The Impact Assessment Of Demographic Factors On Faculty Commitment In The Kingdom Of Saudi Arabian Universities

Organizational commitment is perceived as an attitude of association to the organization by an employee, which leads to particular job-related behaviors such as work absenteeism, job satisfaction and turnover intensions. Turnover is the ratio of the number of workers that had to be replaced in a given time period to the average number of workers. Employee turnover is affected by job dissatisfaction, errors in employee selection, and poor management. As a performance indicator, turnover should be understood by management and leadership of the company.  Turnover in the teaching profession can have important consequences for universities and students, including the financial and time costs of filling positions, disruption of curricular continuity, and difficulty in maintain a cohesive school environment.  This study examines the impact assessment of personal factors on organizational commitment which leads to turnover intentions. The results indicated that the universities in KSA are not stipulating effective measure to retain their worthy and highly qualified resources. Some of the preventive actions include management training in order to capture warning of job dissatisfaction and periodic workplace evaluation of satisfaction, an open door policy style of management, and uphold strict hiring standards. In order to keep costs down, a streamline and efficient human resource program is suggested. Furthermore, organizations may gain more by attaching employees, increasing their investments, and enhancing their obligations to fulfill their goals

Factors and issues affecting electronic insurance adoption in an emerging market

This study examines the factors and issues affecting the adoption of electronic insurance (EI) in the Jordanian insurance sector. The methodology of the study is based on convenience sampling, thus, the sample consists of 175 respondents familiar with E-services, with different backgrounds, professions, businesses, income groups, sectors, and regions. Questionnaires were distributed and disseminated electronically using SurveyMonkey. The study employs both descriptive and ANOVA analyses to analyze the responses. The results show that EI promotes sustainability, reduces costs, saves time and holds some operational benefits beneath. The ANOVA results show that the impact of income and age on sustainability, cost-effectiveness, and operational benefits is significant at least at the 5% significance level. Respondents are also aware that EI may involve issues and challenges related to security and privacy, customer-related issues such as lack of knowledge about repositories, and insurer-related issues such as data shifting. The ANOVA results indicate that gender affects customers’ perceptions of EI adoption regarding customer-related issues; its effect is significant at the 5% level of significance. On the other hand, age and income level are important factors that shape respondents’ perceptions of EI in Jordan. Age is only significant for security-related issues, and income level is a deciding factor in insurer-related issues; their effect is strong and highly significant at the 5% and 1% levels, respectively