Antecedents and Consequences of Well-Being in the Business Sector in Saudi Arabia | ||
| المجلة العربية للإدارة | ||
| Volume 44, Issue 5, September and October 2024, Pages 321-336 PDF (266.26 K) | ||
| Document Type: بحوث باللغة الإنجلیزیة | ||
| DOI: 10.21608/aja.2023.252836.1564 | ||
| Authors | ||
| Abdelmohsen Nassani1; Fatmah Alosaimi* 2 | ||
| 1King Saud University - College of Business | ||
| 2College of Business Administration King Saud University | ||
| Abstract | ||
| The purpose of the study is to investigate antecedents and consequences of well-being. The study was conducted in the Saudi labour market in both the public and private sectors. A web-based questionnaire with 250 respondents was used to collect data for the study samples. SPSS and AMOS were used for statistical and path analysis, respectively. The study results clearly show that (1) there is a positive relationship between person-organization fit and well-being, (2) there is a strong correlation between person-organization fit and loyalty, (3) work-life balance has a significant positive relationship with well-being, (4) work-life balance is positively connected to employee loyalty, (5) work-life balance has a great effect on retention, (6) well-being has a positive relationship with loyalty, and, finally, (7) there is a relationship between loyalty and retention. These findings indicate that employee well-being may increase if workers feel they fit with their organizations and are provided with work-life balance programmes, which will ultimately lead to employee loyalty and increase employee retention in organizations. This research is distinct from prior investigations as it utilizes a model that has not been previously examined within the Saudi workplace. By assuring organizational support and implementing certain human resource management practices, the study provides managers with valuable suggestions on how to increase employee loyalty and well-being, which will ultimately lead to a higher retention rate. Thus, it has practical implications in human resource management and adds to the administrative literature on social exchange theory. | ||
| Keywords | ||
| Well-being; Person-organization fit; Work-life balance; Loyalty; Retention | ||
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