Identifying Employee Engagement Factors in the Oil and Energy Industry in Saudi Arabia PDF Download
Are you looking for read ebook online? Search for your book and save it on your Kindle device, PC, phones or tablets. Download Identifying Employee Engagement Factors in the Oil and Energy Industry in Saudi Arabia PDF full book. Access full book title Identifying Employee Engagement Factors in the Oil and Energy Industry in Saudi Arabia by Ali Alkhalaf. Download full books in PDF and EPUB format.
Author: Ali Alkhalaf
Publisher:
ISBN:
Category :
Languages : en
Pages :
Get Book Here
Book Description
The oil and energy industry in Saudi Arabia is one of the largest employers of skilled workers in the country. Therefore, ensuring the continuous availability of such a unique workforce will have a positive impact on productivity and overall oil and energy organizations performance. Employees job performance and turnover intention levels are critical to the oil and energy industry, so an understanding of such factors is of interest to human resources in such industries. Although there is a lack in studying work engagement in this population, the main goal of this study was to explore the relationship between work engagement, its antecedents and consequences, and the influence of work engagement on job performance and turnover intention. Four research questions were developed to fulfill the purpose of this research: (1) demographics and work engagement, (2) job resources and work engagement, (3) work engagement and job performance and with turnover intention, (4) all the ten research variables with the job performance and with turnover intention. To answer the research questions, a web-based survey questionnaire was developed, translated into Arabic, and used in collecting data from employees. Work engagement was assessed using the Utrecht Work Engagement Scale (UWES-9). A total of 310 complete responses were used for data analysis.Methods to analyze the data and answer the research questions included descriptive statistics, correlational research, multiple regression, and hierarchical multiple regression. The results demonstrate that (a) age and experience are the only demographic variables that are statistically significant predictors of work engagement, (b) the independent variables of the job resources autonomy, skill variety, and performance feedbackstatistically prove a positive significant influence on the work engagement, (c) there is a statistically positive and significant correlation between job performance and work engagement, and (d) as expected, the results show a negative statistically significant correlation between turnover intention and work engagement. Finally, the hierarchical multiple regression analysis showed that among the 10 variables, employees highest educational degree is the only variable that had a statistically significant influence on the job performance and only work engagement had a statistically significant influence on turnover intention.
Author: Ali Alkhalaf
Publisher:
ISBN:
Category :
Languages : en
Pages :
Get Book Here
Book Description
The oil and energy industry in Saudi Arabia is one of the largest employers of skilled workers in the country. Therefore, ensuring the continuous availability of such a unique workforce will have a positive impact on productivity and overall oil and energy organizations performance. Employees job performance and turnover intention levels are critical to the oil and energy industry, so an understanding of such factors is of interest to human resources in such industries. Although there is a lack in studying work engagement in this population, the main goal of this study was to explore the relationship between work engagement, its antecedents and consequences, and the influence of work engagement on job performance and turnover intention. Four research questions were developed to fulfill the purpose of this research: (1) demographics and work engagement, (2) job resources and work engagement, (3) work engagement and job performance and with turnover intention, (4) all the ten research variables with the job performance and with turnover intention. To answer the research questions, a web-based survey questionnaire was developed, translated into Arabic, and used in collecting data from employees. Work engagement was assessed using the Utrecht Work Engagement Scale (UWES-9). A total of 310 complete responses were used for data analysis.Methods to analyze the data and answer the research questions included descriptive statistics, correlational research, multiple regression, and hierarchical multiple regression. The results demonstrate that (a) age and experience are the only demographic variables that are statistically significant predictors of work engagement, (b) the independent variables of the job resources autonomy, skill variety, and performance feedbackstatistically prove a positive significant influence on the work engagement, (c) there is a statistically positive and significant correlation between job performance and work engagement, and (d) as expected, the results show a negative statistically significant correlation between turnover intention and work engagement. Finally, the hierarchical multiple regression analysis showed that among the 10 variables, employees highest educational degree is the only variable that had a statistically significant influence on the job performance and only work engagement had a statistically significant influence on turnover intention.
Author: Muhammad Sajid Saeed
Publisher: GRIN Verlag
ISBN: 3668202796
Category : Business & Economics
Languages : en
Pages : 62
Get Book Here
Book Description
Scientific Study from the year 2015 in the subject Business economics - Business Management, Corporate Governance, , language: English, abstract: This research will focus on a critical assessment of leadership and employee performance in oil and gas sector of Saudi Arabia by taking into account three top petroleum companies. To achieve this aim, the following list of objectives are formed – To evaluate the link between employee performance and leadership in selected organisations – To discover how leadership patterns affect employees’ performance – To explore the impact of leadership style on employees’ productivity – To investigate the factors affecting the performance of employees in selected organisation Saudi Arabia as a nation is presently facing a quick increase in the number of entrepreneurs who establish businesses related to wholesales, maintenance and production industries in local areas. These businesses are increasing the expectations and interactions between the entrepreneur and employees on a daily basis. Due to this fact, the study will be of a huge importance in a number of ways: 1. It will help expose the relationship between organisational performance and leadership and how leadership techniques could be useful for petroleum industries to manage the environmental influences and differences. 2. It will be useful for students of business administration who may become entrepreneurs, managers and leaders in the future. 3. The study will also help the leaders and the managements of the petroleum industry become aware of the factors that really motivate their workers in high and low productivity in their work. Similarly, it is expected that when the implications are prepared and applied between employees and leaders in the organisation, it would enhance improvement and co-operation in individual’s performance and would also increase the interpersonal relationship and high productivity significantly. Other organisational issues such as aggression, fixation, stress, regression and friction between leaders and employees would also be reduced.
Author: Maidaani Adelaide Matare
Publisher: GRIN Verlag
ISBN: 3346110672
Category : Business & Economics
Languages : en
Pages : 99
Get Book Here
Book Description
Master's Thesis from the year 2019 in the subject Business economics - Business Management, Corporate Governance, grade: 0,74, , course: Master of Business Administration, language: English, abstract: The aim of this research was to evaluate employee engagement within Northlands Medical Group, Namibia and its potential impact on organisational performance. The company management made a realisation that there was a dearth of robust information regarding employees’ engagement levels, as well as their intentions to quit or stay, and factors influencing these. This was a quantitative survey study and a structured questionnaire was used to ascertain the factors affecting employee engagement. The survey was conducted telephonically to a study population of 80 respondents. The study population was randomly selected from the company database of all the employees. Employee performance and the nature of interaction with customers are critical in the service industry such as the health care industry. Employee engagement, a contemporary concept linked to employee job satisfaction and motivation, has been well recognised in the literature as being sturdily correlated with their performance, presentism, and advocacy and retention intentions. Therefore, organisations need to empirically and robustly measure employee engagement amongst their staff complement, and determine factors that may influence it, so as to take evidence-based remedial action. Findings from primary research pertaining to the factors affecting engagement levels of the employees at Northlands Medical Group revealed that there were 3 main factors that affect employee engagement namely emotional, cognitive/mental and physical energy factors. The majority of the Northlands Medical Group employees have been found to be actively engaged in all the three major factors that affect engagement. In relation to describing the relationship between employee engagement and organisational performance, findings revealed that there is a very strong connection between employee engagement and organisational performance. The primary research findings revealed that the majority of the Northlands Medical group employees were fully committed to their job, the organisation and they have great advocacy for the company to potential employees and clients. This could be a sign of active engagement and in turn, organisational performance thrives from that.
Author: Jayanti a/p Kandayah
Publisher:
ISBN:
Category : Employee motivation
Languages : en
Pages : 83
Get Book Here
Book Description
Author: United States. Congress. Senate. Committee on Foreign Relations. Subcommittee on International Development and Foreign Assistance, Economic Affairs, International Environmental Protection, and Peace Corps
Publisher:
ISBN:
Category : Climatic changes
Languages : en
Pages : 100
Get Book Here
Book Description
Author:
Publisher: KW Publishers Pvt Ltd
ISBN: 9385714562
Category :
Languages : en
Pages : 155
Get Book Here
Book Description
As energy has become one of the crucial factors in ensuring the economic growth and the sustainable development of people, nations, societies and, ultimately, human civilisation in the 21st century global scenario, there is a pressing need for treating energy as a strategic commodity and for analysing national, regional and global strategies concerning energy. This is an attempt to debate and discuss various facets -- economic, technological and political -- of such strategies, and at the same time, to encompass concepts, like energy security and energy diplomacy, that form significant components of such strategies. Strategising of energy is an issue that is inextricably linked with the domestic and foreign policies of a nation or a region, and it is characteristically futuristic, as strategies are supposed to be made with a long-term perspective. Contemporary Asian realities serve as the perspective of such an analysis for several reasons. Asia is the home of two fast growing and energy-thirsty countries like China and India, as well as Japan and the ASEAN countries. There are at least three energy-producing regions in Asia that are crucial for global energy security, like West Asia, the traditional one, two upcoming regions of Central Asia and the area around South China Sea. The Indian Ocean is one of the most important energy transit routes for international energy transport. Even the smallest disruption in the production and transport-chain of energy within Asia has the potential of upsetting the global energy balance. This volume attempts to focus on a number of significant issues concerning the theme of strategising of energy. Contributors analyse, debate and discuss the questions from different viewpoints and different angles. Thus, this volume represents a wide spectrum of views—from a scientist’s vision of a world with cleaner energy, to the strategist’s comments on solutions to national energy issues; from journalists’ views on the development of governmental policies on energy, to academicians’ analyses of regional energy strategies; and from historians’ analyses of the restructuring of the national energy infrastructure and the re-prioritising of national energy strategies, to debates on national, regional as well as maritime energy strategies by specialists on international relations.
Author: Jim Asplund
Publisher: Simon and Schuster
ISBN: 1595620451
Category : Business & Economics
Languages : en
Pages : 320
Get Book Here
Book Description
Six Sigma changed the face of manufacturing quality. Now, HumanSigma is poised to do the same for sales and service organizations. Human Sigma offers an innovative, research-based approach to one of the toughest challenges businesses face today: how to effectively manage the employee-customer encounter to drive business success. Based on research spanning 10 million employees and 10 million customers around the world, the Human Sigma approach combines a proven method for assessing the health of the employee-customer encounter with a disciplined process for improving it. Human Sigma is based on five rules to bring excellence to how employees engage and interact with customers: RULE #1: E Pluribus Unum. Employee and customer experiences must be managed together — not as separate entities. RULE #2: Feelings Are Facts. Emotions drive and shape the employee-customer encounter. RULE #3: Think Globally, Measure and Act Locally. The employee-customer encounter must be measured and managed at the local level. RULE #4: There Is One Number You Need to Know. Employee and customer engagement interact to drive enhanced financial performance. And this interaction can be quantified and summarized with a single performance metric. RULE #5: If You Pray for Potatoes, You Better Grab a Hoe. Good intentions alone do not constitute a plan of action. Sustainable improvement in the employee-customer encounter requires disciplined local action coupled with a companywide commitment to changing how employees are recruited, positioned in roles, rewarded and recognized, and importantly, how they are managed. Essential reading for global business leaders, Human Sigma shows how sales and service companies can flourish in the new global economy. It reveals a profoundly different method for managing human systems for growth. Blending strategic analysis with hands-on, practical steps and advice, Human Sigma will change how you view your work, your employees and your customers forever.
Author: Jack W. Plunkett
Publisher: Plunkett Research, Ltd.
ISBN: 1593921284
Category : Energy industries
Languages : en
Pages : 701
Get Book Here
Book Description
The energy industry is boiling over with changes. This title offers a reference tool to the energy industry that covers various things from major oil companies to independents, utilities, pipelines, coal, LNG, oil field services, and refiners. It includes over a dozen statistical tables and profiles of The Energy 500 Firms.
Author: Barbara Imperatori
Publisher: Springer
ISBN: 3319518860
Category : Business & Economics
Languages : en
Pages : 121
Get Book Here
Book Description
This book offers a concise summary of cutting-edge research and practical implications about employee engagement. The author presents a clear perspective on the meaning of employee engagement, its antecedents and consequences are presented with evidences. Based on latest research results, the book discusses organizational practices which enhance people engagement focusing on the new trends of the HRM domain such as well-being practices, e-HRM systems and social volunteering initiatives. The detailed analysis also takes the recent complaints about the HR function into account. This book emphasizes that modern organizations require passionate people to thriving in a rapidly changing world, and it is important to understand why, despite the growing relevance of employee engagement, disengaged persists.
Author: International Renewable Energy Agency IRENA
Publisher: International Renewable Energy Agency (IRENA)
ISBN: 9292602667
Category : Technology & Engineering
Languages : en
Pages : 96
Get Book Here
Book Description
The sixth edition of the series highlights employment trends in renewables worldwide, noting increasing diversification of the supply chain.
