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Employee retention is a critical challenge in the banking sector, with high turnover rates leading to significant costs and operational disruptions. This study investigates the mediating role of employee engagement in the relationship between recruitment and selection practices and employee retention at the National Bank of Bahrain (NBB). A quantitative cross-sectional survey approach was employed, with data collected from a random sample of 257 NBB employees across various departments and hierarchical levels. The study utilized structural equation modeling via SmartPLS to analyze the data. Results indicate that recruitment and selection practices significantly influence employee engagement (β = 0.861, p < 0.000) and employee retention (β = 0.455, p < 0.006). Moreover, employee engagement was found to have a significant positive effect on employee retention (β = 0.406, p < 0.018). Notably, the study reveals a significant indirect effect of recruitment and selection on employee retention through employee engagement (β = 0.35, p < 0.019), confirming the mediating role of employee engagement. These findings emphasize the importance of strategic recruitment and selection practices in fostering employee engagement and enhancing retention rates. The study significantly contributes to the literature on human resource management in the banking sector, providing a deeper understanding of employee engagement’s role in retention and offering practical implications for organizations seeking to improve their talent management strategies and reduce turnover.

This study examines the impact of compensation and work environment on employee job satisfaction at Al-Hoty Analytical Services in the Kingdom of Bahrain. In a competitive global market, optimizing workplace conditions is crucial for enhancing employee morale and organizational performance. A sample of 152 employees from various departments at Al-Hoty Analytical Services was surveyed using a structured questionnaire, applying saturated sampling within a quantitative research framework. Data analysis was conducted using SPSS version 26. The results indicate that the physical work environment significantly contributes to higher levels of job satisfaction, emphasizing the importance of a well-designed workspace. The social work environment, while positively correlated with satisfaction (p = 0.926), did not significantly impact overall satisfaction (β = 0.385, p < 0.001). In contrast, both direct and indirect compensation had significant positive effects on job satisfaction, with direct compensation having a stronger influence (β = 0.273, p < 0.001) than indirect compensation (β = 0.238, p = 0.001). The study provides practical insights for organizational leaders and contributes to the broader understanding of job satisfaction dynamics.

This research examines the impact of methods of communication and artificial intelligence on the effectiveness of communication in small and medium-sized enterprises (SMEs) in Bahrain. A quantitative research approach was used to gather data from 211 employees using structured questionnaires. The study used convenience sampling and deployed SmartPLS4 for Partial Least Squares Structural Equation Modeling (PLS-SEM) and SPSS for descriptive statistics analysis. The study examined the impact of different communication strategies (conventional vs. AI-assisted) on communication efficacy. AI was included as a mediating variable in this analysis. The results indicate that communication methods have a substantial impact on AI (β = 0.725, T-value = 27.612, p-value = 0.000) and communication effectiveness (β = 0.439, T-value = 9.150, p-value = 0.000). Artificial intelligence (AI) has a role in connecting methods of communication and effectiveness of communication, acting as a mediator with an indirect impact of 0.286. The mediation effect indicates that AI amplifies the influence of communication methods on effectiveness. The study’s findings indicate that the combination of AI with strong communication methods greatly improves the effectiveness of communication. Practical consequences include the need for firms to allocate resources toward well-designed methods of communication, ongoing staff education, and the smooth incorporation of artificial intelligence capabilities. Further investigation is needed to examine other settings and additional elements that influence and support these results, in order to confirm and broaden the scope of this study.

The perceptions of employees about their work and organization are influenced by a variety of attitudes. As a result, the impact of employee attitudes like job involvement (JI) and job satisfaction (JS) on organizational performance (service quality) is still unknown, and it is also uncertain how job involvement will mediate this relationship. Therefore, the goal of this work is to incorporate a mediating model to enhance Service Quality (SQ) through JI and JS and explore how that model can improve and sustain SQ in institutions of higher learning in poor nations. This work utilized a conceptual integration between service providers and how well the service is received by customers. It applied dual-perspective and the cross-sectional, ex-post facto survey method by using two sets of questionnaires, and a two-sample study design was used to obtain data from the respondents. For this study, the sample size consisted of the lecturers (296 participants) and their students (1480 participants). SEM was utilized to examine the data that had been gathered. The data analysis revealed that JS had a sizable influence on JI and SQ (i.e. the caliber of the lectures they heard in class that influenced their learning capabilities). JI had a significant impact on SQ and partly mediated the impact of JS & and SQ. This research adds to knowledge by connecting the JI, JS of employees and SQ perceived by customers. In order to promote SQ, employees JI and JS are essential. This study also has practical applications for students, employees, organizations and society.

This study examines the impact of Artificial Intelligence (AI) on the field of education, with particular focus on its implications for academic integrity and the adoption of comprehensive assessment approaches. This research fits within the specific setting of university students and faculty members in the Kingdom of Bahrain.MethodsA cross-sectional survey was designed to examine the impact Artificial Intelligence (AI) in field of education, with particular focus on its implications for academic integrity and the adoption of comprehensive assessment approaches. A total of 218 participants were randomly selected from 250 employed in this survey study.ResultsOut of 250 invited participants, 203 responded to the survey. This study evaluated the influence of Educational Impact (EI), Policy and Ethics (PE), and Pedagogical Implications (PI) on Academic Outcomes (AO). Results revealed a significant association between EI → AO with a beta of 0.490, t-value of 4.504, and p

This study examined the mediating effect of school culture on the relationship between transformational leadership and teaching performance in Yemeni public schools. A stratified random sample of 375 teachers from schools in Sana’a, Yemen, was selected to participate. Data were collected through questionnaires and analyzed using structural equation modeling with SmartPLS 3. The results showed that transformational leadership and a positive school culture significantly predicted better teaching performance. Furthermore, school culture mediated the positive relationship between transformational leadership and teaching performance. These findings provide valuable insights for school leaders on the critical role of school culture in achieving teaching excellence. The results also shed light on mechanisms to improve school culture and educational leadership to implement policies for better student outcomes. Thus, this study addressed a gap in research on the connections between leadership styles, teaching performance, and school culture in the understudied context of Yemen’s education system.

This paper aims to explore the nexus between leadership emotional intelligence and employee engagement within Palestine’s information and communication technology sector. It seeks to fill a research gap by highlighting the impact of leaders’ emotional intelligence on fostering a committed workforce. The study used a quantitative approach and a descriptive research design. Its target population was 5,281 full-time employees in Palestine’s ICT sector, and 328 employees were sampled through probability multistage random sampling. The sample was split into groups based on job types and companies with more than 50 employees. The study’s findings corroborate the hypothesized positive effect, with statistical analysis revealing that emotional intelligence directly influences employee engagement levels within the ICT context (Beta = 0.302; P-value = 0.000). Although highlighted as a crucial element, emotional intelligence is designated as only part of a complex engagement equation that requires further investigation into additional contributing factors, such as different dimensions of emotional processing. AcknowledgmentThe authors express their gratitude to Gulf University for the significant financial resources that facilitated the publication of this work.

The study aims to examine the effect of employee loyalty on job performance in Bahrain. Further, it investigates the mediating effect of job satisfaction on the relationship between employee loyalty and job performance. One hundred two participants employed by Zain company were selected through an online convenience sampling technique. The study chose Zain, a telecommunication company in Bahrain, due to easy access to employees, interest in studying company culture/methods, collaboration opportunities, and Zain’s reputation for innovation. SmartPLS4 was used to investigate potential correlations between employee loyalty and job performance and how job satisfaction indirectly affects employee loyalty and job performance. Findings show that employee loyalty significantly influences job performance and job satisfaction. Further, job satisfaction is significantly associated with job performance. In terms of mediating effect, the study found that job satisfaction significantly influences the relationship between employee loyalty and job performance. Every variable studied had an impact on job performance. As a result, the current study’s hypotheses are all confirmed. The model of the study is well fit, as the R-square is greater than 51%. The main contribution of this study is the insight that job satisfaction is a substantial mediator of the relationship between employee loyalty and job performance. Through theoretical and practical contributions, this study offers valuable implications that might benefit managers at companies, including Zain company, as well as interested readers and researchers.

The main purpose of this research was to investigate the mediating role of safety communication (SCO) in the relationship between safety culture (SC) and safety performance (SP) amongst employees in the petrochemical industry. Safety communication methods not only enhance working conditions but also have a positive impact on employee's behaviors and attitudes toward safety leading toward reduced incidents in the workplace environment. A stratified sampling method was followed to collect data in the petrochemical industry in Malaysia. Structural equation modeling (SEM) was utilized to analyze the hypothesized model, using data from 320 participants. The findings reveal that safety communication partially mediates the association between safety culture and safety performance. Further, safety culture was found to have a significant and positive effect on safety performance. This -study makes a significant theoretical contribution by providing empirical evidence on the direct and indirect relationship between safety culture and safety performance in the petrochemical industry.