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This study aimed to assess the moderating effect of strategic planning on the relationship between career path planning and job performance among employees in small and medium-sized enterprises (SMEs) in the Kingdom of Bahrain. A convenience sample consisting of 249 participants was selected. The study used SPSS and Smart-PLS to analyze the data. The findings of the study revealed that strategic planning and career path planning affected SME employees’ performance. In contrast, it was found that strategic planning substantially moderated the relationship between career path planning and job performance. Moreover, the results showed that SP and CPP had the greatest impact on JP. Based on the obtained findings, it is shown that the proposed hypotheses are accepted. The study revealed the impact of the moderator on the relationship between CPP and JP. The results of this study may serve as a guide for the owners and managers of enterprises and decision makers who aim to develop strategic planning and enhance employee performance.

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.

The study investigates the effect of Islamic work ethics on task performance. Further, it examines the mediating role of affective commitment on the relationship between Islamic work ethics and task performance. The study employed a random sampling method. Data were gathered via questionnaires distributed among 370 medical staff in the public healthcare facilities in the Kingdom of Bahrain, namely doctors, nurses, and pharmacists. The survey gathered demographic data from participants and assessed their perspectives on the relationship between Islamic work ethics and task performance and the mediation effect of affective commitment on that relationship. Data analysis using SPSS and SmartPLS4 software revealed a highly significant relationship between Islamic work ethics and task performance. Further, the results found that affective commitment significantly mediated the relationship between Islamic work ethics and task performance. The direct effect of Islamic work ethics on task performance is more substantial than an indirect impact of affective commitment. Therefore, Islamic work ethics play a useful role as an independent factor in increasing employee task performance among medical staff. The findings contribute to all stakeholders and policymakers who strive to strengthen the performance of employees in the Kingdom of Bahrain.

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.

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.

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.

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.

In the field of education, ongoing processes, and optimal schoolwork outcomes require educational leadership, especially in developing countries, due to the lack of sustainable teaching performance and effective leadership. The present study aims to examine the mediating role of teachers’ commitment to transformational leadership and sustainable teaching performance. The sample of the study was selected using a stratified random sampling technique. Out of the 450 copies distributed to the participants, only 374 were retrieved as valid. The hypotheses of the study were tested using PLS–SEM. The findings showed a positive effect of transformational leadership on teachers’ commitment. Moreover, transformational leadership was also found to positively impact teachers’ performance. In contrast, the teachers’ commitment was revealed to positively affect sustainable teaching performance. Finally, the study showed that the teachers’ commitment mediated the relationship between transformational leadership and sustainable teaching performance. This study is unique for being among the few studies that examine the effects of principals’ transformational leadership. It provides educational leaders and policymakers with significant insights by providing a roadmap that aids in understanding the most influential factors on teaching performance sustainability. Consequently, this study holds significant practical relevance for leaders in the field of education and policymakers, as they provide valuable insights into policies and practices that can be implemented to foster sustainability in the school environment.

This study examines how green training can give businesses a sustainable competitive edge. Environmentally conscious strategies and operations result in lower costs, improved reputation, increased customer loyalty, and increased market opportunities driven by environmentally conscious consumers. Sustainable business conduct requires green training programmes to enhance employees’ environmental awareness. This study examines the effects of green training on sustainable business advantage using the literature and empirical analysis. This study also examines how green supply chain practices mediate this association. Green supply chain practices include environmentally friendly procurement, production, transportation, and disposal methods. Green recruitment involves selecting and hiring people who understand environmental issues and are committed to sustainability. This method integrates eco-friendly staff. A total of 583 Saudi manufacturing contract workers were studied. IBM SPSS Amos was used to analyse the data from model testing. Green training improves sustainable business advantage, according to the study. The study suggests that green supply chain practices mediate this relationship. Green training improves operational efficiency, resource use, and environmental performance. Green training can be applied to green supply chain practices, resulting in measurable and sustainable results. This study examines green training, recruitment, sustainable business advantage, and green supply chain practices to improve sustainability management understanding. These insights help organisations align their strategies with environmental sustainability, giving them a competitive edge in the 21st century’s ever-changing business environment.

Employees’ perception of their job and organization is believed to influence service quality (SQ). Hence, this study aims to integrate a mediating and moderating model to improve SQ through job involvement (JI), job satisfaction (JS), and organizational commitment (OC), and investigate how that model incorporating JI, JS, and OC can improve SQ in higher education contexts in developing countries. This study applied a conceptual integration between employees who provide the service and customer-perceived service quality. Data collection from the respondents was performed using a two-sample research design and two sets of questionnaires. The academic staff (296 responses) and their students (1480 responses) formed the study’s sample size. Structural Equation Modelling (SEM) was used to analyze the collected data. The data analysis showed a significant impact of JS on OC and SQ (i.e., the quality of lectures they received in the classroom that shaped their learning experiences). OC significantly affected SQ and partially mediated the effect of JS and SQ. JI plays a moderator role in the JS-OC and SQ relationship. This study contributes to the literature by linking employees’ JI, JS, and OC to SQ. Employee JI, JS, and OC are crucial in promoting service quality. Practical implications for students, employees, institutions, and society were provided.