Content
Introduction 1
Beginning of new era of Saudi Arabia: The vision 2030 2
The role of women in Vision 2030 7
Saudi Arabia – Banking Systems 13
Saudi Arabian Retail Market 14
Literature Review 16
Research Objectives 18
Research Questions 19
Research Methodology 20
Results and Discussion 23
Conclusion 44
REFERENCES
Questionnaire
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Introduction
Recently Saudi Arabia attracted many researchers towards its special characteristics of the Vision 2030 to increase the participation of women workforce in the labour market besides the social and religious constraint. Evidently Saudi Arabia witnesses the distinctive socio- political and economic environment and it targeted to minimize the gender gap at workplace. The Vision 2030 is to change the Saudi economy from an oil based economy to a post-oil economy, along with these lines to put the Saudi economy on an increasingly strong and financially feasible balance. The driving force behind the change is that the period of ‘ample oil wages’ is coming to a standstill for two reasons. The salary from oil is altogether tested over the long haul, both from a worldwide overproduction and not least from the test by minimal effort of sun based power. In light of the fact that Saudi Arabia as the nation encounters soak increments in the populace. The old model, where the administration through high oil earnings had the option to verify the populace high wages and an agreeable way of life basically can’t be continued any more. Through changes, the economy should be differentiated, more wellsprings of pay and not least to be brought into balance.
A key factor behind this change drive is that bigger sections of the population need to work, vagrant work power should be diminished and work creation for nationals, for example Saudi residents can’t any more drawn out happen in the open division. The private segment should be rejuvenated, so it tends to be appealing for Saudis to work there. As illustrated in the National Transformation Program 2020: More employments must be generated, the private sectors need to assume a more noteworthy job and the nearby substance of the utilization must be expanded, or as it is composed: “The program’s initiatives seek to create (more than 450,000) jobs in the nongovernment sector by the year 2020, thus contributing to the Vision’s goal of providing equal opportunities for all”. Saudi women are a significant part of the practical improvement of the Kingdom’s human capital, and their establishment is indispensable in Saudi Arabia’s National Transformation Program (NTP) 2020.
Saudi Arabia is one of the most oil-subordinate nations around the world. The dependence on oil has brought the nation outrageous riches however, simultaneously; it puts the long haul supportability of the Saudi economy in danger. It is evaluated that the realm has around 22 for each penny of the world’s oil assets making it the biggest exporter of oil in the world. The oil and gas area represents around 50 percent of total national output, and around 85 percent of fare profit (OPEC, 2018). This represents an issue as the eventual fate of oil as a ware in the short and since a long time ago runs is exceptionally dubious: the breakdown of the oil cost in 2014 has demonstrated by and by the dangers and the instability of the oil showcase. Because of overproduction, oil costs fell down forcefully and the part conditions of the Organization of the Petroleum Exporting Nations (OPEC) consented to create less oil so as to clear the worldwide stock overabundance. This has hindered monetary development in Saudi Arabia altogether. Aside from the financial flimsiness encompassing the exchange with oil, the way that it is a limited asset powers the realm to differentiate its economy and investigate elective, progressively manageable business areas to guarantee the economy’s riches over the long haul.
Beginning of new era of Saudi Arabia: The vision 2030
The Saudi Arabia Vision 2030 started with a vision based on three strong pillars. The vision’s “first pillar is the status as the heart of the Arab and Islamic worlds”. The second pillar of vision is the “determination to become a global investment center”. Saudi Arabia holds strong investment capabilities, which it will harness to stimulate national economy and diversify national revenues. The third pillar is “transforming its unique strategic location into a global hub connecting three continents, Asia, Europe and Africa”.
The vision of kingdom is built around three themes: a vibrant society, a thriving economy and an ambitious nation. Vision 2030 also highlighted the three major strengths of the Saudi Arabia, as the heart of the Arab and Islamic worlds, the investment power house and the hub for connecting three continent. Based on the strengths of the nation, three major objectives of the vision 2030 was finalized as stated above and also highlighted in the figure number 1.
Figure:1. Vision 2030, three pillars.
Source: KSA Vision 2030 Strategic Objectives and Vision Realization Programs
Based on the official statements of Kingdom of Saudi Arabia, the first theme is vital to achieving the Vision and a strong foundation for economic prosperity. We believe in the Importance of a vibrant society is considered as the heart of the vision and official have the strong believe in it. It is in the priority that people of the country should live in harmony with the basic Islamic principle of moderation, sense of proudness of their nationality in the world and respect for their ancient cultural heritage, people should enjoy a good life in a beautiful and peaceful environment, and also feel protected by caring families, supported by empowering social and health care system.
Figure II. Vision 2030. Pillar 1, A vibrant society.
Source: KSA Vision 2030 Strategic Objectives and Vision Realization Programs
As stated in the figure II, the objective of Vibrant Society has the three goals to be achieved. First, to serve the 30 million umara visitors, second to increase the household spending=g on cultural and entertainment to the 6% and third to increase the average life expectancy from 74 years to 80 years.
In the second pillar of the vision 2030 “a thriving economy” targeted towards the economic wellbeing of the country. As per official document of vision 2030 is stated that “a thriving economy provides opportunities for all by building an education system aligned with market needs and creating economic opportunities for the entrepreneur, the small enterprise as well as the large corporation”.
Figure III. Pillar 2, A thriving economy.
Source: KSA Vision 2030 Strategic Objectives and Vision Realization Programs
As Stated in the figure III, thriving economy have the four important goal to be achieved under the Vision 2030. It targeted in the vision to lower the rate of unemployment in the country to 7 % from the existing 11.6 %. A provision of over SAR 7 trillion specifically for the Public Investment Funds is created. It is also targeted to strengthen the private sector contribution in GDP up to 65%. And to rase the non-oil-based exports up to 50%. To achieve all these objectives, it planned to develop dynamic investment tools to unlock encouraging economic sectors, to diversify economy growth and create job opportunities. It is also planned to privatize few government entities, to improve the business environment, to attract the finest talent and best investments globally, so that the quality of the services can be enhanced, economy can grow up to the global level and to use unique strategic location in connecting three continents.. It is also stated in the document to fixes the efficiency and responsibility at all levels.
Figure: IV, Pillar 3, An ambitious nation.
Source: KSA Vision 2030 Strategic Objectives and Vision Realization Programs
“The third theme is built on an effective, transparent, accountable, enabling and high-performing government”. To become “an ambitious nation”, two broad goals are finalized, as stated in figure IV. To increase the transparency in the system, to protect the vital resources it is required to governed effectively. For that only, it is targeted to raise the ranking on E-Government Survey index to the top five position in world. As per the official documents country will “prepare the right environment for citizens, private sector and non-profit sector to take their responsibilities and take the initiative in facing challenges and seizing opportunities”.
As per the Saudi Government official, it is determined to reinforce and diversify the capabilities of national economy, turning its key strengths into enabling tools for a fully diversified future. As such, it will transform Aramco from an oil producing company into a global industrial conglomerate and also it will transform the Public Investment Fund into the world’s largest sovereign wealth fund.
The role of women in Vision 2030
In the recent year the number of women in the workplace has expanded generously in Saudi Arabia. Ministry of Labor and Social Development in 2017 reported that there is a increases of 130% in women workforce, particularly in private sector. It was stated in the report that presently, the share of female workforce in the private sector is 30 percent of the total Saudi workforce. It was recorded at 22 % in 2016. The increasing number of Saudi women in the labor market will also help in achieving one of the most important goals of the Kingdom’s Vision 2030. It will likewise lessen the unemployment rate among Saudi ladies, which has arrived at a record high of 33 percent. As per the administration, this would add to an expansion of 3 percent in the total national output (GDP) from non-oil divisions.
To increase and motivate the number of Saudi working females, Vision 2030 is an initiative to makes a special effort to increase the percentage of women in the workforce. As per the report published in the official documents, in order to start this process, “Mohammad bin Salman has asked various entities in the public sector to post jobs targeted at the women. In the year 2018 the General Directorate of Passports advertised 140 jobs for women to work in airports and land-border crossings. Allegedly the jobs were attractive. 107 000 women applied for these jobs and the directorate claim that the job adds posted on their website was visited more than 600 000 times.” Ministry of Justice announced in January 2018 that it will recruit 300 women as social researchers, administrative assistants, Islamic jurisprudence researchers and legal researchers. Resulted, the Public Prosecution Office of the Saudi Arabia going to recruit women as investigators for the first time. Further, in addition, employment of women in the kingdom’s military has also been opened up.
The most visible initiative taken to bring women into the job market and change their status in society was the decree issued by King Salman in September 2017 which reinstated the right of women to drive. This will take effect on the 24 June 2018. Besides the strong symbolic statement of change, embedded in this initiative, rolling back the ban on women’s driving which was instituted in the early 1980s serves important functions related to bringing more women into the labor force and to increase work-related productivity. First, as it is now, if women need to leave the house, either the husband or an adult family member have to take her, or alternatively the family must employ a driver. Culturally, taxies are generally not an option unless at least two women travel together, and in the major cities in Saudi Arabia, public transport is not a culturally acceptable mean of transport, let alone, it is significantly underdeveloped. Hiring a driver poses no problems in well off families, but is a significant economic burden to the great majority of households which relies on an ordinary public sector salary. As such, transport becomes a significant problem both for the household and not least for the work-related productivity. Transporting a woman seizes two persons’ time, and the time involved is significant, when taking the slowly moving traffic in e.g. Riyadh into account. So, unless the job provides transport, it is nearly impossible for both parents to hold a job. Furthermore, in families without drivers, the husband is socially obliged to leave work to drive his wife if she needs to go to the dentist, doctor or other matters deemed important. Most employers, at least in the public sector, accept this cultural norm, implying that driving one’s wife is a legitimate reason not to be present at work. So, in this perspective reinstating the right of women to drive benefits the national economy in two important ways. First because the women, whom increasingly are well educated with more ease can enter the work force, second because the workplace will benefit, since the husband can spend more hours working and less in traffic queues. Relaxing the religious hold on society Among political analysts, it is believed that Mohammad bin Salman deliberately have chosen to relax the religious hold on society for political and economic reasons. Firstly, as pointed out by Kinninmont (2018), “young Saudis are preoccupied more with jobs, the cost of living, education and housing than with anything else.”
Furthermore, analysts argue that the relaxation of religious controls over the public sphere, which most visibly implies relaxing control over women’s dress code and behavior in the public realm serves another important aim, namely to attract more foreign investment and facilitate diversification into tourism and entertainment. Each year Saudis spend an estimated $30 bill. Dollars on entertainment and tourism in the Middle East, especially in neighboring Dubai. In an environment, which to a higher degree catered to the wishes of tourists, could be facilitated it is believed that a good part of these money could be spent at home, thereby not only benefitting the economy by increased local demand, but also by creating jobs for Saudis.
As such, relaxing the religious controls and enhancing the role of women in the public sphere have become important aims for Mohammad bin Salman in order to successfully transform the Saudi society into the post-oil era. On March 18 2018 he went as far as to say that ‘Women should decide what type of clothing she should wear as long as it is decent and respectful’ thereby saying that the black abaya – the hallmark of previous interpretation of Islam no longer is considered necessary. His overall challenge is to turn a population, basically spoiled by 60 years of high oil incomes, back to a more ordinary type of society where societal wealth is based on the skills, talent and hard work of the population. Redressing the role of women in society are seen to be an important part in achieving this goal
The Global Gender Gap
The Global Gender Gap Index (GGGI) compares countries in relation to differences between males and females for economic participation and opportunity, educational attainment, health and survival rates, and political empowerment. According to the Index, Saudi Arabia was ranked as 141th of 139 countries in 2018, up from 127th of 136 countries in 2013, and from 129th in 2010 (World Economic Forum 2013). While political, legal, economic and social constraints affect participation rates and the workforce structure for women in the Saudi labour market and women have a small but rising presence in the labour market.
Global Ranking of Saudi Arabia (149 countries)
Category Rank Score
GLOBAL INDEX 141 0.590
ECONOMIC PARTICIPATION AND OPPORTUNITY 145 0.337
EDUCATIONAL ATTAINMENT 93 0.982
HEALTH AND SURVIVAL 136 0.963
POLITICAL EMPOWERMENT 127 0.077
Source: The Global Gender Gap Report 2018
The 2018 Global Gender Gap Index finds that women have reached 68 percent parity overall, leaving a gap of 32 percent. The report measures the gender gap in four main areas: economic participation and opportunity, educational attainment, health and survival, and political empowerment.
Global Gender Gap Index 2018 (149 countries)
Female Participation Gap
GLOBAL INDEX 68 32
ECONOMIC PARTICIPATION AND OPPORTUNITY 59 41
EDUCATIONAL ATTAINMENT 95 5
HEALTH AND SURVIVAL 96 4
POLITICAL EMPOWERMENT 22 78
Source: The Global Gender Gap Report 2018
Saudi Arabia is among the six countries in world where, managerial opportunities for women are particularly uneven up to the 90 %.
Saudi Arabia – Banking Systems
The Saudi Arabia Banking and financial system has governed under the observation of Saudi Arabia Monetary Authority (SAMA). It was established to supervise banks and financial institutions functioning, to manage and oversees the monetary policy of the country, to oversee the financial and insurance systems of the country, and to maintain trustworthiness within the banking system. Mainly, the Saudi Arabia Banking and financial system consist of Saudi Arabia’s central bank, licensed retail banks, private investment programs, specialized lending institutions, and the stock market. The banking sector has been organized under regulations stemming from a Royal Decree in 1966. Bank licenses are issued by the Council of Ministers upon the recommendation from the Finance Minister and a review by Saudi Arabia Monetary Authority (SAMA).
As per the official reports, the Saudi banking sector has 12 listed banks. In terms of market share National Commercial Bank (NCB) is the largest bank in the Kingdom, accounting for 20.5% of the total market, followed by Al Rajhi Bank 16.0% market share). Riyad Bank and Samba account for 10.5% and 10.2%, of total banking assets, respectively. Of the 12 banks, Al Rajhi Bank, Alinma Bank, Bank Albilad, and Bank AlJazira are Shariah-compliant accounting for 27.8% of total banking assets. Al Rajhi Bank is the largest Shariah-compliant bank in the Kingdom, accounting for 57.5% of the total market share in Q1-19 (down from 57.7% in Q4-18).
Along with the Saudi Banks, Kingdom has also foreign banks licensed to operate their business and services in Saudi Arabia. It mainly include Gulf International Bank (GIB), Muscat Bank, Emirates (NBD), J.P. Morgan Chase, National Bank of Kuwait (NBK), Deutsche Bank, National Bank of Bahrain (NBB), BNP Paribas, the National Bank of Pakistan (NBP), the Industrial and Commercial Bank of China and State Bank of India (SBI). 91 foreign and local companies are also provided license by the Capital Market Authority (CMA) for financial and brokerage services, particularly in the financial services sector. Major companies in the financial and brokerage services include BNP Paribas, Goldman Sachs, Deutsche Securities JP Morgan, Credit Suisse, Societe Generale, KKR, and UBS among others.
Saudi Arabian Retail Market
The Saudi Arabian Retail Market is projected to exhibit a CAGR of around 6% during the forecast period of 2019-2024. In terms of product category, the Saudi Arabian retail market has been categorized into food & beverages, apparel & footwear, appliances, jewellery, pharmacy and others. Of these, food & beverages category accounted for a nearly one-third market share in 2018 and the segment is anticipated to maintain its market dominance during the forecast period as well, backed by the widespread shift in pattern from staple food towards healthier, value-added alternatives. The Saudi Arabian retail market has been segmented into central, west, east, south and north regions. Among these regions, the Central region is the largest demand generating region in the country’s retail market, due to the strong presence of key market players in the region. Riyadh, the capital of Saudi Arabia, which is present in the Central region, has seen significant transformation than other cities of regions. Riyadh has become the central hub for new technologies and latest creations. The Saudi Arabian retail market is fragmented in nature due to the presence of several companies. Approval and commercialization of various products and expanding geographical reach are major strategies adopted by industry participants to enhance their market share.
Some of the major players operating in the Saudi Arabian retail market are Panda Retail Co (Savola Group), Lulu Group International (EMKE Group), Abdullah Al Othaim Markets Co., Fawaz Abdulaziz AlHokair Co., Majid Al Futtaim Retail LLC, among others.
Problem Statement
Traditionally in Saudi Arabia, women were considered to stay at home and try to keep away from the market. They were not encouraged to go out independently. Fortunately, from recent times they used to be encouraged to get higher education and the rate of women education has increased. Women are focused to get higher education as they are supposed if they would get a good education then their chances of getting good opportunities of the job gets higher. For empowerment and employment of females, a strategy is formed which is named as Vision 2030. This vision made many reforms and measures for empowerment and employment of females in Saudi Arabia. The purpose of this research study is to identify the effects of Vision 2030 on female employment and what kind of problems have been faced in the implementation of Vision 2030.
Literature Review
The discussion of participation of women in workforce labour and other high management authorities’ jobs in the world especially in Saudi Arabia is highly concerned with the reasons which are persisting to sustain gender gap of employment between men and women. In other words, many scholars have conducted research in describing what things contributed to keeping women away from labour workforce of the marketplace. There is a variety of theories and assumptions regarding this point of view. It is also indicated that it is the only responsibility of women to decide either they want to contribute and participate in the market labour force or not (Al-Asfour & Khan, 2014). While on the other hand, there is another point of view that a variety of social norms puts a strong impact and are more determined on the employment of women in which social structures women use to live. There are different studies which indicated that female labor force participation (FLFP) in Saudi Arabia made improvement because of high investments in the education of women. More than 53.6% of schools in Saudi Arabia are being allocated for only women and taking different measures for increasing enrolment rate and graduation rate of women (Naseem, 2018). FLFP is defined as the ability of decisions of women to be part of the active population’s economy in Saudi Arabia. All the part of the economy who is unemployed or employed as compared to those part of the economy who is seeking a job or not doing any kind of job. The standard measure used for FLFP is FLFPR which is the proportion of working age population which is considered to be active economically. It is used for measuring share of women in a country population of 15-64 years age which is actively engaging in the marker labour force either by doing any kind of work or by looking for work (Jameel, 2018).
Bursztyn, et al. (2018) observed that majority of young married men in Saudi Arabia privately support FLFP outside of home from a normative perspective, while they substantially underestimate the level of support for FLFP by other similar men – even men from their same social setting, such as their neighbors. The beliefs of the people of country found were corrected and positive towards the acceptance of FLFP, female are likely to have applied and interviewed for a job outside of home. Naseem, & Dhruva (2017) highlights the challenges and issues of woman working in Saudi Arabia. It has been concluded that despite the challenges faced by the female labor force in Saudi Arabia, Vision 2030 paves a new path to empower women to contribute to the economic growth of the Kingdom. Over the past two decades’ country has also witnessed remarkable developments in women’s status in social, political, and economic aspects. (Shannon 2014). Alyami (2016) viewed Saudi Arabia middle of social change which is focused on providing more space for woman in the society through woman participation, leadership, work engagement and equality. Number of studies highlights the importance of woman career, empowerment and leadership in the Middle East in the last 20 years. FLFP is an important indicator of women’s status and benchmark of female empowerment in society (Kapsos et al., 2014).
Institutional context is also considered as the important factor in the inequality and unemployment of women in GCC countries. Al-Ahmadi (2011) reported that women in leadership positions are facing a different reality from their male counterparts due to organizational, personal and cultural challenges that impede their effectiveness as leaders. Findings of the study indicated that the main challenges are: structural challenges, lack of resources and lack of empowerment. In Saudi Arabia and the United Arab Emirates, initiation towards the required labour nationalization policies have increases to the marginal extent in case of female participation rates (Rutledge 2011). Metcalfe (2007) stated that in Bahrain, the institutional context shapes gender job opportunities and HRM polices. Al-Hamadi et al. (2009) found that Islam‟s perspective and cultural structure, particularly with respect to tribe and family centrality, shaped managers‟ behaviour and significantly affected HRM policies in Oman. Al-Hamadi et al. (2007) added that the common perception in Omani culture is that women are unsuitable for managerial positions as they are unable to handle difficult and multi-tasks due to women’s nature. Marmenout and Lirio (2014) claim that despite the fact that women in GCC counties are highly educated, they are absent from the labour market and have poor retention due to traditional gender roles and expectation in society. Afiouni et al. (2014) suggested that localisation programs in GCC countries, such as Nitaqat in Saudi Arabia, need to give more 63 attention to women‟s values, career aspirations and development, and leadership development.
According to international standards, this number of figures of women employments are very low in Saudi Arabia. For increasing the percentage of women at workplace, Vision 2030 is very helpful which is doing special steps and efforts for women empowerment and increasing the rate of women workforce in labor market (Tyson & Klugman, 2017).
Research Objectives
- To highlight the role of Vision 2030 on women employment in service sector in Kingdom of Saudi Arabia.
- To explore the perception of women employees on Vision 2030, working in banking and retail sector in Saudi Arabia.
- To investigate the problems and challenges women employees are facing especially in service sector in Saudi Arabia.
Research Questions
- What are the main effects of vision 2030 on the employment of women in service sector in Kingdom of Saudi Arabia?
- What benefits have been provided by Vision 2030 to women especially for employment in banking and retail sector in Saudi Arabia?
- What kind of problems and challenges women employees are facing especially in service sectors in Saudi Arabia?
Research Hypothesis
Ha1: Women are perceiving empowered by Vision 2030 for employment in service sectors in Saudi Arabia.
Ha2: Women are benefited by increased rate of employment through Vision 2030 especially in banking and retail sector in Saudi Arabia.
Ha3: Women employees are facing problems and challenges working in service sector in Saudi Arabia.
Research Methodology
As mentioned above, the main purpose of the research is to identify and highlight the effects of Vision 2030 on female employment in Saudi Arabia especially in service sector.
Research Design
In this research, descriptive research design will be used for verify above stated objectives and hypothesis. All the collected data will be presented, analyzed and interpreted by using this research design for decision making. Hence descriptive research design is suitable for this research, as it is appropriate for research objective, data summarization and for understanding all the findings.
Sample
The sample consist of women employees working in service sectors in Saudi Arabia especially in banking and organized retail. Total sample consist of 119 working women were contacted in survey, in which 65 working women were from the banking sector and 54 working women were from the organized retail sector.
Instrument
A 13 items questionnaire was developed to collect the data from respondents. Each item to be rated on 5- point Likert type rating scale with a range of strongly agree to strongly disagree with a weighted score of “1” to “5”. The reliability and validity of tool was determine and found in the acceptable norms as 0.751.
Demographic factors
Demographic factors such as age, marital status, qualification, experience, type of organization was also taken into consideration.
Primary Data
All the primary data for the research was collected from respondents through questionnaires, directly distributed at the time of the survey to the respondents. Few questionnaire were also forwarded to the respondents through online with help of E-mails, and WhatsApp.
Secondary Data
All the secondary data which is used for research is collected from various sources like literature review, journals, internet resources, already conducted research studies related to the topic, library books, newspapers, brochures, articles and internet resources.
Time Scale
Time is one of the most critical resources used in conducting research studies hence it is necessary to manage it in a very effective way of reducing cost and doing efficient management. It is necessary to do pre-planning of all the tasks involved in the research study and researcher should be consistent to follow the pre-scheduled timeline for completing the whole research work on time without having any kind of problem and wasting time and unnecessary cost. Timeline of this research study is described below in the form of a table.
Timing Activities
Week 1 Submit your proposal and start research
Week 2-3 Literature review and secondary research
Week 4-5 Prepare primary research
Week 6-7 Conduct primary research
Week 8-9 Finalize and consult with a superior
Week 10 Submit complete research
Research Ethics
It is necessary for the researcher to make sure that all the ethical considerations are followed in the research study. All the transcripts of the interviews and any kind of other personal data collection should be destroyed after doing a final analysis of the research. All the privacy of answers provided in the questionnaire should be kept personal for ensuring the privacy and confidentiality of information. A consent form should be properly signed from all the sample population before conducting survey and interviews.
Results and Discussion
The data analyzed with the help of Statistical Package for social Sciences (SPSS) to ascertain the objectives of present research. The researcher used the following statistical methods to analyze the data: researcher used Pearson Product Moment Correlation, Frequency distribution along with percentage and finally compared two group of respondents with the help of t- test.
- Pearson Product Movement Correlation to examine internal consistency.
- Descriptive statistics (frequency and percentage) to describe the respondents’ opinions toward each statement/phrase.
- Graphs will be drawn by using (Microsoft Excel).
- Mean, standard deviation and t-test to compare the two group of respondents.
Table 1. Showing the internal consistency of the questionnaire.
Item No Pearson Correlation Coefficient Item No Pearson Correlation Coefficient
1 o.779** 8 0.535**
2 0.806** 9 0.523**
3 0.681** 10 0.602**
4 0.888** 11 0.564**
5 0.735** 12 0.097
6 0.838** 13 0.750**
7 0.7334**
Table 1 shows the internal consistency of the questionnaire, Pearson product movement correlation coefficient used between each statement/ question and the total score of the questionnaire i.e. item total method was applied. From the table it appears that correlation 0.535 – 0.88 which were significant beyond .01 levels. This shows high internal consistency of the questionnaire, and the items actually measure the issue consistently for which they have been set to measure. There was only one statement (Item No. 12, r= 0.097) did not show significant correlation.
Table 2: Reliability test by Cronbach’s Alpha
No. of Items Cronbach’s Alpha Cronbach’s Alpha Based on Standardized Items
13 0.751 .914
Table 2 shows the reliability test by method of Cronbach’s Alpha (Cronbach, L. J. 1951, Pp 297-334) which is 0.751 and Cronbach’s Alpha Based on Standardized Items is 0.914 for the questionnaire with 13 items. It is a high value greater than 0.70 indicates that the study tool (Questionnaire) is reliable and valid for collecting data. Moreover, if the questionnaire is re-distributed to the same ample after interval of certain of period, it will give approximately the same results amounting to 75.1%.
Table 3: Descriptive Analysis based on demographic characteristics:
Variables Frequency Percentage
Age
20 – 29 years 39 33
30 – 39 years 63 53
40 years and above 17 14
Experience
1- 4 years 19 16
5- 9 years 77 65
10 years and above 23 19
Education Level
Graduation 72 60
Master 47 40
Marital Status
Married 87 73
Unmarried 20 17
Divorce 12 10
Awareness about Vision 2030
Aware 106 89
Not aware 13 11
Figure 3.1 showing Frequency and Percentage of the respondents according to age. It was observed that 39% of respondents representing in the age group of 20-29 years, 63% (30-39 years) and only 17% are in the age group of 40 years and above. They are serving banking and retail sectors.
Table 3.2 shows experience of respondents that 16% respondents having 1- 4 years of work experience while 65% respondent having 5 -9 years’ experience whereas 19% respondent sharing 10 years and more work experience in service sectors.
Figure 3.3 showing education levels of respondents’ Frequency and Percentage. There are two categories of education levels, one group graduation level showing 40% respondent and another master level showing 47% of respondents. Result revealed that female having higher education getting jobs in service sectors in Kingdom of Saudi Arabia.
Figure 3.4 indicating Frequency and Percentage of the respondents according to Marital Status. Result is showing the percentage of respondents based on marital status. Out of total respondents 10% respondents are divorced category whereas 17% of respondents are unmarried while majority of respondents accounted for 73% are married and they are serving in the bank and retail sector.
Figure 3.5 is important classification based on awareness about the Vision 2030. The Frequency and Percentage of the respondents showing their awareness about the Vision 2030 that only 11% respondents are not fully aware about vision 2030 while majority of respondent are aware about the Vision 2030 and its advantage that how vision 2030 will bring changes in the life of women in the Kingdom of Saudi Arabia.
Analysis of results based on the perception of women in the Kingdom of Saudi Arabia that Vision 2030 is the landmark for overall development of women in general and specially of working women. The results described the opinion of respondents on each statement with the help of descriptive statistics specially based on frequency and percentage.
Table 4: Sowing Perception on Vision 2030 improves the quality of daily life of working women.
Response categories Frequency Percent
Strongly Disagree 1 0.8
Agree 20 16.8
Strongly Agree 98 82.4
Total 119 100.0
It is evident from Table 4 that only 0.8% of the respondents strongly disagree agree that Vision 2030 improve the quality of daily life of working women whereas 16.8% respondents are agree and 82.4% respondent strongly agree that Vision 2030 improve the quality of daily life of working women in Saudi Arabia. Respondents are working in Banks and retail sectors and shows give their opinion based on experience and observation. The results shown in following pie chart for clear understanding in a glance for layman.
Figure 4: Vision 2030 improves the quality of daily life of working woment
Table 5: Vision 2030 is landmark to provide better opportunity for women employment.
Response categories Frequency Percent
Neutral 5 4.2
Agree 16 13.4
Strongly Agree 98 82.4
Total 119 100.0
It appears in Table 5, that women working in Bank and retail sectors perceived Vision 2030 is the land mark to provide better opportunity for women employment. Result showed that 4.2% respondents have neutral opinion whereas 13.4% agree with the statement and 82.4% strongly agree with the statement that Vision 2030 is the landmark that provide better opportunity for women employment in service sector in the Kingdom of Saudi Arabia. Results presented in the Pie Chart for better clarity and appearance.
Figure 5: Vision 2030 is landmark to provide better opportunity for women employment.
Table 6: Degree of satisfaction with Vision 2030 concept.
Response categories Frequency Percent
Agree 14 11.8
Strongly Agree 105 88.2
Total 119 100.0
Table 6 showing the degree of satisfaction of women employees working in Bank and organized retail sectors. Women employees who are working bank and different organized sectors 11.8% agree with the satisfaction level and 88.2% are strongly agree that Vision 2030 satisfy the needs of younger generation in general and women by its completion at the end of year 2030. The concept of Vision 2030 is very attractive and covers a wide range objective for the overall development of Nation and satisfy the local, national and global demands. It is presented in the Pie chart better appearance and we can observe information in short span.
Figure 6: Degree of satisfaction with Vision 2030 concept
Table 7: Perception regarding Vision 2030 concept, allowing women to express their talent at workplace.
Response categories Frequency Percent
Neutral 6 5.0
Agree 13 10.9
Strongly Agree 100 84.0
Total 119 100.0
This is observed from Table 7, that 5% respondents have the neutral opinion regarding Vision 2030 concept they neither disagree nor agree with the statement. On the other hand 10.90% women employees agree while 84.0% women strongly agree with the statement that Vision 2030 concept allowing to express their talent at workplace. It is interpreted that earlier women have not got the opportunity to express their talent. But the Vision 2030 provide the opportunity to express their talent as well prove their talent too. Previously women were not more openly allowed to do job in organized retail sectors. Hence this concept pave the way for women to express their talent. The result also shown in the Table 4.
Figure 7: Vision 2030 concept, allowing women to express their talent at workplace
Table 8: Vision 2030 concept will increase freedom of women.
Response categories Frequency Percent
Neutral 2 1.7
Agree 25 21.0
Strongly Agree 92 77.3
Total 119 100.0
Table 8 revealed that 1.7% respondents have the neutral opinion regarding Vision 2030 concept that it will increase the freedom of women in Saudi Arabia. They are neither disagree nor agree with the statement. On the other hands 21.10% women employees agree with the statement while 77.30% women strongly agree with the statement that Vision 2030 concept will increase the freedom of women. It is observed that Government passed the law that provide women freedom in terms freedom to drive, freedom for not wear Abaya, freedom to work in organized sectors etc. these are the objectives of Vision 2030 that provide freedom of women in Saudi Arabia. Previously women were not more allowed to drive and can’t go outside without Abaya. The result also shown in the Table 8 resented through Pie chat vividly. It is explicit observe the result in a very short span.
Figure 8: Vision 2030 concept will increase freedom of women
Table 9: Freedom of women will put a positive impact in society of Saudi Arabia.
Response categories Frequency Percent
Disagree 5 4.2
Neutral 1 .8
Agree 24 20.2
Strongly Agree 89 74.8
Total 119 100.0
Table 9 described the fact that 4.2% respondents disagree with statement that freedom of women will put a positive impact on society of Saudi Arabia whereas 0.8% have the neutral opinion regarding statement. On the other hands 20.20% have the opinion that freedom of women in Saudi Arabia put positive impact in the society of Saudi Arabia while 74.80% strongly agree that freedom of women will put positive impact in the society of Saudi Arabia. It is observed that Government passed the law that provide women freedom in terms freedom to drive, freedom for not wear Abaya, freedom to work in organized sectors etc. these are the consequence of Vision 2030 that provide freedom of women in Saudi Arabia. Previously women were not more allowed to drive and can’t go outside without Abaya. The result also shown in the Table 9 resented through Pie chat vividly. It is explicit observe the result in a very short span. Figure 9: Freedom of women will put a positive impact on society of Saudi Arabia
Table 10: Vision 2030 enhance the status of woman in the society
Response categories Frequency Percent
Agree 37 31.1
Strongly Agree 82 68.9
Total 119 100.0
Results shown in Table 10 that Vision 2030 enhance the status of women in Saudi Arabia. The results shown describe the perception and opinion of subjects that 100% respondents agree that vision 2030 enhance the status of women in the society. As women allowed to work in organized sector and support family economically and other people pay respect to women in the society. Figure 10 showing the information in the diagram appeared clearly.
Figure 10: Vision 2030 enhance the status of woman in the society
Table 11: Women need to come out and require equity with men
Response categories Frequency Percent
Strongly Disagree 4 3.4
Disagree 7 5.9
Neutral 10 8.4
Agree 34 28.6
Strongly Agree 64 53.8
Total 119 100.0
Table 11 described the need of women from the home and move freely without any barriers. There are differences in the opinion regarding women need to come out and they should be treated equally and there should not be discrimination based on gender. Men and women should get equal pay and benefit, referring equity theory of Adams, states that women need equity. Respondents opinion ranged from strongly disagree to strongly agree. There are 3.4% respondents strongly disagree whereas 5.9% disagree with the statement and 8.4% having neutral opinion regarding need to come out. On the other hands 28.6% and 53.8% respondents agree and strongly agree with the statement respectively. Figure 11 showing the respondents opinion through pie chart for clarity.
Figure 8: Women need to come out and require equity with men
Table 12: Perception regarding key skill development programs at workplace.
Response categories Frequency Percent
Agree 18 15.1
Strongly Agree 101 84.9
Total 119 100.0
Table 12 described the result that respondents have the view that key skill development program require to develop specific skills of women employees to perform the task effectively and efficiently to achieve the goal. There 100% employees emphasized the need for skill development program to be initiated. Interesting fact emerged as only 15.1% respondent agree whereas 84.9% respondents strongly agree with the statement. Figure 12 showing the information in the diagram appeared clearly.
Figure 12: Key skill development programs at workplace
Table 13: Perception regarding public transport would increase the comfort level at work place
Response categories Frequency Percent
Strongly Disagree 1 .8
Agree 18 15.1
Strongly Agree 100 84.0
Total 119 100.0
Table 13 described the perception of working women regarding public transport would increase the comfort level at work place. Result observed that only 0.8% respondent strongly disagree with statement while 15.1% respondent majority 84% respondents have the view that public transport would increase the comfort level of employees work place. The rationale behind the statement might be that public transport would be cheaper as well as safer from the point of view of danger of any kind either it is accident or snatching. Figure 13 showing the respondents opinion through pie chart for clarity. They would reach safely at work place. Perception of women employees showing in the following pie chart clearly for understanding.
Figure 13: Perception regarding public transport would increase the comfort level at work place
Table 14: Working women get more acceptance in the society.
Response categories Frequency Percent
Strongly Disagree 3 2.5
Disagree 1 .8
Neutral 1 .8
Agree 22 18.5
Strongly Agree 92 77.3
Total 119 100.0
It is evident from results shown in Table 11 that working women get more acceptance in the society. Result based on perception that 2.5% strongly disagree whereas only 0.8% respondent disagree and neutral with the statement. On the other hand 18.5% respondent agree and 77.3% respondent strongly agree with the statement that working women get more acceptance in the society. Now vision 2030 provide employment opportunity to women certainly women get the more chance serve in retail sector and banking sector. The pie chart is meant for showing percentage of responses of women employees working in retail and financial sectors.
Figure 14: Working women get more acceptance in the society
Table 15: Perception regarding managing family and Work is very difficult task.
Response categories Frequency Percent
Neutral 6 5.0
Agree 65 54.6
Strongly Agree 48 40.3
Total 119 100.0
Result showing in Table 15 describe the perception of working women towards managing family and work as a very difficult task. Respondents are working women in financial and retail sectors 5% women have neutral view regarding managing work and family. Although 54.6% respondents agree with statement and viewed that managing family and work is difficult task whereas 40.3% respondents strongly agree with the statement and have perception that really managing family and work is difficult task for women. The area in following pie chart showing the clear view of women employee perception towards managing family and work is a difficult task.
Figure 15: Managing family and Work is very difficult task
Table 16: Perception Regarding more specialized knowledge in performing the task effectively.
Response categories Frequency Percent
Agree 13 10.9
Strongly Agree 106 89.1
Total 119 100.0
Table 16 described the result that respondents have the view that more specialized knowledge is required to perform the task effectively. women employees working in bank and organized retail sector agree with statement (10.9%) and emphasizes that specialized knowledge requires for effective performance whereas 89.1% incumbents are strongly agree that specialized knowledge is essential criteria effective performance of task in organized retail sector and banking sector. The specialized knowledge is concerned with key skill development program require to develop specific skills of women employees to perform the task effectively and efficiently to achieve the goal. Figure 16 showing the perception of women employees towards specialized knowledge in following pie chart.
Figure 16: More specialized knowledge requires in performing the task effectively
Table17: Showing Mean, Sd and t – value of all statement related to Vision 2030 among women working in Banking and Organized retail sector.
Group Statistics
COMPANY N Mean Std. Deviation t Sig. (2-tailed)
S1 BANK 65 4.75 .613 -1.463 NS
RETAIL 54 4.89 .317
S2 BANK 65 4.75 .531 -1.339 NS
RETAIL 54 4.87 .391
S3 BANK 65 4.85 .364 -1.344 NS
RETAIL 54 4.93 .264
S4 BANK 65 4.74 .567 -1.673 NS
RETAIL 54 4.89 .372
S5 BANK 65 4.71 .522 -1.478 NS
RETAIL 54 4.83 .376
S6 BANK 65 4.58 .748 -1.749 NS
RETAIL 54 4.80 .528
S7 BANK 65 4.65 .482 -1.572 NS
RETAIL 54 4.78 .420
S8 BANK 65 4.15 1.034 -.930 NS
RETAIL 54 4.33 1.064
S9 BANK 65 4.85 .364 -.086 NS
RETAIL 54 4.85 .359
S10 BANK 65 4.78 .599 -.934 NS
RETAIL 54 4.87 .339
S11 BANK 65 4.71 .723 .419 NS
RETAIL 54 4.65 .828
S12 BANK 65 4.32 .562 -.097 NS
RETAIL 54 4.33 .583
S13 BANK 65 4.88 .331 -.879 NS
RETAIL 54 4.93 .264
The result shown in the Table 17 revealed the fact that when the perception of women working in Banking sector and organized retail sector were compared on each statement of Questionnaire Vision 2030 there was no difference appeared on any statement. The results revealed that women emoployees working in any service sector having highly affirmative attitude towards vision 2030. They are very much sure that by the completion vision it will bring many positive changes in their life and they would get more freedom and come out from secluded life and enjoy their life in a better manner. Though they are very much sure that vision 2030 provide more employment opprtunities for women. Finally it has been concluded that women working in either retal sector or banking sector sharing the same opinion. Hence they did not differ differ significantly on any statement of questionnaire.
Research Limitation
In this research main focus will be on banking, retail and telecommunication of Saudi Arabia (Jeddah) only rather than on complete sectors in Saudi Arabia which contributed to making results more generalized. Another problem may arise in the form of virtual communication with women employees in Saudi Arabia. In addition, the time constraint is one of the critical limitations face in conducting this research.
Research Implication and Future Research
On the basis of findings implication and suggestions will be highlighted in detail in the final project and also clarify the effect of Vision 2030 and problems in the implementation of this vision 2030 for women employment in Saudi Arabia.
Conclusion
The present study will be indicatives of different types of effect on employees under Vision 2030 especially on women empowerment and employment in the region of Saudi Arabia and the kinds of problems and challenges they will face by this vision in its implementation in Saudi Arabia. The results revealed that women emoployees working in any service sector having highly affirmative attitude towards vision 2030. They are very much sure that by the completion vision it will bring many positive changes in their life and they would get more freedom and come out from secluded life and enjoy their life in a better manner. Though they are very much sure that vision 2030 provide more employment opprtunities for women. Finally it has been concluded that women working in either retal sector or banking sector sharing the same opinion. Hence they did not differ differ significantly on any statement of questionnaire.
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Questionnaire (For Female only)
Dear respondents
You are requested to read each statement carefully and give your correct response to below the questions.
PART- I
a) Age (in year) ………………..
b) Marital Status : a. Married ( ), b. Unmarried ( ), c. Divorcee ( )
c) Qualifications: a. Graduation ( ) b. Masters ( ) c. Others ( )
d) Monthly Income (in SAR)……………
e) Working in Organised Retail ( ), b. Banking Sector ( ), c. Other Sector ( ).
f) Work Experience (in year)…………………
g) Are you aware about Vision 2030. a. Yes ( ) b. No ( )
PART- II
You are requested to read each statement carefully and give your response according to the following manner:
Give a score of “1” if you strongly disagree
Give a score of “2” if you disagree
Give a score of “3” if you neutral
Give a score of “4” if you agree
Give a score of “5” if you strongly agree
- I think Vision 2030 improves the quality of daily life of working women.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - I feel Vision 2030 is landmark to provide better opportunity for women employment.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - I am satisfied with Vision 2030 concept of letting women to drive.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Vision 2030 concept of allowing women to express their talent at workplace.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Vision 2030 concept will increase freedom of women.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - In my opinion, freedom of women will put a positive impact on society of Saudi Arabia.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Vision 2030 enhance the status of woman in the society.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Women need to come out and require equity with men?
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Do you think that key skill development programs are required at workplace?
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Do you think the requirement of public transport would increase the comfort level at work place?
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Working women get more acceptance in the society.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Managing family and Work life is very difficult task.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree - Require more specialized knowledge in performing the task effectively.
(a) Strongly disagree (b) Disagree (c) Neutral (d) Agree (e)Strongly agree
SAMPLE SOLUTION
Vision 2030 Initiatives Towards Women Empowerment: An Evidence of Service Sector in Kingdom of Saudi Arabia
Abstract The role of women in improving the economy of any country cannot be under-estimated. In Saudi Arabia, this fact has been recognized, and more women are thus being given responsibility in order to help advance the economy. The Royal Decree of 2017 which recognized the efforts that women make in realizing this mandate served as an impetus to this fact. Saudi Arabia’s vision 2030 flagship project is an ideal chance for the country to realize the complete empowerment of the women workforce. The vision’s main idea is to reduce the dependency of oil by diversifying the economic sectors. The vision also seeks to develop other public sectors such as education, tourism and recreation. All these…
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