Empowering Women in Saudi Workforce: HR, Job Satisfaction, and Policies for Work–Life Balance

Ahmed M. Asfahani (), Abdullah Eskandarany, Dina Abdullah Dahlan, Zia Ullah, Hina Khan and Rehana Naheed
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Ahmed M. Asfahani: College of Business Administration, University of Business and Technology, Jeddah 23435, Saudi Arabia
Abdullah Eskandarany: Accounting Department, University of Jeddah, Jeddah 21959, Saudi Arabia
Dina Abdullah Dahlan: College of Business Administration, University of Business and Technology, Jeddah 23435, Saudi Arabia
Zia Ullah: Institute of Administrative Sciences, University of the Punjab, Lahore 54000, Pakistan
Hina Khan: College of Business Administration, Imam Abdulrehman Bin Faisal University, Dammam 31451, Saudi Arabia
Rehana Naheed: Quaid-i-Azam School of Management Science, Quaid-i-Azam University, Islamabad 45320, Pakistan

Sustainability, 2024, vol. 16, issue 20, 1-22

Abstract: The present study investigates the sustainable influence of human resources (HR) support on job satisfaction and work–life balance among female employees in Saudi Arabia, underlining its significance in advancing social sustainability within the workforce. It seeks to analyze the role of job satisfaction as a mediator and organizational policies as moderators in these relationships. This study analyzed data from a simple random sample of 145 employed women in different sectors in Saudi Arabia, utilizing exploratory and confirmatory factor analyses, as well as inferential statistical methods for hypotheses testing. We conducted an evaluation of mediating and moderating effects in the investigated relationships using the PROCESS macro for SPSS. The findings show a strong positive relationship between HR support, work–life balance, and job satisfaction in Saudi Arabia’s female workforce. The mediation function of job satisfaction in the relationship between HR support and work–life balance emphasizes the critical role of positive working experiences in achieving work–life balance. Furthermore, this research highlights organizational policies as a crucial mediator, indicating that implementing supportive and progressive policies might amplify the beneficial impacts of HR practices on work–life balance and job satisfaction. The present study enhances the existing body of knowledge by offering empirical findings on the importance of culturally customized sustainable HR practices and the crucial function of organizational policies in advancing gender equality and achieving a healthy work–life balance.

Keywords: human resources support; job satisfaction; work–life balance; organizational policies; women in the workforce; women empowering (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2024
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