Internships have been perceived to play an important role in providing work experience to the students along with their academic coursework. Students gain a firsthand experience of working environment, and application of theoretical principles to the real world problems. The internship experiences are perceived to be formed of a number of factors, such as the supervisory support, working environment, level of tasks, and learning gained from the same. These dimensions are relatively unexplored with respect to the practice of internship in UAE, thus the present research was undertaken. The researcher found the result synonymous to previous findings, wherein the validated constructs of comfort with work environment, positive work environment ,personal traits, and developed new skills were found to have a positive impact on internship experience. Also, the satisfied students were found to be more positive and enthusiastic with respect to expectations for future job prospects.

Job satisfaction in a work place is a feeling of contentment that a n employee derive from his role and responsibilities in the workplace and is dependent upon a number of factors, pertaining to personal, organizational and environmental factors. Considering the job profile and the demand for quality education among universities, the job satisfaction of academic staff in higher education is also affected. This paper aims to examine the job satisfaction of academic staff in higher education as well as private universities in UAE. This study adopts a quantitative research methodology using survey according to 5-point Likert scale instrument. The survey has been divided into ten internal and external factors to determine job satisfaction of academic staff. The data obtained from the survey has been analysed by using statistical and regression analysis. The study concludes that the academic staff of the private universities in UAE has been significantly satisfied with their jobs. It also found that only few factors have positively influenced job satisfaction, especially, supervisor support, promotion and support from colleagues. On the other hand, the study found that recognition and rewards for work done had a negative impact on job satisfaction of academic staff.This study has important implications for higher education management in the development of job satisfaction of academic staff in the UAE. The authors determined that the selected factors, with few exceptions, behaved accordingly to what was expected.

Artificial Intelligence (AI) is transforming organizational behavior by reshaping employee engagement, performance, and decision-making processes. This study examines AI’s impact on workplace dynamics, focusing on its role in optimizing workload distribution, enhancing productivity, and supporting leadership adaptation. AI-driven tools, such as sentiment analysis and predictive modeling, facilitate engagement and efficiency but also introduce challenges related to job security, ethical concerns, and transparency. Using a qualitative approach, this research synthesizes findings from systematic literature reviews and meta-analyses to explore the implications of AI in modern organizations. The results indicate that AI-supported leadership and human-centered design principles contribute to motivation and long-term productivity. However, excessive AI reliance may disrupt trust and psychological contracts, potentially affecting organizational culture. This study emphasizes the need for ethical AI governance and strategic leadership to mitigate risks while leveraging AI’s benefits. By adopting a balanced approach to AI integration, organizations can foster employee well-being, maintain equitable decision-making, and align AI adoption with sustainable growth. These findings contribute to the discourse on AI in management, offering insights into how organizations can harness AI’s potential while safeguarding human-centered values.

With the advancement in technologies and the outbreak of COVID-19 pandemic, significant changes have begun to take place in businesses, causing jobs to move from workplaces to homes indefinitely. For some, the transition from office to work was simple, while for others, juggling family and work has become a roller-coaster ride of emotions. Not all remote employees can sustain their remote working due to reduction in employee productivity and engagement. Targeting this aspect, the study focuses on examining the impact of remote working on employee motivation, engagement, and job satisfaction in case of UAE service sector. The empirical examination of 316 employee’s perception shows that remote working has a positive as well as negative impact on employee motivation, engagement, and job satisfaction. To sustain in a competitive environment, it is essential to mitigate the shortcomings and create a motivating working environment for employees.