Mohammed Alzoraiki
@gulfuniversity.edu.bh
Assistant Professor in Human Resources Management at the College of Administrative and Financial Sciences at Gulf University in Bahrain
Gulf University
Dr. Alzoraiki is a passionate researcher with expertise in various domains, including Human Resource Management, Leadership, Organizational Performance, Educational Leadership, Organizational Management, Business Management, Research Methodology, and Quantitative Data Analysis. His interdisciplinary research interests allow him to contribute valuable insights to the field of HRM.
In addition to his academic pursuits, Dr. Alzoraiki has taken on significant leadership roles. He has served as the Chair of the College Research Committee at Gulf University, fostering a vibrant research culture and promoting scholarly excellence. Furthermore, he has been the Managing Editor of the International Journal of Intellectual Human Resource Management (IJIHRM), overseeing the editorial process and ensuring the dissemination of high-quality research in the field.
RESEARCH, TEACHING, or OTHER INTERESTS
Organizational Behavior and Human Resource Management, Strategy and Management, General Business, Management and Accounting, Management of Technology and Innovation
Scopus Publications
Scholar Citations
Scholar h-index
Scholar i10-index
Scopus Publications
Ali Ateeq, Abd Al-Aziz Al-refaei, Mohammed Alzoraiki, Marwan Milhem, Ali Nasser Al-Tahitah, and Abdulhadi Ibrahim
MDPI AG
While there is burgeoning interest in the influence of human resource management (HRM) on sustainability organizational outcomes (SOO), the intricate interplay with Occupational Health and Safety (OHS) has not yet been explored, particularly in manufacturing firms’ contexts. Therefore, this study aims to probe the symbiotic relationship between HRM practices, OHS, and SOO, spotlighting manufacturing firms. Data collection was conducted by utilizing a cross-sectional survey, convenience sampling technique, and a web-based form among the 256 respondents from an industrial company (Balexco) in Bahrain. Structural Equation Modeling (SEM) by Smart-PLS was used to analyze the collected data. Our analysis highlighted a significant positive relationship between HRM, SOO, and OHS. Moreover, this study highlighted the dual impact of direct and indirect HRM on SOO, mediated by OHS. These multi-layered insights reinforce the assumption that a comprehensive approach to HRM, aligning performance aspirations with employee well-being, is instrumental in improving SOO. This study is a novel contribution to the literature because, by uncovering the intricate interplay of HRM, OHS, and SOO, practical implications and limitations were provided.
Nabil Hussein Al-Fahim, Ali Ahmed Ateeq, Zahida Abro, Marwan Milhem, Mohammed Alzoraiki, Tamer M. Alkadash, and Muskan Nagi
Emerald Publishing Limited
Ali Ateeq, Mohammed Abdulrazzaq Alaghbari, Mohammed Alzoraiki, Marwan Milhem, and Baligh Ali Hasan Beshr
IEEE
The current research provides a thorough examination of the impact of Artificial Intelligence (AI) in the realm of higher education. This study undertakes a comprehensive examination of relevant scholarly material published between 2019 and 2023. It investigates the impact of AI technologies on the improvement of customized learning, academic writing, and research abilities among students at the university level. The primary focal points include the influence of artificial intelligence (AI) on educational achievements, the readiness of educators to incorporate AI into their pedagogical approaches, and the ethical ramifications associated with the use of AI in academic environments. The results of the study demonstrate that the integration of AI technology in educational settings has a substantial positive impact on student engagement and academic achievement. However, it is important to acknowledge and address certain issues that arise in this context, including the need to ensure that educators possess the necessary skills and knowledge to effectively use AI, as well as the ethical considerations associated with its implementation. This research not only emphasizes the potential of artificial intelligence (AI) in revolutionizing higher education but also emphasizes the need of a well-rounded implementation strategy that takes into account both the capabilities and limits of AI. This study establishes a basis for future academic investigations, specifically focusing on the formulation of approaches that are both efficient and morally sound in the integration of artificial intelligence inside educational environments.
Marwan Milhem, Ali Ateeq, Mohammed Abdulrazzaq Alaghbari, Mohammed Alzoraiki, and Baligh Ali Hasan Beshr
IEEE
The present research, titled “Strategic Leadership: A Driver for Enhancing Human Resource Performance in the Contemporary Workplace,” delves into the intricate interplay between strategic leadership and the performance of human resources (HR). By conducting a comprehensive evaluation of relevant scholarly works and using a comparative analysis, this study sheds light on the substantial impact of strategic leadership on employee engagement, innovation in human resources practices, and the general well-being of organizations. The key results of the study indicate that the influence of strategic leadership on HR performance is generally good. However, it is important to note that the efficacy of strategic leadership in this regard is not consistent across all organizational settings and cultures. The research further underscores the difficulties encountered by strategic leaders, namely in the task of reconciling organizational goals with the varied requirements of employees within a multinational corporate setting. The significance of adaptation and contextspecific methods in leadership is highlighted via comparative examination of leadership styles. The study adds to the current academic conversation on strategic leadership by offering novel perspectives on its growing function in improving human resources performance within contemporary work environments. The paper provides pragmatic suggestions for the enhancement of leadership skills and emphasizes the need for ongoing adjustment and scholarly inquiry in this ever-evolving domain. This research serves as a significant asset for scholars and professionals in the fields of organizational leadership and human resource management.
Mohammed Abdulrazzaq Alaghbari, Ali Ateeq, Mohammed Alzoraiki, Marwan Milhem, and Baligh Ali Hasan Beshr
IEEE
This research investigates the significant impact of technology on the transformation of Human Resource Management (HRM), with a specific emphasis on the modernization of conventional HR procedures. The integration of technology into Human Resource Management (HRM) is essential in the contemporary business landscape to augment organizational efficiency and effectiveness. This research provides a critical evaluation of the influence of digital breakthroughs, such as Artificial Intelligence (AI), Machine Learning (ML), Big Data analytics, and cloud computing, on human resources (HR) operations. The use of these technologies is significantly influencing diverse human resources strategies, namely in the areas of recruiting, performance management, and employee engagement. This is achieved via the incorporation of predictive analytics and datadriven approaches, which facilitate informed decision-making processes. The study emphasizes the impact of these technology instruments on enhancing operational effectiveness and enabling HR practitioners to transition from administrative responsibilities to strategic positions in workforce planning, talent management, and organizational growth. This research explores the ramifications of technological advancements on workers and employers, specifically focusing on the difficulties and advantages associated with incorporating technology into human resource management. Through a comprehensive examination of contemporary scholarly literature and empirical investigations, this research tries to establish a connection between theoretical constructs and their tangible application. This resource is very beneficial for professionals in the field of human resources, as well as researchers and organizational leaders. It assists them in effectively navigating and managing the intricate challenges of modern human resource management within a technologically sophisticated environment.
Ahmed Ateeq, Zahida Abro, Marwan Milhem, and Mohammed Alzoraiki
Springer Nature Singapore
Edris Hamood Qaid, Ali Ahmed Ateeq, Zahida Abro, Marwan Milhem, Mohammed Alzoraiki, Tamer M. Alkadash, and Nabil Hussein Al-Fahim
Springer Nature Singapore
Ali Ahmed Ateeq, Ranyia Ali, Marwan Milhem, Mohammed Alzoraiki, Sara Al Meer, and Noora Abdulla Mohamed Ajlan
Springer Nature Singapore
Zahida Abro, Ali Ahmed Ateeq, Marwan Milhem, and Mohammed Alzoraiki
Springer Nature Singapore
Marwan Milhem, Mohannad Moufeed Ayyash, Ali Ateeq, Qadri Alzaghal, and Mohammed Alzoraiki
LLC CPC Business Perspectives
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.
Marwan Milhem, Mohannad Moufeed Ayyash, Ali Ahmed Ateeq, and Mohammed Alzoraiki
Springer Nature Switzerland
Tamer M. Alkadash, Mahmoud AlZgool, Ali Ahmed Ateeq, Mohammed Alzoraiki, Rawan M. Alkadash, Chayanit Nadam, Qais AlMaamari, Marwan Milhem, and Mohammed Dawwas
Springer Nature Switzerland
Tamer M. Alkadash, Muskan Nagi, Ali Ahmed Ateeq, Mohammed Alzoraiki, Rawan M. Alkadash, Chayanit Nadam, Mohammad Allaymoun, and Mohammed Dawwas
Springer Nature Switzerland
Bashar Barakat, Marwan Milhem, Gehad Mohammed Ahmed Naji, Mohammed Alzoraiki, Habsah Binti Muda, Ali Ateeq, and Zahida Abro
MDPI AG
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.
Ali Ahmed Ateeq Ali, Mahmoud AlZgool, Mohammed Alzoraiki, Marwan Milhem, and Mujeeb Saif Mohsen Al-Absy
MDPI AG
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.
Abd Al-Aziz Al-refaei, Hairuddin Bin Mohd Ali, Ali Ahmed Ateeq, and Mohammed Alzoraiki
MDPI AG
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.
Ahmad Shahrul Nizam Isha, Gehad Mohammed Ahmed Naji, Muhammad Shoaib Saleem, Paula Brough, Abdulsamad Alazzani, Ebrahim A. A. Ghaleb, Amgad Muneer, and Mohammed Alzoraiki
MDPI AG
Objectives: This study assessed the reliability and validity of the DASS-21 self-reported measure in the context of COVID-19 on anxiety, stress, and depression. Through this Study, the psychological effect of COVID-19 on anxiety, tension, and depression amongst samples of students enrolled in 201 Malaysian private universities was assessed. Methods: The data were collected from university students through an online survey because of Malaysian Government Movement Control Order (MCO) restrictions. Two separate intervals were used for data collection (i.e., May and September 2020), as this period was associated with the pandemic. For scale validation, convergent, discriminant, and nomological validity criteria were used. Results: The outcome of a CFA model for DASS-21 yielded factor loading that is very significant. Therefore, the measure of the root means square error approximation (RMSEA) and the comparative fit index (CFI) are acceptable values that were produced, demonstrating a good fit for the data. Conclusions: This study was conducted in the Malaysian context to validate depression, anxiety, and stress among university students using the DASS-21 scale. Our findings support the reliability of using DASS-21 in the Malaysian cultural context. Lastly, we testified to the presence of depression, anxiety, and stress among university students through descriptive statistics and provided empirical evidence in this regard. Our results suggested that there was a significant presence of DASS among university students.
Mohammed Alzoraiki, Abd Rahman Ahmad, Ali Ahmed Ateeq, Gehad Mohammed Ahmed Naji, Qais Almaamari, and Baligh Ali Hasan Beshr
MDPI AG
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.
Ali Ateeq, Mohammed Alzoraiki, Marwan Milhem, and Mujeeb Al-Absy
LLC CPC Business Perspectives
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.
Gehad Mohammed Ahmed Naji, Ahmad Shahrul Nizam Isha, Abdulsamad Alazzani, Paula Brough, Muhammad Shoaib Saleem, Mysara Eissa Mohyaldinn, and Mohammed Alzoraiki
MDPI AG
Workplace hazards can have a significant influence on a worker’s physical and mental health, reducing an organization’s effectiveness in terms of safety. However, psychosocial hazards are being recognized as a crucial component that must be addressed for the individual’s and organization’s safety. The purpose of this research was to propose and statistically evaluate a brief theoretical framework based on leadership, organizational communication, work environment, and psychosocial hazards in Malaysia’s upstream oil and gas sector. The framework was tested on 380 Malaysian upstream oil and gas workers. The collected data were analyzed using partial least squares and structural equation modelling (PLS-SEM). The study’s findings revealed that in the Malaysian oil and gas industry, leadership, communication, and work environment negatively influenced the psychosocial hazards. This negative association between predictors and psychosocial hazards, particularly job expectations, control, role, and relationships, indicates new grounds for research. It is discussed how the findings could be used to track employees’ well-being over time and generate focused treatments.
Gehad Mohammed Ahmed Naji, Ahmad Shahrul Nizam Isha, Abdulsamad Alazzani, Muhammad Shoaib Saleem, and Mohammed Alzoraiki
Frontiers Media SA
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.
Gehad Mohammed Ahmed Naji, Ahmad Shahrul Nizam Isha, Mysara Eissa Mohyaldinn, Stavroula Leka, Muhammad Shoaib Saleem, Syed Mohamed Nasir Bin Syed Abd Rahman, and Mohammed Alzoraiki
MDPI AG
We conceptualize that safety culture (SC) has a positive impact on employee’s safety performance by reducing their psychosocial hazards. A higher level of safety culture environment reduces psychosocial hazards by improving employee’s performance toward safety concerns. The purpose of this study was to evaluate how psychosocial hazard mediates the relationship between safety culture and safety performance. Data were collected from 380 production employees in three states of Malaysia from the upstream oil and gas sector. Structural equation modeling was implemented to test the suggested hypotheses. The proposed model was evaluated using structural equation modeling. A stratified sampling with a Likert 5-point scale was used to distribute the questionnaires. Furthermore, the proposed model was tested using the simulation of the structural equation and partial. According to our findings, all hypotheses were significant. A review of prior studies was used to select the items of the dimension for the data collection. Safety culture was assessed with psychosocial hazard to determine its direct and indirect impact on safety performance. Results suggest that to enhance safety performance (leading and lagging), psychosocial concerns in the workplace environments should be taken into consideration by employees. In addition, the findings showed that the psychosocial hazard fully mediates the relationship between safety culture and safety performance.
Ummah Habiba Liza, Gehad Mohammed Ahmed Naji, Ebrahim A.A. Ghaleb, and Mohammed Alzoraiki
IEEE
By comparing the change in participants' business knowledge and business acumen to that of traditional corporate training, online business simulations serve as a disruptive technology. Customer loyalty is earned due to the unique nature of services, which increases reliance on technology and customer involvement in service delivery. Customer trust helps to explain why customers are satisfied with their online purchases, where perceived value functions as a partial mediator for relationships with several competitors. As a result, market orientation can either mitigate or amplify the effect of organizational culture on performance outcomes. Unfortunately, there is a paucity of empirical evidence about the mediating impact of market orientation on the organizational culture-performance link. This study aimed to contribute to the body of knowledge regarding online users/customers in the context of online commerce. Additionally, it looks for possible solutions to increase consumer trust, make customers feel secure, and increase customer loyalty to the organization. Following identification, it is necessary to investigate the effects of these elements on internet enterprises. Thus, the purpose of this research is to ascertain the proportion of respondents who utilize the internet and the relationship between customer trust, customer loyalty, and market orientation toward online companies (E-business).