Today the organizational culture (OC) is treated as the main driver in making decisions in organizations and as a critical determiner of their effectiveness. Due to the lack of studies in the field of OC assessment in Middle Eastern countries and particularly in Saudi Arabia, this study aimed to portray the dominant culture type (Clan, Adhocracy, Hierarchy and Market) in Tabuk University. It also set out to determine the culture type that dominates according to the dimensions of Organizational Culture (Dominant Characteristics, Organizational Leadership, Management Organizational Glue, Strategic Emphases and Criteria for Success) by using an organizational culture assessment instrument (OCAI) based on the Competing Values Framework (CVF). The target population was the Tabuk University workforce (N= 1999). A sample was drawn from the population (N= 322) composed of two categories, academic staff and employees. The study findings indicate that the dominant culture type in Tabuk University is clan culture. However, three other types of culture characteristics are represented in some dimensions (Dominant Characteristics, Organizational Leadership and Management of Employees) besides the clan characteristics. The results indicate that there are statistically significant differences in culture strength according to some respondents' demographic characteristics.

This study aimed to fill the literature gap of entrepreneurial intention antecedents from the academic staff’s perspective using the Theory of Planned Behavior (TPB) in an underdeveloped country context. Empirical results were derived from a quantitative approach based on a survey method with a selected academic staff sample of 97 Sudanese public universities. Hypotheses testing was done using the structural equation modeling (SEM) through the partial least squares (PLS) method to test the impact of attitude, subjective norms, and perceived control as the antecedents of entrepreneurial intention. The study results revealed the applicability and consistency of the Theory of Planned Behavior (TPB) in explaining Sudan’s academic entrepreneurial intention. The results indicated that attitude, subjective norms, and perceived control explained 61.70% of the entrepreneurial intention (EI) variance. Perceived control (PC) proved to be the primary antecedent of EI, which explained 42.20% of EI variance, while the business environment and experience were the leading influencers of perceived control. This result can guide the authorities to formulate policies that encourage the transformation of the Sudanese universities to be entrepreneurial.

This research aimed to assess the COVID-19 impact on the academic staff performance at Tabuk University, the Kingdom of Saudi Arabia, as well as to analyse the pandemic impact on job stress and job attitude; while considering the personality traits (emotional stability and extroversion) as moderator’s factors that either mitigate the negative impact of job stress imposed by COVID-19 on job performance; or boosts the perceived positive impact of job attitude on job performance. Two hundred ninety (290) of Tabuk University academic staff were surveyed. The structural equation modelling (SEM) that adopts the partial least square method (PLS) facilitated the hypothesis testing. The results revealed that COVID-19 has a significant positive impact on job stress. While job stress has a significant negative relationship with job attitude and job performance. Emotional stability moderates the positive impact of job attitude on performance, while job attitude mitigates the negative relationship between job stress and performance.