Ali Ateeq

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 study aimed to explore the relationship between employee engagement, equal opportunities, and employee performance in Bahraini retail businesses. Using a cross-sectional survey, data were collected from 231 employees and analyzed via SPSS and Smart-PLS, uncovering significant results. Out of the 249 participants invited to the survey, 231 responded. All the variables of the study showed different effects, with equal opportunity and employee engagement (EO → EE) considered the strongest hypotheses in this study at the significance level of 0.01 (β = 0.722, = 0.724, SD = 0.070, t = 10.324, p = 0.000), with f2 = 1.087 above 0.15 and less than 0.35, which was considered a high effect size and strongly supported the hypothesis proposed by the researcher. All hypotheses were supported. The R2 values of independent variables were above 38% for the variance of employee performance, which is considered an excellent fit to the data as evidenced by the squared multiple correlation R2 values for the dependent variables. Finally, EO → EE → JP mediating role indirectly affects JP through EO = 24%, which is considered an excellent effect size.
The recent study confirmed a strong positive link between equal opportunities and employee performance, with employee engagement acting as a significant mediator. This suggests that promoting equal opportunities can boost performance, especially when coupled with employee involvement. These findings are important for HRM experts and executives, as they indicate that prioritizing fairness and fostering participation can enhance productivity.

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.

Acknowledgment
The authors express their gratitude to Gulf University for the significant financial resources that facilitated the publication of this work.