ISSN: 2225-8329
Open access
Oil and gas industries often face significant competition worldwide and are now undergoing fast and widespread environmental alignment. The worldwide downturn in the oil and gas industry has had a remarkable effect on the Middle East market. Companies are struggling to maintain job security as well as employee loyalty during the COVID-19 pandemic. Employee loyalty is critical to the growth of the firm's productivity and quality. Employees' primary worry is job security. While job satisfaction is primarily concerned with the employee's attitude toward their present employment, employee loyalty examines a broader context, namely the employee's attitude toward the company. Job happiness is a predictor of employee loyalty. Employees who are happy with their employment are more likely to be loyal to the company than those who are unsatisfied. The main objective of this paper is to evaluate the impact of employee loyalty, job security, and their relation in the oil and gas industry of Oman amid the COVID-19 pandemic. The Social Studies Statistics Program was utilized to provide analytical responses to the study's questions. SPSS model version 23 was used to evaluate the questionnaire data. It has been found that the majority of respondents in the Sultanate of Oman's oil and gas sectors endorsed the company's employee loyalty and job security during the COVID-19 period. Additionally, the Pearson correlation coefficient and multiple regression analysis indicate an apparent positive relationship between employee loyalty and job security in the Sultanate of Oman's oil and gas industry during the COVID-19. Additional studies can be carried out in the future related to other management-related matters in the Oil and Gas Sectors during as well as after the COVID period.
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In-Text Citation: (Alalawi et al., 2021)
To Cite this Article: Alalawi, A. A., Farhana, N., & Karim, A. M. (2021). Effect of COVID-19 on the Job Security and Employee Loyalty in the Oil and Gas Sectors in the Sultanate of Oman. International Journal of Academic Research in Accounting Finance and Management Sciences, 11(3), 661–669.
Copyright: © 2021 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
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