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This study aims to investigate the direct and indirect effects of leadership style and gender roles on managing familial conflict (MFC), as well as how such conflict resolution affects divorce decisions and overall marital satisfaction (SF) in Qatar.

A 20-item questionnaire, corresponding to 20 indicators for six latent variables, was administered to 550 married couples in Qatar. The Kaiser–Meyer–Olkin measure of sampling adequacy and Bartlett's test of sphericity were calculated. The path analysis was measured using structural equation modeling.

Matrimonial strategies adopted by spouses positively affected familial conflict resolution, and successfully MFC both positively affected marital SF and reduced the inclination to seek a divorce. However, men were not found to be visionary leaders in familial relationships regarding conflict resolution. Leadership gender stereotyping did not positively influence the perception of women's competency (WC). The WC did not positively affect the managing of familial conflict.

This study provides strategic insights regarding how MFC in Qatar influences marital SF. Understanding the determinants of divorce decisions and marital SF furthers understanding of how married couples can sustain healthy relationships.

This study empirically correlates three fields of family research: gender role; conflict resolution and marital SF. It explains how divorce issues have escalated in Qatar and explores the influence on modern social life of sexism, patriarchal roots and Oriental androcentrism. Many factors must be considered when examining matrimonial strategies (MSs), especially if there is debate over the ideal number of children. Strategizing models can curtail conflict that might lead to divorce.

Societal barriers continue to cause gender disparities in women’s share of political authority. As a representative case study for the Arab Gulf region, this paper aims to investigate public opinion on adopting a nationwide quota for women’s participation in top government offices in the Qatar context. It gathers insights on the following question: How does public opinion respond to a proposed new political arrangement of implementing gender quota laws in Qatar?

Data were collected via a national telephone survey of a representative sample of 660 Qatari nationals chosen by simple random sampling. A regression analysis was performed for the primary outcome: support for a gender quota system that guarantees a specific proportion of places for women in the government and executive positions.

Unsurprisingly, the findings reveal gender variations in support for the three distinct types of egalitarian policy examined (i.e. a quota for women in top government positions; a quota for women in executive positions in public ministries; and equal wages), with women being more supportive than men.

Assessing the public attitudes toward adopting legislative gender quotas is of interest to policy-makers and civil organizations alike that seek to advance women’s political status and democratic representation.

This study is among the very few to empirically examine public opinion on quotas as state-directed initiatives to promote the involvement of women in political power in Qatar.

In patriarchal settings, cultural barriers continue to influence women’s participation in positions of leadership and political authority. This paper aims to explore these findings in light of the theoretical concepts of “hegemonic masculinity” and “patriarchy,” which explain gender disparities in the occupancy of political power and leadership positions in Qatar.

Data from original face-to-face national surveys conducted among subjects in Qatar were used, including 1,611 completed household interviews.

The findings were consistent with the prevailing patriarchal beliefs present in Qatari society and Arab Gulf States. The analysis showed that there was greater significant support for men holding key leadership and authority positions than women. Individual-level factors were found to have a significant association with attitudes favoring women. Compared to respondents who had never attended school, those who had completed secondary school and those who had partaken in higher education favored having women in leadership roles.

As a means to fix the gender imbalance within the occupancy of positions of political power in Qatar, this study recommends putting substantial efforts into increasing the number of interventions underpinning gender equality through social awareness programs that may improve the public’s perceptions. Furthermore, gender-equitable affirmative actions are needed to promote the inclusion of women in power and increase their presence in leadership roles.

This study is among the very few that have theoretically and empirically addressed the issue of women’s authority and involvement in key leadership roles in the context of Qatar.

The purpose of this paper is to address the factors influencing the performance and productivity of Qatari citizens in organizational settings, with specific aims to maintain a high-quality performance standard in Qatar's labor market.

The author applies job performance theory to explain the dynamics within organizational settings. Primary sources were utilized, and data was collected from a 2017 Qatari national survey using simple random sampling.

The results indicated associations between sociodemographic characteristics and work-related factors and job performance. As compared to their male counterparts, female employees reported lower job performance. Working in a private organization was associated with lower job performance as compared to working in the government sector. An older age (>50 years) and working in a family friendly organization was associated with higher job performance.

The approach used in this study contributed to a richer understanding of employees' positions in the Qatar workforce; yet, there are several methodological limitations in cross-sectional survey design. Further contributions to this research gap could include a wider scope of geographical locations within the Arab Gulf states with diverse industries; employing a robust experimental investigation, thus creating causation between the intervention and research outcomes.

The originality of this article lies in the micro-level model that recommends state-directed interventions to create family-friendly organizational cultures to assist in the retention of high-performing employees.

This study aims to examine the factors that influence end users’ intention to adopt open government data (OGD) portals, envisioning this relationship through a path causal model.

The study surveyed 696 Qataris and 730 white-collar expatriates using a questionnaire. The Kaiser–Meyer–Olkin measure of sample adequacy and Bartlett’s test of sphericity were used to determine the questionnaire’s construct validity.

The multiple regression analysis revealed that previous experience in using OGD portals, perceived usefulness and ease of use of OGD portals, marital status, age and attitude toward using OGD portals significantly predicted the intention to adopt OGD portals. Moreover, age and marital status significantly affected the intention to adopt OGD portals. The outcomes of the path causal model show that the direct effects of each explanatory variable are enhanced by the effects of the other independent variables in the causal model.

The study pioneers the application of the Technology Acceptance Model (TAM) to analyze motivating factors for Qatari residents to adopt OGD portals. Using this framework can help policymakers build strategies to boost the use of OGD portals in Qatar.

To the best of the authors’ knowledge, the TAM has never been examined in the Qatari setting to analyze the adoption of OGD portals. The present study fills knowledge gaps about and offers a clearer understanding of the elements influencing the adoption of OGD portals.