Dina Abdullah Dahlan

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.

In the dynamic context of the global gig economy and Saudi Arabia’s Vision 2030, this study offers a novel examination of the impact of HR practices on gig workers’ job satisfaction and career sustainability in Saudi Arabia. Setting itself apart from prior research, it explores the uncharted interplay between HR practices and career longevity in the Saudi gig economy. Utilizing data from 344 gig workers, the study uncovers the intermediary role of job satisfaction in connecting HR practices to career sustainability, a dimension scarcely investigated before. It further assesses the often-assumed significant effects of demographic factors such as age and gender, revealing an unexpected, non-significant moderating impact. This research finds a strong positive correlation between effective HR practices, job satisfaction, and career endurance, highlighting the transformative power of HR strategies in the Saudi gig sector. These findings are vital for policymakers and practitioners focusing on Vision 2030 goals, underscoring the need for sophisticated HR strategies tailored to the unique Saudi gig environment. By bridging a critical knowledge gap and offering actionable insights, this study contributes significantly to the academic discourse on HR dynamics in gig economies and provides a foundation for future HR policy developments.