Note ABES The determinants of employee engagement on intention to quit in family owned businesses in Saudi Arabia Les déterminants de l'engagement des salariés sur leur intention de quitter l'entreprise dans les entreprises familiales en Arabie Saoudite Engagement des salariés Intention de démissionner Rétention Vue basée sur les ressources (RBV) Entreprises familiales (EFs) Expats Arabie Saoudite Recherche par Méthodes Mixtes Employee engagement Intention to quit Retention Resource-based view (RBV) Family-owned businesses (FOBs) Expatriates Saudi Arabia Mixed Methods Research 658.5 Engagement envers l'entreprise Militantisme Arabie saoudite Le secteur privé en Arabie Saoudite connait des taux relativement élevés de turnover, ce qui a un impact négatif sur la performance commerciale, occasionne des pertes en connaissance, chutes des niveaux de productivité, et réduit les chances de survie organisationnelle. Apprendre à impliquer les salariés et construire de la loyauté pour l’entreprise s’avèrera sans nul doute crucial pour les succès futurs sur le marché saoudien.Cette dissertation présente une étude basée sur une méthode mixte séquentielle. La première phase, qualitative (N: 28), visait à explorer les facteurs d’engagement des salariés dans les Entreprises Familiales (EFs) en Arabie Saoudite. Dans la seconde phase, quantitative (N: 151), nous avons utilisé une analyse causale pour évaluer la relation entre d’une part les antécédents proposés de l’engagement des salariés (résultants de la phase qualitative) et d’autre part l’engagement des salariés, pour tous les participants de cette étude. Ensuite, nous avons employé une analyse à groupes multiples afin de tester l’invariance du modèle entre les saoudiens et les non-saoudiens.En complément, nous avons examiné l’influence de l’engagement des salariés sur l’intention de démissionner dans les EFs d’Arabie Saoudite, parmi les saoudiens et les non-saoudiens. Family Owned Businesses (FOB) are at the forefront of the Saudi private sector and account for at least 90 percent, representing 51 percent of the total employment in the nation, hence contributing an income of 232.5 billion Saudi Riyals to the economy. The fortitude of these private enterprises has made family-run businesses one of the major backbones of the Saudi economy. Unfortunately, the Saudi Arabian private sector is observing relatively high labor turnover rates. This, in turn, has negatively impacted business performance, causing loss of knowledge, drops in productivity levels, and reduction of the chance for organizational survival. Therefore, retention and motivation of employees are major concerns for employers and talent management is becoming a key activity. In this context, learning how to engage employees and build loyalty to the organization is likely to be crucial for future success in the Saudi marketplace. The purpose of this Exploratory Sequential Mixed Methods thesis was, first, to identify key determinants of employee engagement within FOBs in Saudi Arabia. Secondly, it intended to test the predictability of the concept of employee engagement quantitatively. Thirdly, it tested the impact of employee engagement on intention to quit for Saudis and non-Saudis in FOBs in Saudi Arabia. The first objective was achieved by semi-structured interviews of full-time employees working for FOBs in Saudi Arabia (N = 28). The second and third objectives were achieved through a survey questionnaire that was developed from twelve pre-tested instruments and was comprised of 84 questions (N = 151). Path analysis, multi-group, and structural equation modeling (SEM) analysis were used along with bootstrapping to examine the variables of interest and mediation effects. Results suggested that a combination of the antecedent variables of this study (i.e., meaningfulness, communication openness, reward, and career growth) predicted employees’ engagement in Saudi FOBs. However, engagement antecedents did not predict engagement for Saudi and non-Saudi employees correspondingly. Meaningfulness, job fit, coworker’s relationship, rewards, and career growth predicted engagement for the Saudi employees. On the other hand, communication openness, and career growth predicted engagement for the non-Saudi/expatriate employeesIn addition, employee engagement had a significant impact on intention to quit for the non-Saudi employees, while it did not have an impact on the Saudi employees in FOBs in Saudi Arabia. Finally, results of the mediation test suggested that employee engagement partially mediated meaningfulness and career growth and intention, and fully mediated communication openness and rewards. Electronic Thesis or Dissertation Text en PDF 2340156 Université de Strasbourg Strasbourg 2024-12-31 application/pdf https://publication-theses.unistra.fr/restreint/theses_doctorat/2018/JAMJOOM_Bushra_2018_ED221.pdf Jamjoom Bushra 1983-04-01 FR 259151033 0EFB1N04MW2 21319224 4200044 https://theses.fr/2018STRAB015 2018STRAB015 https://doi.org/10.70675/a86d8952zfebfz4f3ez94c2z6b369b50eb6f 2018-09-21 Sciences de gestion Strasbourg 131056549 Doctorat Docteur es non oui Point Sébastien MADS_DIRECTEUR_DE_THESE_1 06155457X Chevrier Sylvie MADS_PRESIDENT_DU_JURY 055287344 Potosky Denise MADS_MEMBRE_DU_JURY_1 243604599 Herrbach Olivier MADS_RAPPORTEUR_1 096703016 Mignonac Karim MADS_RAPPORTEUR_2 059799943 École doctorale Augustin Cournot (Strasbourg ; 1995-....) MADS_ECOLE_DOCTORALE_1 156507013 Humans and management in society (Strasbourg) MADS_PARTENAIRE_DE_RECHERCHE_1 579169 026607387 ddc:650 Point Sébastien Chevrier Sylvie Potosky Denise Herrbach Olivier Mignonac Karim École doctorale Augustin Cournot (Strasbourg ; 1995-....) Humans and management in society (Strasbourg) PDF 2340156