Sabri Amin Mohammed Earns PhD from Center for Business Administration (CBA)

Researcher Sabri Amin Mohammed Al-Dhubhani has been awarded a Doctorate in Philosophy of Business Administration (PhD) from the Center for Business Administration for Postgraduate Studies (CBA) at Sana’a University. His dissertation, titled “The Impact of Organizational Climate on Employee Performance through Job Satisfaction as an Intervening Variable: A Field Study on the Yemeni Telecommunications Sector,” was successfully defended on Sunday, October 13, 2024, corresponding to April 10, 1446 AH.

The Examining Committee was:
* Prof. Dr. Amal Mohammed Al-Mujahed, External Examiner, Dhamar University.
* Assoc. Prof. Dr. Hamoud Abdullah Aqlan, Internal Examiner, Sana’a University.
* Assoc. Prof. Dr. Zayed Naji Al-Shawish, Supervisor, Amran University.

The study aimed to:
* Investigate the impact of organizational climate (including organizational structure, leadership style, communication patterns, work procedures, participation in decision-making, and human resource development) on employee performance, with job satisfaction as an intervening variable within the Yemeni telecommunications sector.
* Analyze the current state of organizational climate, assess the level of job satisfaction, and evaluate employee performance in the Yemeni telecommunications sector.

Key findings of the study included:
* The organizational climate in the Yemeni telecommunications sector was found to be high. The dimensions of the organizational climate were ranked in descending order: communication patterns, leadership style, organizational structure, human resource development, work procedures, and participation in decision-making.
* The level of job satisfaction among employees in the Yemeni telecommunications sector was moderate. The dimensions of job satisfaction were ranked in descending order: work environment, self-actualization, incentives, promotion, and salaries.
* The employee performance in the Yemeni telecommunications sector was high. The dimensions of employee performance were ranked in descending order: employee’s perception of their role, individual abilities and characteristics, and effort exerted in work.
* There was a statistically significant positive impact (at a significance level of 0.05) of organizational climate on employee performance in the Yemeni telecommunications sector. Additionally, there was a statistically significant positive impact (at a significance level of 0.05) of organizational climate on job satisfaction among employees in the Yemeni telecommunications sector. Furthermore, there was a statistically significant positive impact (at a significance level of 0.05) of job satisfaction on employee performance in the Yemeni telecommunications sector.
* Organizational climate has a statistically significant impact on employee performance through job satisfaction as an intervening variable, with partial positive mediation enhancing the overall impact.
* A quantitative model with good fit indices was developed, representing the impact of organizational climate on employee performance through job satisfaction as an intervening variable in the Yemeni telecommunications sector.
* Statistically significant differences were found in the average estimates of the study population’s responses regarding the leadership style dimension based on gender, the organizational structure, leadership style, communication patterns, and salaries dimensions based on age groups, the salaries dimension based on educational qualifications, the leadership style, communication patterns, and salaries dimensions based on workplace, the salaries dimension based on years of service, and the self-actualization, promotion, incentives, and salaries dimensions based on job title.

Key recommendations of the study include:
* Continuous updating of organizational climate within the sector to align with rapid advancements in the telecommunications industry, optimizing employee capabilities, and minimizing overlaps in tasks and responsibilities across departments, thereby maximizing resource utilization.
* Emphasis on factors that enhance job satisfaction, such as promotion, incentives, salaries, and fostering employee self-actualization and social standing.
* Proactive planning of tasks performed by telecommunications sector personnel to ensure efficient execution and enhance proficiency.

The defense was attended by a number of academics, researchers, and interested individuals, as well as the researcher’s colleagues and family members.