Dr.Sultanah Alsudays. An assistant professor in the Business Administration Department at the Business College of Imam Mohammed Ibn Saud Islamic University. My research interests are organizational behavior, innovation, human resource management, and artificial intelligence. Currently, I'm working on Quantitative Published Papers related to my research interests
My research interests are organizational behavior innovation human resource management and artificial intelligence.
ABSTRACT This study reflects the role of the psychological mechanism in linking perceived organizational support to innovative work behavior. Therefore, it aims to examine the direct effect of perceived organizational support on employees' innovative work behavior and evaluate the mediating effect of organization‐based self‐esteem and organizational identification (parallel mediators) in the previous relationship. Cross‐sectional data were based on 508 sets of usable questionnaires collected from employees who worked in Saudi Arabia's financial sector. Confirmatory factor analysis (CFA) and Structural Equation Modeling (SEM) were performed using Mplus Version 8.0 to examine the study's model and hypotheses. The findings indicate that there is no direct relationship between perceived organizational support and innovative work behavior. However, each mediating variable, organization‐based self‐esteem and organizational identification, has a mediating effect on employee innovative work behavior. By applying social exchange theory, this research provides a comprehensive understanding of how organization‐based self‐esteem and organizational identification mediate the relationships between perceived organizational support and employees' innovative work behavior. There are valuable insights for both researchers and practitioners regarding the beneficial impact of organization‐based self‐esteem and organizational identification on the relationship between perceived organizational support and innovative work behavior. This study expands the literature by discovering the mediating processes that explain how support fosters innovation. Decision makers in the Saudi financial sector can enhance organizational‐based self‐esteem and organizational identity by applying several strategies, such as assigning meaningful work to employees and participating in goal setting.
Background :The aims of this research are (1) to examine the direct effects of organizational socialization (OS)factors (Training (TR), understanding (UN), coworker support (CWS), and future prospects(FP)) on employees’ innovative work behavior (IWB) and (2) to evaluate the mediating effect of organization-based self-esteem (OBSE) on the relationships between organizational socialization factors and innovative work behavior. Methods: Using a quantitative cross-sectional research design, data were obtained from 216 usable questionnaires collected through snowball and convenience sampling from employees working in the financial technology (FinTech) sector in Saudi Arabia. The collected data were analyzed using Mplus version 8 software, and structural equation modeling (SEM) was applied as a statistical technique. Results: The results indicated that the direct relationships between OS factors and employee innovative behavior were not significant. In contrast, the full mediating effect of OBSE on the relationships among the three OS factors and employee innovative work was supported. These findings suggest that the feeling of OBSE from employees’ perspective is important for enhancing the positive impact of OS factors, in particular, UN, CWS, and FP, on IWB. The findings also highlight the need to develop a work environment in which employees feel valued, competent, and essential to the organization’s success. Conclusion: Based on the above findings, this study suggests that enhancing OBSE is essential for strengthening the positive impact of OS factors on IWB. It is recommended that managers establish a climate in which employees feel valued, competent, and essential to the organization's success. These strategies will increase employees’ feelings of OBSE, which will in turn contribute positively to IWB.
This empirical study investigates the direct impact of organizational socialization factors on organizational identification. A total of 236 Saudi women employees from the financial sector participated in this study. Confirmatory factor analysis and Structural Equation Modeling were performed, utilizing Mplus version 8, to examine the study’s model and hypotheses. The findings indicate that the direct relationship between training and organizational identification was significant but not supported due to the negative relationship between these two variables (β = -0.212, p ≤ 0.05), while the relationship between understanding and organizational identification was significant and supported (β = 0.268, p ≤ 0.05). Contrary to expectation, the relationship between co-worker support and organizational identification was insignificant. Finally, the relationship between future prospects and organizational identification was significant (β = 0.604, p ≤ 0.001). This study integrates two theories and adds to the existing body of knowledge by focusing on Saudi women employees. It also recommends that organizations conduct appropriate training programs and focus on clarifying employee roles for organizational identification.
