Saudis in the private sector tend to change employers, and this study sought information on whether training and education experience, and access to these, influenced their career choices. A study of a Saudi conglomerate was used as representative of larger firms who offered training to their employees; and the sample, 105 Saudi nationals, were self-selected for an online survey. Analysis of demographics, and the participants' employment and training experience and intentions are presented. Analysis included medians and percentages of demographic characteristics and employee experiences and intentions, then descriptive analyses for relationships between the main questions and the demographic characteristics.
The results were a sample median of 35.5 years of age, with 84.5 percent under the age of 41 years. The participants were well educated with 87.6 percent holding Bachelor's degrees or higher; a further 80 percent had family responsibilities. The median work experience was four years; however, 33.3 percent had two years or less in the workforce, and 42.9 percent had changed their employer three or more times (median 2 employers). Over half (58.1%) attended pre-employment training comprising job skills training (31.4%) and workplace behavior training (12.4%). Upon recruitment, nearly two-thirds (62.1%) attended induction courses and 41 percent of these courses were a week or longer. On-the-job training was conducted by a supervisor (30.5%) or a team member (42.9%).
A majority (76.2%) of the participants were in training, predominantly (45.7%) with their employer for promotion or higher pay (23.8%). The remainder were training in other parts of the conglomerate (16.2%) or externally (30.5%). Further, over half (58.1%) of the participants stated that their acquired knowledge and skills were portable and could be used with another employer; nearly a half (47.6%) also stated an intention to change employers. Significant relationships between the demographic variables and survey responses were that older and more experienced employees assisted recruits; whilst older employees, those with family responsibilities and those who had more employers also intended to move. Those with higher qualifications were seeking more pay. In conclusion, experience with, and access to training and education were not associated with intention to stay with their employer.
|Commitee:||Neiworth, Latrissa, Sparks, Paul|
|School Location:||United States -- California|
|Source:||DAI-A 78/12(E), Dissertation Abstracts International|
|Subjects:||Management, Middle Eastern Studies, Business education|
|Keywords:||Human capital, Saudi arabia, Social capital|
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