Career maximizing is the extent to which a person desires to make career decisions in pursuit of maximizing goals. It is now receiving widespread academic and research interest from various quarters. Since a career is a process wherein individuals narrow down their life choices, to create and find their self, it is of paramount importance. Employee engagement is an affective cognitive state at workplace, which is persistent and pervasive in nature. It is capable of enhancing employee empowerment, and reducing workplace deviance and turnover intentions. The study identified the relationship between career maximization and employee engagement. It was found that the two variables were having significant positive relationship. No significant difference was found in the gender wise analysis of the two constructs. The study has brought out significant addition to management literature as no earlier studies have been done to identify the relationships.

The study aims to search and identify barriers to the customer’s awareness of tourism services in hotels working in Al-Kharj city in the Kingdom of Saudi Arabia. A sample of hotel customers was taken, amounting to (500) customers to find out the quality of these services, as the quality of tourism services is an essential pillar of the competitiveness of the tourism facility in light of the market economy conditions. It is not possible to know if these services need improvement without specifying and identifying their quality levels and the customers' evaluation. The study reached a set of results; the most important of them is that there is no relationship between the customer’s awareness of the tourism service and the intangibility of the services or the types of advertising message. The study recommended a set of recommendations, the most important of which is to continuously improve and develop tourism services and train workers to provide these services on modern means in the field of tourism services and using modern tourism marketing methods.

Knowledge is considered the most crucial component for an organization to attain competitiveness. A strong emphasis on explicit knowledge rather than on tacit knowledge (TK) has been observed in information and communication technologies. A change has placed TK in the forefront of the study of organizational learning (OL) and financial performance (FP). These establishments innovate through the transformation of learning, while creating appro-priate methods that respond to shifting environments. On the other hand, FP is the target of any establishment; growth and profitability are measured as essential factors for a firm’s exist-ence and survival. Several studies have already highlighted the importance of TK, but the im-pact of TK remains unclear. Moreover, there is no such study on developing countries, such as Saudi Arabia, that are striving to transform the economic structure into a knowledge-based economy. To fill these gaps, this study explores how TK and OL enhance FP. A sample of 168 questionnaires from Saudi’s service sector was analyzed using AMOS 26 to test the relation-ships among TK, OL, and FP using structural equation modelling (SEM). Also, confirmatory factor analysis (CFA) was used to confirm the validity of the measurement model, showing a reliable fit for the data collected in Saudi Arabia’s service sector. The SEM results confirmed that TK and OL are crucial elements of knowledge management (KM). TK and OL also gen-erate new systems of continual change, leading to maximized organizational FP. This study develops TK as a quantifiable measure and connects this to organizational performance. The conclusion offers suggestions for management, limitations, and procedures for future research in this area.

Nowadays, universities are investing resources in optimizing e-services to enhance delivery of services to their employees. Most of them provide their services electronically to improve the performance of their organizations. These services are categorized into two classes: academic and nonacademic. This paper focuses on nonacademic class, which is important to measure what factors influence on the e-services. This manuscript aims to develop an acceptance technology model to figure out what the factors motivate nonacademic staff at the universities continuously use the e-services. The proposed model is based on technology acceptance model (TAM) and its extension. It consists of multiple constructs that reflect the opinions of nonacademic staff in e-services. The model was implemented by using questionnaire, 308 employ-ees responded from Prince Sattam Bin Abdalaziz University to this questionnaire by giving their opinions. The feedback was analyzed deeply. The results indicate that technology fit was positively related to user’s perceived satisfaction by using E-Services when the level of signifi-cant was one percent. Also, performance expectancy was positively related to user’s perceived satisfaction. The research finding could be used by university ICT departments to enhance the quality of e-services.

Sharing of tacit knowledge is not without its own challenges. It proposed here that to encourage tacit knowledge sharing, Rewards Systems, and Organizational Structure must be present. This proposition tested among ICT employees in Amman, Jordan. The data collected were analyzed using Pearson correlations and multiple regression, and the results indicated that organizational structure significantly related to tacit knowledge sharing.

The importance of CSR is admitted by the majority of researchers. However, its determinants or antecedents still has not been explicated, completely. In this paper we analyze the link be-tween sustainable human resource management and corporate social responsibility through the development of sustainable dynamic capabilities. The main objective is to dress a pathway for corporate social responsibility based on components of SHRM. An indirect effect is identi-fied on literature with further exploration of mediating and moderating effect between SHRM and CSR. Data are collected from 182 questionnaires addressed to stakeholders of family business on Saudi Arabia on different activity areas. Structural equation modelling is used for hypothesis testing. The results highlight that organizational learning capacity (OLC) moderate the effect of individual responsibility on employee development which means that the individual responsibility stimulate employee development and this effect is much more important if we develop an organizational learning capacity. Added to this, a mediating effect of resource interaction capability between well life balance and environment protection was confirmed. We identified roadmap to develop corporate social responsibility based on sustainable human resource management by the development of dynamic capabilities. This can stimulate an auto-evolution for human capital, organization and society.

This study aims to identify the effect of Total Quality Management (TQM) on the marketing of educational services, by examining the views of employees at Prince Sattam bin Abdulaziz University and customers on the quality of services provided at the university and its relationship to marketing. The researcher used some descriptive analytical method to examine the hypotheses. In this study, two questionnaires were used: The first questionnaire was directed to university employees, and the second one was directed to customers. For testing these hypotheses, 100 questionnaires were distributed to the entire study group samples, which were retrieved. Consequently, the study group sample consisted of 100 individuals and staff from Prince Sattam bin Abdulaziz University. The study found that there was a positive perception among the sample units about the impact of TQM on the marketing of educational services. The study concluded with several recommendations, the most important of which was focusing on paying more attention to the internal public of the university and developing the spirit of one team and working to enhance the spirit of trust with them.

Knowledge has become one of the key strategic assets for the organizations to gain and main-tain competitive advantage. There are two main types of the knowledge, which can be found in organizations and individuals: tacit and explicit. Tacit knowledge is Omni present in indi-vidual’s head while explicit knowledge is a written and documented. The most valuable and remarkable human knowledge exists more implicitly. Sharing and managing this implicit knowledge is considered very difficult, so investigating the factors that may affect knowledge sharing has become a colorful area of research. The focus of this study is to examine the relationship between individual (individual attitude, organizational commitment, and knowledge self-efficacy) and tacit knowledge sharing. The study distributed 650 questionnaires among teaching staff in public higher educational institutes. Out of 650, only 320 questionnaires were returned. Hypotheses for direct relationships were tested using SEM. Results indicated that individual attitude and knowledge self-efficacy were substantially associated with tacit knowledge sharing, however, no relationship was found between organizational commitment and tacit knowledge sharing.

Small Medium Enterprises (SMEs) play a vital role for the development of any economy. Mul-tiple studies with respect to various aspects and dimensions of SMEs have been undertaken. Some of the problems faced by SMEs from the side of the employees include performance management issues, employee issues like strikes, go slow tactics, and so on. However, studies that explore the issues as perceived by employers are scarce. The present research is undertak-en to find out the various human resource issues as perceived by employers. Data for the present study was collected from 60 SMEs. The organizations belonged to various sectors. Factor Analysis was performed to identify the factors. The analysis identified two factors as perceived by employers regarding human resource issues in SMEs. The reliability and validity of the factors were also assessed, which was found to be sufficiently high. A few suggestions for further research are also presented.

The aim of this study was to explore the degree of employee performance in light of visual management in Jeddah National Hospital and to identify if there were any statistical differences among respondents’ estimations of their performance in terms of their work experience and training. The population of the study consisted of 820 employees, from which a sample, comprised 350 randomly chosen employees. Data were collected using a valid and reliable questionnaire and analyzed using IBM SPSS. The results underlined that the total degree of employee performance considering visual management was moderate. Particularly, employee performance on all dimensions; rules and regulations of visual management, as well as change, improvement and innovation, and work continuous follow-up, were moderate. Further, the results highlighted statistically significant differences between respondents due to work experience in favor of employees who have 15 years of experience or more and those who have 10 to less than 15 years of experience in favor of the former group. Additional differences were detected between employees with 10 to less than 15 years and those with less than 5 years of experience in favor of the group with 10 to less than 15 years. On the other hand, there were no statistically significant differences between respondents due to training courses.