No abstract

Previous researches revealed that there is a relationship between job satisfaction and commitment which in turn benefit the workplaces positively. Organizational commitment consisted of three dimensions, namely affective, commitment, continues commitment, and normative commitment. Job satisfaction has been considered as an important predictor to enhance affective commitment among employees.  Therefore, the purpose of this paper is to look at the relationship between job satisfaction and affective commitment among employees of higher learning institutions of Saudi Arabia. This paper employed survey method in collecting data from a sample of 373 administrative employees selected from Saudi Arabian universities., which will further the understanding of the link between affective commitment and job satisfaction. The data were analyzed using descriptive, correlation and regression through SPSS Version 23. The findings of this paper indicate that job satisfaction has a positive effect on affective commitment at higher learning institutions of Saudi Arabia. This paper also provides discussion on the practical implication of this study toward the higher learning institution in Saudi Arabia.

This study investigates the nature and context-based peculiarities of sustainability practices related to the supply chain of oil servicing firms operating in the downstream sector of Nigerian oil and gas industry. The supply chain management practices of oil servicing firms are crucial to the functioning of the downstream sector of the oil and gas industry. However, the literature on their supply chain sustainability is scant and scattered. To fully explore this field; therefore, survey data were collected from key practitioners in the industry and analysed using descriptive statistics. The results show that the supply chain management practices of oil servicing companies relating to designing, producing, marketing, delivering, and supporting the products of their clients rarely factor in the requirements of sustainability practices. Accordingly, this study points out strategic interventions that could help in greening the supply chain practices of oil servicing companies operating in the downstream sector of the Nigerian oil and gas industry

Job crafting is a strategy in human resource management that aims to improve employee productivity and job performance. It focuses on the relationship between employees' perceptions of their workplace and their satisfaction with their job. The JD-R theory, which states that employees perform better when they have access to necessary job resources and demands, was used to conduct a study using a cross-sectional research design. A survey was distributed to university faculty using online methods, and the results showed a positive relationship between job crafting and employee performance and job satisfaction. Additionally, the study found that Perceived Organizational Support plays an important role in the relationship between job crafting and job satisfaction. These findings suggest that human resource managers can use job crafting as a tool to improve employee outcomes and understand their needs.

The objective of this research is to examine and assess the impact of the initial experiences of remote working in Saudi Arabia during the COVID-19 pandemic. Specifically, the study focuses on investigating the extent to which remote working in various economic and administrative sectors in Saudi Arabia has influenced organizational creativity. The research follows an exploratory approach, benefiting from unique insights obtained through a questionnaire distributed among employees of both Saudi and international companies. The questionnaire is designed around four key dimensions: changes in working practices, knowledge-creation processes, remote working, and organizational creativity. The methodology employed in this study involves weighted logistic regression to analyze the relationship between remote working and organizational creativity. The findings demonstrate that certain factors, such as learning, trust, autonomy, and remote working itself, have a positive impact on organizational creativity. These factors facilitate the independent generation of innovative and valuable ideas for services or products. On the other hand, centralization within organizations appears to discourage creative work. In conclusion, this research sheds light on the effects of remote working in Saudi Arabia during the COVID-19 pandemic and highlights the significance of factors that contribute to organizational creativity in the context of remote work. The findings have implications for businesses and policymakers seeking to promote creativity and innovation within their organizations during times of remote work arrangements.