Journal of Reproducible Research

The Determinants of Service Innovation; A Systematic Review

Mohammed Alrashidi, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

Service innovation has emerged as a critical driver of organizational competitiveness, customer satisfaction, and long-term sustainability in an increasingly digital and knowledge-based economy. Despite its growing relevance, the determinants that enable or constrain service innovation remain fragmented across behavioral, organizational, technological, and institutional domains. Understanding how these multidimensional factors interact is essential to guide both theoretical development and managerial practice. This study aims to systematically review and synthesize contemporary evidence on the determinants of service innovation across industries and regions. The objective is to identify, categorize, and analyze the behavioral, organizational, technological, and contextual factors that influence the development and performance outcomes of service innovation. Following the PRISMA 2020 framework, a systematic review was conducted using Scopus, Web of Science, and ScienceDirect databases. A total of 612 records were initially identified, and after screening and eligibility assessment, 30 studies published between 2020 and 2025 were included for analysis. Data were extracted and thematically coded into major determinant categories: organizational, leadership, behavioral, technological, knowledge-based, and institutional factors. The selected studies were summarized in a literature review matrix to enable cross-comparative synthesis. The findings reveal that service innovation is driven by a complex interplay of internal and external determinants. Behavioral factors such as leadership, motivation, and employee creativity interact with organizational enablers including dynamic capabilities, structure, and digital readiness. Technological drivers such as artificial intelligence, big data analytics, and ICT infrastructure enhance innovation efficiency and customer value creation. Meanwhile, institutional and market environments shape firms’ ability to adopt and sustain innovative practices. Collectively, these determinants contribute to improved firm performance, adaptability, and strategic competitiveness. Service innovation represents a multidimensional phenomenon that integrates human creativity, technological advancement, and organizational learning. The review underscores that success in service innovation depends on aligning behavioral and technological capabilities with supportive institutional contexts. This integrative understanding provides a foundation for future research and practical strategies aimed at building innovation-oriented cultures and sustainable service systems.

Performance Appraisals, Employee Motivation and Job Satisfaction toward Employee Performance: A Conceptual Framework

Mashael Alzahrani, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

Performance appraisal systems play a pivotal role in shaping employee behavior and influencing broader organizational outcomes. Historically perceived as evaluative tools, these systems have progressively evolved into strategic mechanisms aimed at enhancing employee motivation, job satisfaction, and overall performance. This conceptual paper aims to develop a comprehensive framework that explains how performance appraisals influence employee outcomes through the mediating roles of motivation and satisfaction. Drawing upon established theories such as expectancy theory, equity theory, and Herzberg’s motivation-hygiene theory, the framework synthesizes behavioral science and human resource management literature to illustrate the cognitive and affective pathways that link appraisal experiences to performance. The proposed model positions performance appraisal as a strategic HR instrument that not only aligns individual and organizational goals to boost motivation but also fosters job satisfaction through perceived fairness, recognition, and opportunities for growth. These two mediators' motivation and satisfaction work in tandem to translate appraisal processes into sustained improvements in employee performance and organizational commitment. Ultimately, effective, transparent, and development-oriented performance appraisals are essential for fostering workforce engagement and driving organizational success, particularly in alignment with long-term strategic objectives such as those outlined in Vision 2030.

Nursing Job Dropout; A Systematic Review

Tagred Almgadawi, Dhakir Ali, Hafizah Hassan — Fri, 19 Dec 2025 00:00:00 +0000

Nursing workforce dropout represents a critical global challenge, contributing to persistent staff shortages, compromised patient safety, and reduced health system sustainability. High levels of turnover and intention-to-leave threaten not only organizational performance but also the capacity of health systems to deliver safe and effective care. This systematic review aimed to synthesize evidence on the prevalence, determinants, and outcomes of nursing job dropout, encompassing both actual professional exit and turnover intention. Following PRISMA 2020 guidelines, a systematic search was conducted across PubMed, CINAHL, Embase, Scopus, Web of Science, PsycINFO, and relevant grey literature sources between 2019 and 2025. Eligible studies included quantitative, qualitative, and mixed-method designs focused on practicing nurses, published in English. Data extraction followed a standardized matrix, and study quality was appraised using JBI and MMAT tools. Thirty studies met the inclusion criteria. Prevalence estimates of turnover intention ranged from 20% to over 50%, with the highest levels reported in high-stress hospital environments. Determinants clustered into three categories: individual factors (burnout, mental health, job satisfaction, demographics), workplace factors (staffing ratios, leadership style, organizational climate, peer support), and systemic factors (wages, contracts, regulatory policies). Outcomes of dropout included compromised patient safety, increased financial and operational costs for healthcare organizations, and reduced workforce stability at national and global levels. Nursing dropout is driven by multi-level factors that interact to create persistent risks of attrition. Effective solutions require integrated retention strategies that address structural inequities, organizational support, and personal well-being. Policy frameworks that ensure safe staffing, equitable compensation, and supportive work environments are essential to safeguarding both nurses and the patients they serve.

Unveiling the Mediating Role of Self-Efficacy in the Job Satisfaction-Job Performance Relationship: A PLS-SEM Analysis of Libya's Oil and Gas Sector

Mohamed Abduljalil, Nahg Alawi, Khairi Masaud — Fri, 19 Dec 2025 00:00:00 +0000

The resource-based view and social exchange theory posit that human capital is the cornerstone of organizational success. In Libya, where the oil and gas sector constitutes the economic lifeline, understanding the drivers of employee performance is paramount. While the direct link between job satisfaction (JS) and job performance (JP) is well-established, the psychological mechanisms that translate satisfaction into performance remain underexplored, particularly in conflict-affected and culturally distinct contexts. This study investigates the mediating role of self-efficacy (SE) in the JS-JP relationship among employees at the Misurata Oil Depot, Libya. Data were collected from 254 employees using a structured questionnaire. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed for analysis. The measurement model demonstrated robust reliability, convergent validity, and discriminant validity. The structural model revealed a significant positive direct effect of JS on JP (β = 0.911, p < 0.001), JS on SE (β = 0.845, p < 0.001), and SE on JP (β = 0.324, p < 0.001). Crucially, the indirect effect of JS on JP through SE was also significant and substantial (β = 0.729, p < 0.001), confirming partial mediation. The model explains 86% (R² = 0.860) of the variance in JP and 71.4% (R² = 0.714) in SE. This study makes a significant theoretical contribution by integrating Social Exchange Theory and Social Cognitive Theory, empirically validating SE as a critical psychological conduit through which JS enhances JP. For practitioners in Libya's vital oil sector, the findings underscore the necessity of moving beyond transactional satisfaction (e.g., salaries) to foster intrinsic psychological states like self-efficacy through empowerment, recognition, and skill-development programs to unlock superior performance in a post-conflict environment.

The determinants of Organizational Resilience: A Systematic Review

Meshal Alsaqer, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

Organizational resilience has become a defining capability for institutions seeking to navigate increasing uncertainty, technological disruption, and global crises. Beyond mere recovery, resilience encompasses the ability to adapt, transform, and sustain performance under adverse conditions. Despite widespread attention, the concept remains fragmented, with limited integration of behavioral, organizational, and contextual perspectives. This systematic review aims to synthesize current evidence on the determinants of organizational resilience, focusing on how leadership, employee adaptability, digital transformation, and knowledge management interact to strengthen resilience across industries and sectors. The paper also seeks to identify theoretical, methodological, and contextual gaps to guide future research and practice. The study followed the PRISMA 2020 framework to ensure systematic identification, screening, and inclusion of relevant literature published between 2020 and 2025. A total of thirty empirical and conceptual studies were reviewed. Data were thematically analyzed to extract behavioral, organizational, and contextual determinants and to compare key findings across different settings. Findings reveal that organizational resilience is shaped by the interplay of multiple factors. At the behavioral level, employee adaptability, self-efficacy, and psychological strength form the foundation of resilience. Organizationally, transformational leadership, continuous learning, and innovation readiness act as critical enablers. Contextual determinants such as digital transformation, technological capability, and collaborative networks further enhance adaptive capacity and long-term performance. Collectively, these factors contribute to organizations’ ability to absorb shocks, realign strategies, and sustain productivity. Organizational resilience is not a static attribute but a dynamic process built through the integration of human, structural, and contextual capacities. Institutions that foster adaptive leadership, empower employees, embrace technological change, and promote a culture of learning and collaboration are better positioned to thrive amid disruption. Strengthening these interlinked dimensions is essential for achieving long-term organizational sustainability and competitive advantage.

The Mediating Role of Change Management in AI Initiative Implementation: Exploring Organizational Culture and Leadership Commitment in Saudi Arabia's Healthcare Sector

Abdulrahman Alatawi, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

This paper proposes a conceptual framework to explore the mediating role of change management in the relationship between organizational culture, leadership commitment, and the success of artificial intelligence (AI) initiatives in healthcare, focusing specifically on Saudi Arabia. As AI continues to revolutionize healthcare delivery, organizational culture and leadership commitment are critical drivers of effective implementation. Despite this, there is a notable gap in understanding how these elements interact and how structured change management processes can facilitate AI integration within healthcare institutions. This study addresses the unique challenges faced by Saudi Arabia’s healthcare sector, including cultural resistance to change and leadership dynamics, presenting a framework that integrates these organizational factors with change management. By investigating the interplay between culture, leadership, and change management, this paper provides key insights for healthcare administrators, policymakers, and practitioners. It highlights the need to align cultural and leadership strategies with AI adoption goals and offers practical recommendations to guide successful AI implementation in healthcare.

Strategic Leadership, Digital Transformation, and Employee Engagement toward Service Innovation; A conceptual framework

Mohammed Alrashidi, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

This conceptual paper explores the integrated influence of strategic leadership, digital transformation, and employee engagement on service innovation within the telecommunications sector, emphasizing their collective role in achieving sustainable organizational growth. Guided by transformational leadership and dynamic capabilities theories, the framework proposes that strategic leadership shapes vision and culture, digital transformation provides the technological foundation for agility and efficiency, and employee engagement serves as the mediating force that translates leadership intent and digital initiatives into innovative service outcomes. Together, these elements form a dynamic system in which leadership inspires, technology enables, and engagement drives continuous innovation and competitiveness. The paper highlights that successful service innovation requires not only investment in digital tools but also the empowerment and motivation of employees to co-create value in a rapidly evolving environment. The proposed model contributes theoretically by integrating leadership, technology, and human engagement perspectives, and practically by offering actionable insights for telecom executives, policymakers, and HR managers to align strategic leadership and digital transformation with engagement-driven innovation in alignment with Vision 2030’s objectives for digital excellence and sustainable development.

Employee Performance: A Concept Analysis

Mashael Alzahrani, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

Employee performance is a pivotal determinant of organizational success, reflecting how effectively individuals utilize their skills, motivation, and adaptability to achieve institutional goals. Despite extensive research, the concept remains ambiguously defined across disciplines, necessitating a systematic clarification. This study applies Walker and Avant’s (2011) eight-step concept analysis method to refine and operationalize the concept of employee performance. A comprehensive literature review of thirty studies published between 2020 and 2025 was conducted, following PRISMA 2020 guidelines to ensure methodological rigor and transparency. The findings reveal that the defining attributes of employee performance include competence, motivation, and adaptability, supported by antecedents such as leadership, training, and organizational support. Consequences of high performance include increased productivity, innovation, and organizational competitiveness. Empirical referents identified encompass both quantitative measures (KPIs, output metrics) and qualitative assessments (engagement levels, behavioral indicators). This analysis contributes to theoretical clarity and provides a framework for scholars, managers, and policymakers to design effective performance evaluation systems. Ultimately, the study establishes employee performance as a multidimensional construct that integrates behavioral, cognitive, and contextual dimensions essential for achieving sustainable organizational growth.

The Influence of Workload, Job Satisfaction, and Work Environment on Nursing Job Dropout: A Conceptual Framework

Tagred Almgadawi, Faridah Said, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

High nursing dropout rates remain a critical challenge for healthcare systems globally, impacting the quality and continuity of patient care. Many studies explore the theoretical model framework linking workload, job satisfaction, and the work environment to nursing job dropout, however, the linking of policy maker and stake holders were not well explored. This proposed framework examines how excessive workload, job dissatisfaction, and unfavorable work environments contribute to nurses’ decisions to leave their profession. It also highlights the interplay between these factors and their cumulative impact on nurses' physical and emotional well-being. Drawing on established theories of occupational stress and organizational behavior, the framework identifies key pathways through which workload intensity, lack of job satisfaction, and inadequate workplace support lead to burnout and eventual dropout. The model emphasizes the need for systemic interventions, such as workload redistribution, enhancement of job satisfaction through recognition and career development opportunities, and the creation of a supportive and inclusive work environment. This study provides insights for healthcare administrators, policymakers, and researchers to address the underlying causes of nursing attrition. By focusing on organizational and policy-level solutions, the framework aims to reduce turnover rates, improve workforce stability, and ultimately enhance the quality of healthcare delivery. Future research directions and practical implications are discussed to support the development of targeted strategies for nurse retention.

Beyond Satisfaction: The Resilience Pathway Self-Efficacy as the Critical Mediator Between Job Satisfaction and Performance in Libya's Conflict-Affected Oil Sector

Mohamed Abduljalil, Nahg Alawi, Khairi Masaud — Fri, 19 Dec 2025 00:00:00 +0000

In fragile and conflict-affected states (FCAS), traditional models of employee motivation often fail to explain workforce behaviour. Libya's oil sector contributing 65% of GDP and 95% of government revenue faces acute human capital challenges despite competitive remuneration. This study investigates why and how job satisfaction translates into performance in extreme work environments, proposing self-efficacy as a critical resilience mechanism. Using data from 254 employees at Misurata Oil Depot and applying Partial Least Squares Structural Equation Modelling (PLS-SEM), we test an integrated Job Demands-Resources × Social Cognitive Theory model. Results reveal extraordinary effect sizes: job satisfaction explains 71.4% of self-efficacy variance (β=0.845, p<0.001), while the combined model explains 86.0% of job performance variance. Crucially, self-efficacy mediates 84.7% of the total effect of job satisfaction on performance, with a substantial indirect effect (β=0.729, p<0.001). These findings challenge conventional wisdom by demonstrating that in FCAS contexts, self-efficacy functions as resilience capital transforming basic job satisfaction into exceptional performance through enhanced psychological agency. Theoretical contributions include: (1) extending the JD-R model to extreme environments, (2) identifying context-dependent amplification of psychological mechanisms, and (3) providing a resilience-based framework for human resource management in volatile settings. Practical implications offer evidence-based interventions for multinational energy companies and policymakers operating in conflict-affected regions worldwide.

AI Implementation in Healthcare Industry: A Systematic Review

Abdulrahman Alatawi, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

Healthcare systems face mounting pressures from aging populations, chronic diseases, workforce shortages, and rising costs. Artificial intelligence offers transformative potential by enhancing diagnostic accuracy, supporting decision-making, optimizing operations, and improving patient engagement. Yet, adoption is shaped by individual, organizational, and systemic factors that influence both opportunities and risks. This systematic review aimed to synthesize evidence on the applications, determinants, barriers, and outcomes of artificial intelligence implementation in healthcare across clinical, administrative, and patient-care domains. Following PRISMA 2020 guidelines, a comprehensive search was conducted across PubMed, Scopus, Web of Science, IEEE Xplore, Embase, CINAHL, PsycINFO, and grey literature sources between 2020 and 2025. Eligible studies included systematic reviews, quantitative, qualitative, and mixed-method designs focusing on AI adoption in healthcare. Data extraction used a standardized matrix, and study quality was assessed using JBI and MMAT tools. Narrative and thematic synthesis were applied due to heterogeneity across study designs and outcomes. Twenty-four studies met inclusion criteria, covering diverse geographical and institutional contexts. Findings highlighted AI’s contributions to clinical decision support, imaging, predictive analytics, robotics, and hospital administration. Reported benefits included improved diagnostic accuracy, patient safety, efficiency, and engagement. Barriers included low digital literacy, high costs, lack of infrastructure, algorithmic bias, ethical concerns, and fragmented policy support. Outcomes were mixed: while short-term benefits were evident, evidence on long-term impacts and large-scale sustainability remained limited.Artificial intelligence may significantly reshape healthcare, but successful adoption depends on more than technical performance. Integrated strategies addressing human, organizational, and policy dimensions are essential to ensure ethical, equitable, and sustainable implementation that strengthens health systems rather than exacerbates disparities.

Change Management, Digital Transformational Leadership, and Collective Efficacy on Organizational Resilience: A Conceptual Framework

Meshal Alsaqer, Dhakir Ali — Fri, 19 Dec 2025 00:00:00 +0000

This conceptual paper develops an integrative framework that examines how change management, digital transformational leadership, and collective efficacy interact to enhance organizational resilience in an increasingly volatile and technology-driven environment. Drawing from dynamic capabilities, transformational leadership, and social cognitive theories, the study conceptualizes resilience as a dynamic organizational capability shaped by the alignment of structural adaptability, visionary leadership, and collective belief systems. Effective change management ensures organizational readiness and cultural adaptability, fostering proactive responses to technological and environmental disruptions. Simultaneously, digital transformational leadership empowers employees through innovation, collaboration, and digital competence, enabling agile and informed decision-making. Collective efficacy acts as the psychological mechanism linking these dimensions by cultivating shared confidence, trust, and team cohesion, which transform strategic change and leadership efforts into sustained organizational strength. The proposed model bridges a significant theoretical gap by integrating structural, technological, and behavioral determinants of resilience into a unified perspective. It further provides practical insights for leaders, policymakers, and educators seeking to embed resilience into organizational systems through human-centered and technology-enabled strategies. Aligned with the transformative goals of initiatives such as Saudi Vision 2030, this framework underscores that sustainable resilience is achieved not solely through digital advancement but through the empowerment, engagement, and shared capability of people working collectively toward continuous innovation and adaptability.

The Influence of Integrated Midwifery Care on Postpartum Depression Screening and Maternal Well-Being: A Systematic Review

Bayan Sonbol, Faridah Said — Fri, 19 Dec 2025 00:00:00 +0000

Midwifery-led care is internationally recognized for its role in enhancing maternal satisfaction, minimizing medical interventions, and improving psychological outcomes. However, its specific influence on postpartum depression (PPD) screening and maternal well-being remains insufficiently examined within the Saudi Arabian context. This systematic review aims to synthesize both global and regional evidence regarding the relationship between midwifery care models, the uptake of PPD screening, and maternal well-being, with the goal of informing healthcare practices in Saudi Arabia. In accordance with PRISMA 2020 guidelines, a comprehensive search was conducted across five databases Cochrane Library, PubMed, Scopus, CINAHL, and Google Scholar for studies published between 2010 and 2024. A total of 153 studies meeting inclusion criteria were critically appraised using CASP and JBI tools, and analyzed through thematic synthesis. The review revealed five central themes: continuity and relational care, respectful and autonomous maternity care, maternal satisfaction and emotional well-being, environmental and cultural context of birth, and institutional and policy influences. Midwifery-led continuity models were consistently associated with higher rates of PPD screening, largely due to the development of trusting relationships that promote emotional openness. Women who received midwifery care reported greater satisfaction, empowerment, and improved psychological adjustment. These findings highlight integrated midwifery care as a key enabler of PPD screening and enhanced maternal mental health. In the Saudi context, implementing midwife-led continuity models aligned with cultural values of modesty, privacy, and gender-congruent care is essential. The results provide a strong evidence base to guide healthcare reform under Saudi Vision 2030, advocating for the expansion of woman-centered midwifery services to improve maternal mental health outcomes.