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Purpose: In the present era, the achievement of employee Islamic performance has become a significant challenge for organizations. The purpose of the study is to examine the effect of Islamic leadership on employee Islamic performance directly and indirectly by bridging the connections between employees' Islamic organizational values, Islamic organizational culture, and Islamic work motivation among the employees of Egyptian banks. Design/methodology/approach: The authors used quantitative methods in this study and based its findings on the data received from 312 respondents in response to a questionnaire. Findings: By using SmartPLS 4, this study's findings demonstrate that Islamic leadership has a positive and significant effect on Islamic organizational values, culture, employee Islamic performance and work motivation. While Islamic organizational values and Islamic organizational culture do not significantly impact employee Islamic performance, Islamic work motivation is a significant predictor of employee Islamic performance. On the one hand, Islamic organizational values and Islamic organizational culture do not mediate the relationship between Islamic leadership and employee Islamic performance. On the other hand, Islamic work motivation is a mediating variable that significantly develops the relationship between Islamic leadership and employee Islamic performance. Practical implications: The study's findings support policymakers and human resource management practitioners to develop plans and strategies which enhance the Islamic performance of organizations' employees. In addition, this study's findings provide insights for researchers and academicians in developing Islamic leadership within their organizations so that they operate by Islamic values and codes. Originality/value: Finally, by offering an integrated model of Islamic leadership, Islamic organizational values, Islamic organizational culture and employee Islamic performance, this study's findings fill the gaps in the context of bank employees in a developing country, namely, Egypt. [ABSTRACT FROM AUTHOR]

Purpose: This study investigates the relationships between sports mental toughness, physical exertion, medication efficacy, and perceived efficacy in patient-physician interaction on subjective sport performance satisfaction, aiming to uncover how these variables influence athletes' performance in the context of Saudi Arabian sports environment. Method: The research was conducted among 212 provincial and national level athletes of the Kingdom of Saudi Arabia. Data were collected through a structured questionnaire using validated scales for the constructs. The analysis was carried out using Stata-SEM to assess the direct and indirect effects of the variables. Findings: The results indicate that sports mental toughness significantly impacts subjective sport performance satisfaction, both directly and indirectly through the mediating role of physical exertion and medication efficacy. Furthermore, perceived efficacy in patient-physician interaction was found to moderate the relationship between sports mental toughness and subjective performance satisfaction. All hypotheses were accepted, confirming the critical role of mental toughness and related variables in shaping performance outcomes. Originality/Implications: This study adds to the growing literature on athlete performance by integrating mental toughness, physical exertion, and medication efficacy as key determinants of satisfaction. The findings offer practical implications for enhancing athlete well-being and performance through targeted health interventions. [ABSTRACT FROM AUTHOR]

The study aimed to analyze the impact of information sharing, management information systems, and technology integration on operations logistics integration to improve operational efficiency. The study also tested the mediating effect of supply chain risk management and the moderating role of supply chain complexities in the context of Saudi Arabian manufacturing companies. Cross-sectional quantitative data was collected from 320 manufacturing companies’ employees through self-administered questionnaires which were distributed through a convenient sampling technique. The SEM results show that information sharing, management information sharing, and technology integration positively and significantly impact operational logistics integration. Further operations logistics integration and supply chain risk management also positively and significantly impact on operational efficiency. The indirect mediating effect showed that supply chain risk management was not significantly mediated between operations logistics integration and operational efficiency. In contrast, moderating effect results also show that supply chain complexity significantly strengthens the relationship between operations logistics integration and operational efficiency. These findings contributed that increasing, management information systems, information sharing, and technology integration is crucial for improving operational logistics integration. Besides, organizations should consider the role of supply chain complexity in strengthening the relationship between logistics integration and operational efficiency. [ABSTRACT FROM AUTHOR]

Purpose: This research endeavours to investigate the intermediary role played by self-efficacy within the context of e-learning, elucidating its mediating influence on the association among multiple factors. These factors include the perceived impact of e-learning, the efficacy of recommendations concerning e-learning, computer usability, alignment with learning styles, motivational dynamics within e-learning, and students' encounters within e-learning environments. Methodology: Data were gathered from a cohort of 248 students participating in diverse E-learning programs across multiple universities in Saudi Arabia. In order to address the absence of a definitive roster or enumeration of students enrolled in various E-learning programs, a simple random sampling method was employed to solicit responses from this student population. The quantitative research methodology adopted for this study involved the dissemination of surveys to a subset of students currently engaged in e-learning courses. Research Findings: The study revealed that self-efficacy in E-learning serves as a mediator between various factors including perceived impacts on E-learning, computer utilization, learning style adaptation, and learning motivation. However, it does not act as a mediator between the perceived usefulness of E-learning suggestions and students' E-learning experiences. These findings underscore the pivotal role of self-efficacy in shaping students' online learning experiences, emphasizing the importance of fostering positive individual beliefs and attitudes to enhance the effectiveness of online learning endeavours. Novelty: This study offers empirical validation concerning the mediating influence of self-efficacy on students' experiences in online learning, thereby augmenting extant scholarly discourse. It furnishes both theoretical insights and practical recommendations for e-learning environment designers and educators, facilitating a comprehensive understanding and application of findings in this domain [ABSTRACT FROM AUTHOR]

The present study explores the connection between green human resource management (GHRM) and environmental performance (EP) directly and indirectly through employees' eco-friendly behaviour (EFB), environmental values (EVs), and green passion (GP). The study used a quantitative strategy based on the studies of Paillé et al. (2014) and Liu et al. (2023). We collected 288 usable cases through an online questionnaire. Using SmartPLS 4, the findings confirmed a significant positive effect of GHRM on EFB, EP, and EVs. On the one hand, GHRM is found to be a negative predictor of GP. Moreover, factors such as EFB and EVs positively affect EP, but GP negatively affects EP. Furthermore, mediating analysis shows a positive significant mediating effect of EFB and EVs in developing the association between GHRM and EP. On the other hand, GP negatively mediates the positive connection between GHRM and EP. The study overcomes the gaps by providing a robust theoretical framework that integrates the GHRM, EFB, EVs, and GP directly and indirectly towards EP. The study also offers the original contribution by providing empirical facts from Egyptian green hotels. [ABSTRACT FROM AUTHOR]

Operational efficiency is essential for optimizing resource utilization and streamlining processes, resulting in cost savings and increased productivity. The aim of this study is to examine the effects of different drivers on the operational excellence of organisations in Saudi Arabia. The study examined the mediating role of supply chain integration and digital technology adoptability. Data were collected from 290 employees across multiple departments in various organisations in Saudi Arabia. The researchers utilised a self-administered questionnaire, a cross-sectional research design, and a quantitative research approach. The study found that supply chain integration and digital technology adaptability had a significant impact on sustainable operational excellence. The study found significant effects of Eco-innovation, control operations process optimisation systems, and operations risk management systems on supply chain integration. This research also found no significant influence of Eco-innovation and process operations management systems on digital adaptability. In addition, the results revealed that supply chain integration and digital technology adaptability act as significant mediators between various factors and operational excellence. The study provides theoretical insight by emphasising the significance of key drivers of operational excellence, such as sustainability, eco-innovation, risk management, and process optimisation. Further, the study illustrates the limited impact of traditional production strategies. The study highlights the practical importance of organisations prioritising certain factors to improve operational performance. The study specifically identifies supply chain integration and digital technology adoption as significant mediators to optimise operations. [ABSTRACT FROM AUTHOR]

Indirectly and through perceived organizational support (POS), the study investigates female talent management (TM) practices and sustainable firm performance in Saudi Arabia. The conception of the study is supported by active domain literature. The study uses a quantitative approach and cross-sectional data from Saudi Arabian female multinational corporations. To bring the study to a close, 390 genuine examples were used. A strong beneficial impact of TM aspects, including talent acquisition (TA), talent development (TD), talent engagement (TE), and talent identification (TI) on firm performance (FP), is revealed by route analysis through Analysis of Moment Structures (AMOS). Additionally, the study discovers a solid positive relationship between POS and FP. Lastly, POS mediates TA, TD, TE, TI, and FP interactions. The study’s conclusions would give policymakers insightful information to help them create TM strategies and improve FP. The report would also advocate for developing influential organizations to boost female talent utilization. The study’s results would also support other Gulf countries’ empirical research, adding to the body of knowledge in the field. [ABSTRACT FROM AUTHOR]

This study seeks to investigate the connection between spiritual and recreational leadership and the performance and contentment of employees. In addition, it examines the moderating function of altruism between spiritual and recreational leadership and its influence on employee performance and satisfaction. The data was gathered from 126 employees of Saudi companies to achieve the objectives and produce effective results. Spiritual leadership (SL) is positively associated with employee satisfaction (ES) and employee performance (EP), according to the study’s findings. Moreover, recreational leadership (RL) significantly impacts both ES and EP. In the context of altruism, the relationship between SL and EP is substantially moderated by altruism, whereas the relationship between SL and ES is not positively moderated by altruism. In addition, altruism substantially moderates the relationship between RL and EP and RL and ES. These findings demonstrate the need for programs and policies encouraging organizations to implement SL and RL to maximize employee performance and satisfaction. [ABSTRACT FROM AUTHOR]

Human capital development and emancipation are recognized as the top priorities of not only Saudi Arabia's reforms and new plans but of all nations globally. However, most past research has concentrated on economic, social, and political empowerment, with little or no attention dedicated to psychological empowerment. Therefore, the purpose of this study was to examine, in the context of Saudi Arabia, the effect of the four entrepreneurial attributes of Self-esteem, Self-efficacy, Access to Information, and Job Autonomy on the Psychological Empowerment of the country's entrepreneurs. In this study, the researchers utilized the Meaning, Competence, Self-Determination, and Impact model of Spreitzer Psychological Empowerment. Using a web-based questionnaire issued with the assistance of Chambers of Commerce, the researchers gathered data from the Eastern Province governorates' entrepreneurs. The researchers used Structural Equation Modelling (SEM) to examine the data collected from 354 participants in this study. The findings indicate that Self-Esteem positively influences Meaning, Competence, Self-Determination, and Impact. Self-efficacy positively affects Psychological Empowerment (Meaning, Competence and Self- Determination). However, Self-Efficacy does not influence impact. In addition, Access to Information positively influences Psychological Empowerment to a limited extent (Impact). However, Meaning, Competence, and Self-Determination are unaffected. Job Autonomy has a favorable influence on Psychological Empowerment, Competence, Self-Determination, and impact to a limited extent. Nevertheless, Job Autonomy has little effect on meaning. The findings of this study advance the understanding of Psychological Empowerment's drivers and, in practice, aid policymakers in making informed decisions. [ABSTRACT FROM AUTHOR]

This study aims to investigate the effect of coaches' good behavior on players' psychological empowerment and performance in Saudi Arabia. It is seen that the players' performance is affected when they are not correctly cared. The coaches do not train the players with their mindsets and emotions in mind. In domestic-level sports, player performance and psychological empowerment are declining with time. Saudi Arabian football players are surveyed using a Likert scale to acquire the data for this study. A partial least square-structural equation model is employed for data analysis. The study indicated that the influence of coaches' good behavior on psychological empowerment and player performance is substantial. As the newly established links are added to the existing body of literature, the model generated by the current research is novel and a significant contribution to the body of knowledge. The study has important implications for the management and coaches of various teams in their efforts to enhance their players' performance and psychological empowerment. Moreover, the future paths of the present study are outstanding for scholars who wish to extend the model of player performance. [ABSTRACT FROM AUTHOR]

Purpose Faculty retention is a growing concern for higher educational institutions (HEI's) since top management policy makers in HEIs have realized faculty retention as important for quality of education and institutional reputation. In this regard, limited study has been done to examine the human resource management practices and work environment on faculty retention. Therefore, purpose of this study was to examine the influence of human resource management practices (recruitment and selection, training and development, performance appraisal and compensation and benefits) and work environment on faculty retention within the context of Saudi Arabia. Methodology Data was collected using convenience sampling method from 154 faculty working in Saudi Higher Educational Institutions. SPSS version 19 was used to analyze the data using regression analysis, correlation, and descriptive analysis. Findings Results of this study indicated that training and development, compensation and benefits and work environment positively influence faculty retention whereas no significant relationship found between recruitment and selection and performance appraisal system on faculty retention. Implications to Research and Practice Findings of this study will be helpful for policy makers to design human resource policies with specific focus on training and development, compensation, and benefits. In addition, for higher faculty retention, work environment should be supportive, healthy, and safe. This is first study about faculty retention in the context of Saudi Arabia. [ABSTRACT FROM AUTHOR]

To explore the influence of personal and job resources on nurses' work engagement and job performance, researchers developed a conceptual framework comprising the role of personality traits, self-efficacy, job characteristics, supervisor and co-worker support, participation in decision making, and job security. Their analysis suggests that work engagement mediates the relationship among personal resources (personality traits and self-efficacy), job resources (job characteristics, supervisor and co-worker support, participation in decision-making and job security), and job performance. In highlighting the influence of personal and job resources on work engagement, this study can guide human resource professionals and managers in the healthcare field to focus on the factors that can most contribute to enhancing organizational performance. [ABSTRACT FROM AUTHOR]