of a systematic review, it highlights state of development in HRM in the research analysis set-up. Third, the analysis also helps to reveal the challenges facing the HRM function in the Middle East. Fourth, it presents an agenda for future research in the form of research directions. While doing the above, it revisits the notions of “universalistic” and “best practice” HRM (convergence) versus “best-fit” or context distinctive (divergence) and also alternate models/diffusion of HRM (crossvergence) in the Middle Eastern context. The analysis, based on the framework of cross-national HRM comparisons, helps to make both theoretical and practical implications

A performance matrix for strategies to improve satisfaction among faculty members in higher education

Appropriate performance zone (APZ), Faculty members satisfaction, Importance survey, Performance control matrix, Satisfaction survey, Quality loss function (QLF),