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Rawan Mazen Yousef Abukhait
- Associate Professor, Head of Management Department
- Ext: 5160
Dr. Rawan Abukhait is the Head of the Management Department and an Associate Professor of Organizational Behaviour and Human Resource Management at the College of Business Administration, Ajman University, UAE. Her research focuses on Organizational Behaviour, Human Resource Management, and Innovation Management. She has published extensively in high-ranking, prestigious journals, including Review of Managerial Science, Leadership & Organization Development Journal, Higher Education Policy, Human Performance, Total Quality Management & Business Excellence, Journal of Service Theory and Practice, and Journal of Human Resources in Hospitality.
Education
- PhD in Business Administration, University of Western Sydney, Australia, 2012
PhD in Business Administration, University of Western Sydney, Australia, 2012
Experience
- Assistant Professor of Business Administration and Management, ALHOSN University, Abu Dhabi, UAE (4 years).
- Assistant Professor of Management, University of Sharjah, UAE (2 years).
- Assistant Professor of Management, Ajman University, UAE (2019–2021).
- Associate Professor of Organizational Behavior and Human Resource Management, Ajman University, UAE (2021–Present).
- Head of Management Department, Ajman University, UAE (2021–Present).
Assistant Professor of Business Administration and Management, ALHOSN University, Abu Dhabi, UAE (4 years).
Assistant Professor of Management, University of Sharjah, UAE (2 years).
Assistant Professor of Management, Ajman University, UAE (2019–2021).
Associate Professor of Organizational Behavior and Human Resource Management, Ajman University, UAE (2021–Present).
Head of Management Department, Ajman University, UAE (2021–Present).
Teaching Area
- Expertise in Organizational Behavior, Management, Innovation, and Human Resource Management (HRM).
Expertise in Organizational Behavior, Management, Innovation, and Human Resource Management (HRM).
Research
- Research interests include Organizational Behavior, Human Resource Management, and Innovative Behavior.
Research interests include Organizational Behavior, Human Resource Management, and Innovative Behavior.
Publications
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JournalMansoor, M., Paul, J., Khan, T. I., Abukhait, R., & Hussain, D. (2025). Customer evangelists: Elevating hospitality through digital competence, brand image, and corporate social responsibility. International Journal of Hospitality Management, 126, 104085., International Journal of Hospitality Management, Apr 2025
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JournalBani-Melhem, S., Abukhait, R. M., & Mohd Shamsudin, F. (2025). This doesn’t make sense! Does illegitimate tasks affect innovative behaviour?. The Service Industries Journal, 1-27., The Service Industries Journal, Jan 2025
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JournalKhattak, M. N., & Abukhait, R. (2024). Impact of perceived organizational injustice on deviant behaviors: moderating impact of self-control. Current Psychology, 43(12), 10862-10870., Current Psychology, Sep 2024
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JournalBani-Melhem, A. J., Khassawneh, O., Abukhait, R. M., Mohammad, T., & Bouchon, F. (2024). Passive leadership and hospitality frontline employees’ creative performance in the UAE: The moderating role of job tenure and coworker help and support. Journal of Human Resources in Hospitality & Tourism, 23(4), 592-618., Journal of Human Resources in Hospitality & Tourism, Jul 2024
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JournalShaya, N., Mohebi, L., Pillai, R., & Abukhait, R. (2024). Illegitimate Tasks, Negative Affectivity, and Organizational Citizenship Behavior among Private School Teachers: A Mediated–Moderated Model. Sustainability, 16(2), 733., Sustainability, Jan 2024, doi: 733; https://doi.org/10.3390/su16020733
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ConferenceHaq, M. Z. U., Cao, G., & Abukhait, R. (2024, April). Understanding Students' Attitudes and Behavioral Intentions Towards Using ChatGPT. In Proceedings of the 2024 9th International Conference on Information and Education Innovations (pp. 44-50)., Proceedings of the 2024 9th International Conference on Information and Education Innovations, Verbania Italy
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JournalMohd Shamsudin, F., Bani-Melhem, S., Abukhait, R., Aboelmaged, M., & Pillai, R. (2024). Favouritism: a recipe for ostracism? How jealousy and self-esteem intervene. Leadership & Organization Development Journal, 45(1), 116-139., Leadership & Organization Development Journal, Feb 2024
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JournalShaker Bani-Melhem, Faridahwati Mohd Shamsudin, Rawan Abukhait, Mohd Ahmad Al-Hawari, Bani-Melhem, S., Shamsudin, F. M., Abukhait, R., & Al-Hawari, M. A. (2023). Competitive psychological climate as a double-edged sword: A moderated mediation model of organization-based self-esteem, jealousy, and organizational citizenship behaviors. Journal of Hospitality and Tourism Management, 54, 139-151., Journal of Hospitality and Tourism Management, Jan 2023
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JournalAbukhait, R., Khattak, M. N., Shaya, N., & Ramanathan, U. (2023). The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model. Frontiers in Psychology, 14., Frontiers in Psychology, Feb 2023
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JournalMassouti, A., Shaya, N., & Abukhait, R. (2023). Revisiting Leadership in Schools: Investigating the Adoption of the Dubai Inclusive Education Policy Framework. Sustainability, 15(5), 4274., Sustainability, Feb 2023
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JournalShamsudin, F. M., Bani‐Melhem, S., Abukhait, R., Pillai, R., & Quratulain, S. (2023). The role of leader favoritism, unfairness, and employability in employee psychological withdrawal behavior. Business Ethics, the Environment & Responsibility, 32(4), 1185-1200., Business Ethics, the Environment & Responsibility, Aug 2023
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JournalKhan, A., Khan, A., Shah, T. A., Nisar Khattak, M., & Abukhait, R. (2023). Management's internal governance policies on flexible work practices and the mediating lens of work life enrichment–Outcome for employee work engagement and organizational attractiveness. Journal of Organizational Effectiveness: People and Performance., Journal of Organizational Effectiveness: People and Performance, Jul 2023
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JournalAbukhait, R., Shamsudin, F. M., Bani-Melhem, S., & Al-Hawari, M. A. (2022). Obsessive–compulsive personality and creative performance: the moderating effect of manager coaching behavior. Review of Managerial Science, 1-22, Review of Managerial Science, Nov 2022
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JournalShaya N., Abukhait, R., Madani, R. Khattak, M. N. (2022). Organizational Resilience of Higher Education Institutions: An Empirical Study during the COVID-19 Pandemic. Higher Education Policy, Higher Education Policy, Mar 2022
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JournalG Cao., Shaya N., Abukhait, R., Enyinda CI., Naboush, E. (2022). Students’ Relative Attitudes and Relative Intentions to Use E-Learning Systems. Journal of Information Technology Education: Research., Journal of Information Technology Education, Feb 2022
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JournalBani-melhem, S., Abukhait, R., Shamsudin, F. M., & Al-hawari, M. A. (2021). how and when does job challenge promote the innovative behaviour of public sector employees? International Journal of Innovation Management, International Journal of Innovation Management, Jun 2021
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JournalBani-Melhem, S., Zeffane, R., Abukhait, R., & Shamsudin, F. M. (2021). Empowerment as a Pivotal Deterrent to Employee Silence: Evidence from the UAE Hotel Sector. Human Performance, Human Performance, Jan 2021
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JournalBani-Melhem, S., Shamsudin, F. M., Abukhait, R. M., & Quratulain, S. (2020). Paranoid personality and frontline employee’s proactive work behaviours: a moderated mediation model of empathetic leadership and perceived psychological safety. Journal of Service Theory and Practice, Journal of Service Theory and Practice, Dec 2020
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null, Bani-Melhem, S., Abukhait R. & Shamsudin F. M, (2020). Does job stress drive innovative behavior? Evidence from Dubai five stars hotels. Journal of Human Resources in Hospitality & Tourism
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JournalBani-Melhem, S., Abukhait, R. M., Shamsudin, F. M., & West, M. (2020). Customer incivility and customer problem-solving behaviour in frontline employees: testing a moderated mediation model. Total Quality Management & Business Excellence, 1-19, Total Quality Management & Business Excellence, Dec 2022
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JournalAkour, I. A., Bourini, I., & Abukhait, R. M. (2020). Investigating the impact of technology and training on new service development through the mediating role of innovative behaviour. International Journal of Technological Learning, Innovation and Development, International Journal of Technological Learning, Innovation and Development, Dec 2020
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JournalAbukhait, R., Bani-Melhem, S., & SHAMSUDIN, F. M. (2020). Do employee resilience, focus on opportunity, and work-related curiosity predict innovative work behaviour? the mediating role of career adaptability. International Journal of Innovation Management, 2050070., International Journal of Innovation Management, Oct 2020
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null, Abukhait R., Bani-Melhem, S., and Zeffane, R. (2019). "Empowerment, Knowledge Sharing and Innovative Behaviors: Exploring Gender Differences”. International journal of innovation management, Vol, 32, No 1. (Q2)
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null, Abukhait R., and Pillai R., (2017). “Discussion paper on the key motivational factors impacting innovative climate”, Int. J. Business Innovation and Research, Vol. 13, No. 1.
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null, Shaya N., and Abukhait R., (2017). “Feminizing leadership in the Middle East: Emirati women empowerment and leadership style”. Gender in Management: An International Journal, Vol. 32 Issue: 8, pp.590-608
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JournalMohd Shamsudin, F., Bani-Melhem, S., Abukhait, R., Aboelmaged, M., & Pillai, R. (2024). Favouritism: a recipe for ostracism? How jealousy and self-esteem intervene. Leadership & Organization Development Journal, 45(1), 116-139., Leadership & Organization Development Journal, Nov 2023
Mansoor, M., Paul, J., Khan, T. I., Abukhait, R., & Hussain, D. (2025). Customer evangelists: Elevating hospitality through digital competence, brand image, and corporate social responsibility. International Journal of Hospitality Management, 126, 104085., International Journal of Hospitality Management, Apr 2025
In the contemporary digital landscape, the frontline employees' proficiency in forging relationships holds immense strategic importance for organizational success. This study examines the impact of frontline employees' digital competence, proactive assistance, and relationship-building on customer brand evangelism with the mediating role of brand image and the moderating role of perceived corporate social responsibility. The research utilizes a time-lagged data collection approach, employing a multistage random sampling method to gather data from patrons visiting both five and four-star hotels. The data collection spans two points in time, separated by a four-week interval. This study employs Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS v. 4 to analyze the proposed relationships, ensuring robust analysis for complex models. Findings suggest that the digital competence, proactive support, and interpersonal skills of frontline staff significantly contribute to the emergence of brand evangelists directly and through the mediation of corporate image. This study highlights the pivotal function of frontline employees within the domain of sales and marketing, particularly in the context of hospitality management, in influencing customer perceptions and cultivating brand evangelism.
About the journal
Bani-Melhem, S., Abukhait, R. M., & Mohd Shamsudin, F. (2025). This doesn’t make sense! Does illegitimate tasks affect innovative behaviour?. The Service Industries Journal, 1-27., The Service Industries Journal, Jan 2025
Illegitimate tasks in the workplace are known to associate with several attitudinal and behavioural outcomes for employees, including their well-being, motivation, and turnover intention. However, why and when these adverse impacts influence employees’ innovative behaviours have not yet been examined. The current study thus empirically investigates the impact of illegitimate tasks on the innovative behaviours of employees. It also examines the mediating role of work meaninglessness and the moderating impact of passive leadership in these relationships. The research analyses a sample of 145 employee-supervisor dyads in several public sector organisations in Dubai. The results demonstrate that illegitimate tasks indirectly (via work meaninglessness) and negatively influence innovative behaviours. This influence is strengthened when the supervisor/leader is passive. Our results provide more insight into the potential negative influence of illegitimate tasks on innovative behaviours through perceived work meaninglessness and the exacerbating impact of passive leadership on these relationships.
About the journal
Khattak, M. N., & Abukhait, R. (2024). Impact of perceived organizational injustice on deviant behaviors: moderating impact of self-control. Current Psychology, 43(12), 10862-10870., Current Psychology, Sep 2024
The main purpose of this study is to identify the buffering role of employee self-control on the positive association between perceived organizational injustice and deviant behaviors. We got surveys-based data from full-time workers of the Netherlands’ Employee Insurances Agency (UWV). Fundamental analysis of data exhibited a good fit between the data and the model tested. In line with our expectation, a significant positive significant relationship was observed between the predictor and outcome variables. Moreover, the moderating impact of self-control on the positive significant relationship between distributive injustice (DJ) and procedural injustice (PJ) with organization-directed deviant workplace behaviors (DBO) was also confirmed. Similarly, analysis also revealed that self-control moderated the association between perception of interactional injustice (IJ) of employees and Individual-directed deviant workplace behaviors (DBI).
About the journal
Bani-Melhem, A. J., Khassawneh, O., Abukhait, R. M., Mohammad, T., & Bouchon, F. (2024). Passive leadership and hospitality frontline employees’ creative performance in the UAE: The moderating role of job tenure and coworker help and support. Journal of Human Resources in Hospitality & Tourism, 23(4), 592-618., Journal of Human Resources in Hospitality & Tourism, Jul 2024
The purpose of this research is to investigate how passive leadership affects creative performance of frontline employees (FLEs) through an analysis of the mediating role played by burnout. Furthermore, the study sought to investigate the moderating effects of coworker support and job tenure, as well as their combined influence as a joint moderator, in relation to this relationship. Employing a time-lagged method, data on 238 frontline employee-supervisor dyads were collected and analyzed through modeling of structural equations. The results indicated that passive leadership directly and indirectly affect creative performance negatively. The three-way interaction result showed that burnout can be diminished when employees receive much help and support from their coworkers and when they have been in their job for longer. The effect of the joint moderators tends to be stronger than any individual moderator, suggesting that multiple resources are better to help FLEs deal with job stressors. The current paper provides a novel theoretical perspective that supports the Conservation of Resources (COR) theory and cross-domain buffering approach by elucidating the circumstances under which passive leadership is likely to diminish employee creative performance, with a particular focus on the hospitality industry. This study investigates the mechanisms, timing, and reasons behind this phenomenon.
About the journal
Shaya, N., Mohebi, L., Pillai, R., & Abukhait, R. (2024). Illegitimate Tasks, Negative Affectivity, and Organizational Citizenship Behavior among Private School Teachers: A Mediated–Moderated Model. Sustainability, 16(2), 733., Sustainability, Jan 2024, doi: 733; https://doi.org/10.3390/su16020733
Social sustainability has gained popularity over the last decade, with a growing body of research calling for researchers to focus on the personal-level determinants of employee satisfaction and well-being in the pursuit of social sustainability. By using negative affectivity as a mediating mechanism and gender and passive leadership as moderators, this study examines a novel sequential mediation–moderation model that explores the relationship between unreasonable tasks and teachers’ Organizational Citizenship Behavior (OCB). It employs the Conservation of Resources (COR) and Stress as Offense to Self (SOS) paradigms as a comprehensive theoretical framework for organizational stressors and organizational behavior. A total of 415 matched questionnaire responses were collected from private school teachers in the UAE. Confirmatory factor analysis (CFA) is conducted using AMOS 20, hierarchical linear modeling (HLM) is utilized to verify the causal and moderation hypotheses, and the resulting moderated mediated conceptual model is evaluated by employing Hayes PROCESS analysis. Results demonstrate the effects of illegitimate tasks on OCB are indirect and statistically significant and are mediated through negative affectivity. The cumulative effect of illegitimate tasks and negative affectivity on OCB is magnified by the moderating effects of passive leadership.
About the journal
Haq, M. Z. U., Cao, G., & Abukhait, R. (2024, April). Understanding Students' Attitudes and Behavioral Intentions Towards Using ChatGPT. In Proceedings of the 2024 9th International Conference on Information and Education Innovations (pp. 44-50)., Proceedings of the 2024 9th International Conference on Information and Education Innovations, Verbania Italy
While the release of ChatGPT has sparked heated polarized debates in the education sector, there is no academic research on students’ attitudes and behavioral intentions regarding ChatGPT usage. To fill this gap, we employed the integrated AI acceptance-avoidance model (IAAAM) to investigate the impact of positive and negative factors on students’ attitudes and intentions toward ChatGPT. Our empirical results indicate that IAAAM offers a comprehensive understanding and prediction of students’ attitudes and intentions related to ChatGPT. This study advances our conceptual and empirical understanding of students’ attitudes and intentions regarding using ChatGPT. It also provides valuable implications for education policymakers, educators, and students by highlighting the importance of maintaining a balanced approach to the use of ChatGPT.
About the journal
Mohd Shamsudin, F., Bani-Melhem, S., Abukhait, R., Aboelmaged, M., & Pillai, R. (2024). Favouritism: a recipe for ostracism? How jealousy and self-esteem intervene. Leadership & Organization Development Journal, 45(1), 116-139., Leadership & Organization Development Journal, Feb 2024
Purpose Ostracism is a common challenge in the workplace, but little is known about the behaviours of those who trigger it. The authors examined how leader favouritism can drive coworkers to ostracise one another, given that leadership is a key factor in shaping employee attitudes and behaviour. Invoking social comparison theory, the authors assessed a model of how perceived favouritism affects ostracism through jealousy, moderated by organisation-based self-esteem (OBSE). Design/methodology/approach The authors surveyed 294 non-managerial employees from several service organisations in the United Arab Emirates (UAE) and analysed the data with partial least squares structural equation modelling (PLS-SEM) using SmartPLS 3 software. Findings Unexpectedly, leader favouritism did not directly affect ostracism but only indirectly through the mediation of jealousy. OBSE was found to moderate this relationship, suggesting that higher levels of OBSE can weaken the impact of leader favouritism on employee jealousy. Originality/value These findings explain the intricate dynamics and underlying reasons as to how leader favouritism can instigate employee-to-employee ostracism.
About the journal
Shaker Bani-Melhem, Faridahwati Mohd Shamsudin, Rawan Abukhait, Mohd Ahmad Al-Hawari, Bani-Melhem, S., Shamsudin, F. M., Abukhait, R., & Al-Hawari, M. A. (2023). Competitive psychological climate as a double-edged sword: A moderated mediation model of organization-based self-esteem, jealousy, and organizational citizenship behaviors. Journal of Hospitality and Tourism Management, 54, 139-151., Journal of Hospitality and Tourism Management, Jan 2023
Prior research is inconclusive on whether competitive climate affects employee performance positively or negatively. The current study tests a moderated-mediation model of the effect of competitive psychological climate on organizational citizenship behavior (toward co-workers and customers) through the mediation of jealousy by drawing on social comparison theory to address the contradiction in the literature. By invoking the self-consistency theory, this study also proposes that organization-based self-esteem would moderate the effect of employee jealousy (as a result of competitive psychological climate) on organizational citizenship behavior (toward co-workers and customers). Dyadic data were collected from 145 customer service employees and their supervisors in various hospitality organizations in the UAE. Our results provide empirical support for our hypotheses: Competitive climate acts as a double-edged sword in enhancing citizenship behaviors toward customers but diminishing cooperation and helping behaviors toward co-workers through employee jealousy. As expected, the current study found that organization-based self-esteem mitigates the negative effect of jealousy on citizenship behavior towards colleagues and exacerbate the positive effect of competitive climate on citizenship behavior towards customers (via jealousy). Our findings have theoretical and practical implications and recommend future research opportunities.
About the journal
Abukhait, R., Khattak, M. N., Shaya, N., & Ramanathan, U. (2023). The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model. Frontiers in Psychology, 14., Frontiers in Psychology, Feb 2023
Purpose: This paper draws on conservation of resources theory to advance the literature on extra-role performance behaviors among academics, particularly innovative work behaviors and knowledge sharing, through the lens of work stressors. Methods: We develop a moderated-mediated model based on multi-source, multi-timed, and multi-level data from a sample of 207 academics and 137 direct supervisors in five higher education institutions in the United Arab Emirates (UAE). Findings: Results show that academics’ compulsory citizenship behaviors positively influence negative affectivity, which, in turn, negatively impacts academics’ innovative work behavior and knowledge sharing. The detrimental effect of compulsory citizenship behaviors on negative affectivity is then positively moderated by passive leadership, which amplifies this relationship. The combined effect of compulsory citizenship behaviors and negative affectivity exerted on innovative work behavior and knowledge sharing are magnified amid the elevated presence of passive leadership, while gender does not significantly influence this association. Originality: This is a pioneering study in the context of UAE to look into the counterproductive impact of CCB on employee innovative work behaviors and knowledge sharing. Implications: Pertinent theoretical and managerial implications are discussed.
About the journal
Massouti, A., Shaya, N., & Abukhait, R. (2023). Revisiting Leadership in Schools: Investigating the Adoption of the Dubai Inclusive Education Policy Framework. Sustainability, 15(5), 4274., Sustainability, Feb 2023
This study examined the prevalent leadership practices in the implementation of the Dubai Inclusion Education Policy Framework (DIEPF), which paves the way for elaborating on key nuances relating to the prospects and challenges of meeting the United Arab Emirates’ (UAE) federal requirement of educating all students, including students identified as experiencing special educational needs and disabilities (SEND) in a common learning environment. A qualitative phenomenological research design was employed, where data was collected through semi-structured interviews with a group of individuals who assumed a senior leading role in SEND departments, led inclusive practices at the school level, or were experts in special education studies in the UAE. The final sample consisted of 21 interviewees, of which 11 are heads of SEND departments, 6 are senior executive leaders at the designation of principal or vice principal, and 4 are experts in special education employed in reputable higher education institutions in the UAE. The analysis resulted in identifying five themes as critical key factors in inclusive education implementation and several sub-theme components. As an additional dimension, an emergent theme was derived, expanding the theoretical boundaries of the DIEPF. Finally, theoretical and managerial implications for effective inclusive practices in school settings are offered.
About the journal
Shamsudin, F. M., Bani‐Melhem, S., Abukhait, R., Pillai, R., & Quratulain, S. (2023). The role of leader favoritism, unfairness, and employability in employee psychological withdrawal behavior. Business Ethics, the Environment & Responsibility, 32(4), 1185-1200., Business Ethics, the Environment & Responsibility, Aug 2023
Given the adverse consequences of destructive leadership at work, we examine leader favoritism prevalent in contemporary organizations. Our study builds on previous research on unethical leadership behaviors and extends social exchange theory by assessing whether leader favoritism contributes to employee psychological withdrawal behavior at work and whether perceived unfairness explains this link, addressing a gap in the literature on this topic. In addition, we investigate the condition of perceived employability to seek whether the influence of perceived unfairness due to leader favoritism on psychological withdrawal behavior at work is strengthened when employees think they can secure alternative employment elsewhere. The study utilizes a two-wave data collection approach to gather responses from 206 front end customer service employees working in the hospitality and tourism firms in the United Arab Emirates (UAE). The study findings offer empirical support for the proposed mediated moderation model. Specifically, the results demonstrate that leader favoritism directly, indirectly (via perceived unfairness), and positively influence employee withdrawal behaviors. This influence is stronger among employees who believe they can easily find alternative employment options. Our findings highlight the relevance of incorporating social exchange theory into the unethical leadership behaviors and withdrawal behaviors literature and provide valuable insights for managers into how to mitigate the practice of leader favoritism because of its adverse consequences on employees' work attitudes and behavior.
About the journal
Khan, A., Khan, A., Shah, T. A., Nisar Khattak, M., & Abukhait, R. (2023). Management's internal governance policies on flexible work practices and the mediating lens of work life enrichment–Outcome for employee work engagement and organizational attractiveness. Journal of Organizational Effectiveness: People and Performance., Journal of Organizational Effectiveness: People and Performance, Jul 2023
Purpose Using Pakistan's public sector higher education institutions as the study site, this study aims to empirically substantiate, under the theoretical underpinnings of job enrichment theory (Hackman and Oldham, 1976) and Maslow's (1943) theory of the hierarchy of needs, the impact of flexible work practices (FWPs), on employee work engagement and organizational attractiveness, with the mediating lens of work life enrichment. Design/methodology/approach Field data were collected at five higher education institutions located in the Islamabad Capital Territory (ICT) of Pakistan, using the convenience sampling technique and analyzed under the quantitative research paradigm. Findings This study substantiates with an empirical evidence that flexible work practices (FWPs) have a significant positive impact on both employee work engagement and organizational attractiveness. Markedly, the study findings reveal that the said impact is significantly stronger than that of sabbaticals. Furthermore, the study reveals that the positive relationship is mediated by work life enrichment, signaling its significance in understanding FWP's such impact on employee work engagement and organizational attractiveness. Practical implications The study findings provide significant implications for academia, practitioners, and policymakers, in evidence-based recommendations for higher education institutions to design and implement FWPs that are effective in enhancing employee work engagement and organizational attractiveness, and, in turn, leading to improved organizational performance. Originality/value This research study provides a novel contribution to the existing literature by exploring the combined impact of flexible work practices on employee work engagement and organizational attractiveness in the peculiar context of Pakistan's public sector higher education institutions. Additionally, the study's focus on the mediating role of work life enrichment further adds to its novelty.
About the journal
Abukhait, R., Shamsudin, F. M., Bani-Melhem, S., & Al-Hawari, M. A. (2022). Obsessive–compulsive personality and creative performance: the moderating effect of manager coaching behavior. Review of Managerial Science, 1-22, Review of Managerial Science, Nov 2022
The study draws upon trait activation theory and interactionist perspective of personality theory to propose that obsessive–compulsive personality is negatively related to employees’ creative performance. The study also posits that supervisor coaching behavior is a contextual factor that mitigates the negative impact of obsessive–compulsive personality on employee creative performance. The model was tested on a sample of 252 frontline employee-supervisor dyads recruited from different hospitality organizations. The results demonstrate that obsessive compulsive personality influences frontline employees’ creative performance, and this effect was found to be mitigated when coaching behavior was used.
About the journal
Shaya N., Abukhait, R., Madani, R. Khattak, M. N. (2022). Organizational Resilience of Higher Education Institutions: An Empirical Study during the COVID-19 Pandemic. Higher Education Policy, Higher Education Policy, Mar 2022
Resilient organizations and academic institutions have been identified as contributing immensely to resilient communities. The majority of organizations showing preparedness to mitigate the impact of COVID-19 have deployed an efficient organizational resilience framework. Yet, there is little research on organizational resilience, and the conceptualization of resilience as a complex variable has not been achieved. Focusing on the higher education sector in the UAE during the COVID-19 pandemic, the current study aims to contribute to this promising research area by exploring and expanding a theoretical model on organizational capabilities that constitute organizational resilience. A qualitative phenomenological research design was utilized, where a total of 13 executives from reputable universities were interviewed, followed by a thematic analysis of the data. Findings provided deep insight into the status of universities in the UAE that are currently in the early adaptation stage of the current crisis. Organizational resilience was conceptualized as a process that comprises three successive stages (anticipation, coping, and adaptation), five key antecedents (knowledge, resources availability, social resources, power relationships, and innovative culture), and two main moderators (crisis leadership traits and employee resilience). Important findings were also identified on the needed crisis leadership styles. Recommendations for practice and research are discussed.
About the journal
G Cao., Shaya N., Abukhait, R., Enyinda CI., Naboush, E. (2022). Students’ Relative Attitudes and Relative Intentions to Use E-Learning Systems. Journal of Information Technology Education: Research., Journal of Information Technology Education, Feb 2022
Aim/Purpose This study, drawing on and extending research on the adoption of information technologies (IT), develops a research model to investigate: (1) the key relative factors that affect the adoption of e-learning versus using IT in traditional classrooms; and (2) students’ relative attitudes and relative intentions to use e-learning systems. Background Since the advent of the COVID-19 pandemic, higher education institutions (HEIs) have rapidly adopted e-learning and students are now engaging with e-learning systems. These systems present a new research opportunity for examining the relative efficacy of using e-learning systems versus using IT in traditional classrooms. Although prior research has examined various types of e-learning systems in different contexts and using various methodological approaches, evidence in the literature indicates that the relative efficacy of e-learning remains uncertain as little is known about the factors that affect the adoption and use of e-learning systems during COVID-19, as there is limited academic research. Methodology The model is tested based on the perceptions of a group of 569 students of the adoption of e-learning versus using IT in traditional classrooms in the United Arab Emirates. The data were analyzed with IBM SPSS statistics 26 and partial least squares structural equation modeling (PLS-SEM) implemented in SmartPLS 3 software.
About the journal
Bani-melhem, S., Abukhait, R., Shamsudin, F. M., & Al-hawari, M. A. (2021). how and when does job challenge promote the innovative behaviour of public sector employees? International Journal of Innovation Management, International Journal of Innovation Management, Jun 2021
Previous research is inconclusive about when and how job challenge affects innovative behaviour. To address this inconsistency, we primarily draw on the job characteristics theory (JCT) and job demands–resources model (JD–R model) to examine the effect of job challenge on intrinsic motivation and employee innovative behaviour as well as the moderating role of supervisor coaching behaviour. We employ a time-lagged research design to collect data from 318 public sector employees in the UAE. Our finding offers support for a moderated mediation model in which job challenge has a positive and significant effect on innovative behaviour. The study also shows that the association between job challenge and innovative behaviour via intrinsic motivation is stronger under high supervisor coaching behaviour. The findings provide prescriptive insights into the critical role that supervisor coaching behaviours play in clarifying when and how job challenge affects innovative behaviour and indicate relevant managerial implications aimed at encouraging innovative behaviour in the public sector.
About the journal
Bani-Melhem, S., Zeffane, R., Abukhait, R., & Shamsudin, F. M. (2021). Empowerment as a Pivotal Deterrent to Employee Silence: Evidence from the UAE Hotel Sector. Human Performance, Human Performance, Jan 2021
Based on time-lagged data focusing on frontline employees (N=285) operating in five-star hotels in the United Arab Emirates (UAE), we examined the individual and combined effects of empowerment, job satisfaction, and perceived organizational support on employee silence. Using structural equation modeling for data analysis, we explored a hypothetical model. The results indicated that empowerment had a significant negative impact on employee silence while job satisfaction and perceived organizational support had no significant direct impact. However, these latter two variables had an impact when feelings of empowerment were also present. The result suggests indicates that empowerment plays a central (pivotal) role in silence behavior. The implications of these findings for both management practice and future research are discussed.
About the journal
Bani-Melhem, S., Shamsudin, F. M., Abukhait, R. M., & Quratulain, S. (2020). Paranoid personality and frontline employee’s proactive work behaviours: a moderated mediation model of empathetic leadership and perceived psychological safety. Journal of Service Theory and Practice, Journal of Service Theory and Practice, Dec 2020
Purpose This study expands on research related to the dark side of personality traits by examining how individual dark personality affects proactive work behaviours. Specifically, the authors consider paranoia as a dark personality trait and propose that it negatively relates to perceived psychological safety and indirectly affects frontline employees' (FLEs) willingness to report customer complaints as well as their extra-role customer service. The authors also posit that empathetic leadership is a focal, contextual factor that mitigates the impact of paranoia on perceived psychological safety and, consequently, the willingness to report customer complaints and engage in extra-role customer service behaviour. Design/methodology/approach The model was tested on a sample of 252 FLEs using process macro (Hayes, 2017) and AMOS. Data were collected from FLEs working in different hospitality organisations using a time-lagged design; supervisor-rated employee extra-role customer service was also measured. Findings The authors found that FLEs with a paranoid personality trait had a lesser sense of psychological safety at work, which reduced their willingness to engage in proactive work behaviours. However, this negative effect was mitigated by the presence of an empathetic leader. Originality/value The results are important because research has yet to determine which actions managers should take to counter the negative effects of dark personalities in the workplace.
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null, Bani-Melhem, S., Abukhait R. & Shamsudin F. M, (2020). Does job stress drive innovative behavior? Evidence from Dubai five stars hotels. Journal of Human Resources in Hospitality & Tourism
Drawing on Cognitive Appraisal and Job Demands-Resources (JD-R) theories, this study examines how job stress and work-related curiosity may affect employee’s innovative behavior. The study utilized two-wave longitudinal data collected from 311 frontline employees from five-star hotels in the UAE. The study found that employees who demonstrated curiosity about different aspects of their work were more likely to engage in innovative behavior. On the other hand, stress was observed to have a different effect. The negative effect of job stress on innovative behavior tended to become positive and significant when curiosity was part of the response to stress.
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Bani-Melhem, S., Abukhait, R. M., Shamsudin, F. M., & West, M. (2020). Customer incivility and customer problem-solving behaviour in frontline employees: testing a moderated mediation model. Total Quality Management & Business Excellence, 1-19, Total Quality Management & Business Excellence, Dec 2022
Due to its prevalence and lasting implications, frontline employees’ (FLEs) experience of customer incivility has long occupied both managers and the human resources field as a whole. The current research employs the conservation of resources theory (COR) and justice theory to examine the influence of customer incivility on the customer problemsolving behaviour of FLEs via the mediation of employee burnout. Furthermore, it examines what alleviates the adverse influences of customer incivility by assessing the moderating roles of perceived supervisor justice and employee resilience. Using structural equation modelling (SEM), the research model is analysed based on a sample of 243 FLE-supervisor dyads in various hospitality organisations using a time-lagged research method, whereby supervisor-assessed FLEs’ customer problemsolving behaviours were also examined. The results demonstrate that customer incivility indirectly (via burnout) and directly has a negative influence on FLE willingness to engage in customer problem-solving behaviours. This influence is alleviated when a supervisor is perceived to be just and the employees are resilient. For managers, these research findings illustrate the significance of understanding what lessens the negative impact of custom
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Akour, I. A., Bourini, I., & Abukhait, R. M. (2020). Investigating the impact of technology and training on new service development through the mediating role of innovative behaviour. International Journal of Technological Learning, Innovation and Development, International Journal of Technological Learning, Innovation and Development, Dec 2020
The current study investigates the impacts of orientation towards technological innovation and innovation-oriented training on development on new service development through the mediating role of innovative behaviour. Thus, data were collected and analysed from 303 full-time employees working in the United Arab Emirates service sector. The data analysed by using smart partial least square and the results reveal that orientation towards technological innovation (OTTI) and innovation-oriented training and development (IOTD) significantly influenced innovative employee behaviours, which consequently affect new service development. Moreover, innovative behaviours found to have a mediation role in the relationship between orientation towards technological innovation and innovation-oriented training, development, and new service development. These findings provide implications for managers about how to enhance a new service development program through technology, training, and innovative employee behaviours within developing economies.
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Abukhait, R., Bani-Melhem, S., & SHAMSUDIN, F. M. (2020). Do employee resilience, focus on opportunity, and work-related curiosity predict innovative work behaviour? the mediating role of career adaptability. International Journal of Innovation Management, 2050070., International Journal of Innovation Management, Oct 2020
Scholars suggest that only certain personality traits can easily adapt and react positively to organisational changes and consequently to innovative behaviour. Hence, in this study, we drew upon career construction theory to develop a hypothetical model examining how certain personality traits (i.e., curiosity, focus on opportunity, and resilience) are likely to influence career adaptability and consequently innovative behaviour. To test the model, we used two-wave longitudinal data focusing on 313 frontline employees operating in a random sample of five-star hotels in Dubai. Using Smart-PLS.3, we revealed that employees with a high level of curiosity, focus on opportunity, and resilience tend to increase the likelihood of their career adaptability significantly. In other words, employees with such work-related personality are more likely to adapt to organisational changes and fit different organisational environments. Furthermore, the result of the study found that career adaptability significantly mediated the relationship between these personality traits and innovative behaviour. The findings have significant implications for both theory and practice. They may also be contextual. These implications are discussed.
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null, Abukhait R., Bani-Melhem, S., and Zeffane, R. (2019). "Empowerment, Knowledge Sharing and Innovative Behaviors: Exploring Gender Differences”. International journal of innovation management, Vol, 32, No 1. (Q2)
We examine the effects of empowerment and knowledge sharing on employee innovative behaviours and explore gender differences. The study draws on a sample of 305 employees from the UAE (United Arab Emirates) service sector. Based on an extensive literature review, we develop a conceptual model and formulate four main hypotheses. Statistical analysis was conducted using structural equation modelling with Smart-Partial Least Squares (PLS). The results clearly show and confirm that feelings of empowerment and knowledge sharing have strong and significant impacts on employee innovative behaviours. Surprising and quite interestingly, females report greater feelings of empowerment but were less inclined to engage in knowledge sharing. The findings also show significant gender differences in relation to the impacts of empowerment and knowledge sharing on innovative behaviours. The above gender disparities seem to be specific to the UAE contexts which are discussed. The implications of the above findings for management practice and future research are also discussed.
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null, Abukhait R., and Pillai R., (2017). “Discussion paper on the key motivational factors impacting innovative climate”, Int. J. Business Innovation and Research, Vol. 13, No. 1.
Innovation is an imperative component for the long-term survival of organisations and a successful tool to gain a competitive advantage over other firms. Innovation is a significant contributor for organisational success as innovation provides satisfactory returns to the company and increases value for its customers. Looking at the innovative climate which considers the procedures and reward system as a contributing factor, the importance of looking at job satisfaction variables and organisational work environment is considered significant. The current paper focuses on three motivation theories which are equity theory, Herzberg's motivation-hygiene theory and goal-setting theory as the fundamental base supporting several innovation factors. The main aim of this paper is to present a holistic view of the major motivational factors contributing to innovation climate that emerged significant after a systematic literature review. A detailed analysis of prior studies reveals that innovative climate is an outcome of various factors such as pay, learning environment, career development, job content, supportive environment and work hours.
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null, Shaya N., and Abukhait R., (2017). “Feminizing leadership in the Middle East: Emirati women empowerment and leadership style”. Gender in Management: An International Journal, Vol. 32 Issue: 8, pp.590-608
Purpose This paper aims to form an empirical study, stemming from a Middle-Eastern context, on eliminating gender discrimination and achieving women’s empowerment. It aims to develop a conceptual model on the principal social and cultural factors inducing the success of Emirati women in attaining senior leadership roles and shaping their leadership style to be transformational. Moreover, it examines the comparability and divergence of the accumulated data on the empowerment of Emirati women in an international context from existing international literature. Design/methodology/approach The design of the study was based on data gathered from face-to-face, semi-structured interviews with four Emirati women occupying the highest leadership positions in various fields, followed by thematic analysis. Findings Data analysis confirmed the significant influence of the study’s key factors, namely, the role of the national government, Islamic work ethic and family, on the subjects’ empowerment and their adherence to transformational leadership style. However, two new k ey factors impacting empowerment emerged, namely, the influence of rulers’ leadership and the efforts in balancing work/life commitments. The findings led to the development of a study model on Emirati women empowerment and leadership style, reflecting the appropriateness of international literature on the Emirati context. Particularly, it is the social and economic circumstances of the nation supported by policies form the major source of empowerment, in addition to the important role that family capital and business ethics play. Remarkably, the challenges facing Emirati working women ought to be different than the rest of the Middle East. Originality/value A dearth of literature pertaining to women’s leadership exists; however, they were mostly carried out within Western contexts that may not be applicable to Arab societies because of cultural and religious differences. The study strives to portray an unambiguous picture to the significant impact of the parenting role and Islam work ethics in relating positively to their daughters and prompt them to develop crucial societal and professional skills, in a country as UAE where expatriates and Westerns dominate the population body. In addition, it shapes the UAE national government as a unique example and role model, to local governments in other Arab states, to learn from regarding supporting women, helping them to achieve excellence. Aiming for feminizing leadership, the Emirati women leadership styles are explored in an attempt to demonstrate the capacities and potentials of Emirati and Arab women in positions of power and influence. It is assumed that this study will help in bringing confidence in Emirati women capabilities, inducing a change in attitudes towards Arab women managers and encouraging employment in non-traditional feminine based jobs.
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Mohd Shamsudin, F., Bani-Melhem, S., Abukhait, R., Aboelmaged, M., & Pillai, R. (2024). Favouritism: a recipe for ostracism? How jealousy and self-esteem intervene. Leadership & Organization Development Journal, 45(1), 116-139., Leadership & Organization Development Journal, Nov 2023
Purpose Ostracism is a common challenge in the workplace, but little is known about the behaviours of those who trigger it. The authors examined how leader favouritism can drive coworkers to ostracise one another, given that leadership is a key factor in shaping employee attitudes and behaviour. Invoking social comparison theory, the authors assessed a model of how perceived favouritism affects ostracism through jealousy, moderated by organisation-based self-esteem (OBSE). Design/methodology/approach The authors surveyed 294 non-managerial employees from several service organisations in the United Arab Emirates (UAE) and analysed the data with partial least squares structural equation modelling (PLS-SEM) using SmartPLS 3 software. Findings Unexpectedly, leader favouritism did not directly affect ostracism but only indirectly through the mediation of jealousy. OBSE was found to moderate this relationship, suggesting that higher levels of OBSE can weaken the impact of leader favouritism on employee jealousy. Originality/value These findings explain the intricate dynamics and underlying reasons as to how leader favouritism can instigate employee-to-employee ostracism.
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Conference Presentation
- Bani-Melhem, S., Abukhait, R., & Akour, I. (2019). Exploring Antecedents of Employee Turnover Intention: Evidence from Five-Star Hotels in Dubai. Asian Management Research and Case Conference.
- Shaya, N., & Abukhait, R. (2014). Developing and Piloting a Teaching/Learning Unit on Similar Triangles Using DGS. Proceedings of the 8th International Academy of Technology, Education, and Development.
- Haq, M. Z. U., Cao, G., & Abukhait, R. (2024, April). Understanding Students' Attitudes and Behavioral Intentions Towards Using ChatGPT. In Proceedings of the 2024 9th International Conference on Information and Education Innovations (pp. 44–50).
Bani-Melhem, S., Abukhait, R., & Akour, I. (2019). Exploring Antecedents of Employee Turnover Intention: Evidence from Five-Star Hotels in Dubai. Asian Management Research and Case Conference.
Shaya, N., & Abukhait, R. (2014). Developing and Piloting a Teaching/Learning Unit on Similar Triangles Using DGS. Proceedings of the 8th International Academy of Technology, Education, and Development.
Haq, M. Z. U., Cao, G., & Abukhait, R. (2024, April). Understanding Students' Attitudes and Behavioral Intentions Towards Using ChatGPT. In Proceedings of the 2024 9th International Conference on Information and Education Innovations (pp. 44–50).
Memberships, Awards and Honors
- Member of the Editorial Review Board, Amity Journal of Management Research (AJMA) – An International, Biannual, Refereed Journal of Management Research.