<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2218-3620</journal-id>
<journal-title><![CDATA[Revista Universidad y Sociedad]]></journal-title>
<abbrev-journal-title><![CDATA[Universidad y Sociedad]]></abbrev-journal-title>
<issn>2218-3620</issn>
<publisher>
<publisher-name><![CDATA[Editorial "Universo Sur"]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2218-36202023000300130</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Study of the trends in career success through leadership, innovative behavior and motivation in UAE university, UAE]]></article-title>
<article-title xml:lang="es"><![CDATA[Estudio de las tendencias en el éxito profesional a través del liderazgo, el comportamiento innovador y la motivación in UAE universidad, in EAU]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Abudaqa]]></surname>
<given-names><![CDATA[Anas]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Alzahmi]]></surname>
<given-names><![CDATA[Rashed A.]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Hilmi]]></surname>
<given-names><![CDATA[Mohd Faiz]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[AlMujaini]]></surname>
<given-names><![CDATA[Hasan]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universiti Sains Malaysia  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Malaysia</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,United Arab Emirates University  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>United Arab Emirates</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2023</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2023</year>
</pub-date>
<volume>15</volume>
<numero>3</numero>
<fpage>130</fpage>
<lpage>138</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.sld.cu/scielo.php?script=sci_arttext&amp;pid=S2218-36202023000300130&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.sld.cu/scielo.php?script=sci_abstract&amp;pid=S2218-36202023000300130&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.sld.cu/scielo.php?script=sci_pdf&amp;pid=S2218-36202023000300130&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT The concept of career satisfaction is assumed as a response to work events and career which specifies the extent to which individuals within the organization think about the progress of their career. This would employ that career satisfaction reflects the overall level of happiness as experienced by the employees throughout their career. The purpose of present study is to examine the relationship between leadership, motivation, innovative work behavior (IWB), and career satisfaction among the employees of Government entities in UAE. For addressing the study objective, a self-administrated questionnaire was used to collect the data from different employees as working in the government entities in the region of UAE. The stated questionnaire includes the four demographic dynamics like gender, age, qualification and working experience to analyze the respondents&#8217; profile too. A final sample of 290 respondents was collected and analyzed for both measurement and structural models using Smart-PLS. The study findings show that there is a significant and positive impact of leadership, motivation, and innovative work behavior on career satisfaction of government employees at UAE. As per the study limitations, this research is based on the sample from government employees as working in government sector of UAE which limits the generalizability of the results. Future studies should reasonably investigate both public and private sector firms as operating in different industries of UAE. This would provide a better generalization and understanding to various policy makers who wish to increase the career satisfaction among their employee. Lastly, this research contributes to the contemporary literature about the trends in career satisfaction specifically in public sector.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN El concepto de satisfacción profesional se asume como una respuesta a los acontecimientos laborales y de carrera que especifica el grado en que los individuos dentro de la organización piensan sobre el progreso de su carrera. Esto emplearía que la satisfacción profesional refleja el nivel general de satisfacción experimentado por los empleados a lo largo de su carrera. El propósito del presente estudio es examinar la relación entre el liderazgo, la motivación, el comportamiento innovador en el trabajo (IWB) y la satisfacción profesional entre los empleados de las entidades gubernamentales en los EAU. Para abordar el objetivo del estudio, se utilizó un cuestionario autoadministrado para recopilar los datos de diferentes empleados que trabajan en las entidades gubernamentales de la región de los EAU. El cuestionario indicado incluye las cuatro dinámicas demográficas como género, edad, calificación y experiencia laboral para analizar también el perfil de los encuestados. Se recopiló y analizó una muestra final de 290 encuestados tanto para la medición como para los modelos estructurales utilizando Smart-PLS. Los hallazgos del estudio muestran que existe un impacto significativo y positivo del liderazgo, la motivación y el comportamiento laboral innovador en la satisfacción profesional de los empleados gubernamentales en los EAU. Según las limitaciones del estudio, esta investigación se basa en la muestra de empleados gubernamentales que trabajan en el sector gubernamental de los EAU, lo que limita la generalización de los resultados. Los estudios futuros deberían investigar razonablemente las empresas del sector público y privado que operan en diferentes industrias de los EAU. Esto proporcionaría una mejor generalización y comprensión a varios responsables políticos que deseen aumentar la satisfacción profesional de sus empleados. Por último, esta investigación contribuye a la literatura contemporánea sobre las tendencias en la satisfacción profesional específicamente en el sector público.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Leadership]]></kwd>
<kwd lng="en"><![CDATA[Innovative work behavior]]></kwd>
<kwd lng="en"><![CDATA[Career satisfaction]]></kwd>
<kwd lng="en"><![CDATA[UAE]]></kwd>
<kwd lng="es"><![CDATA[Liderazgo]]></kwd>
<kwd lng="es"><![CDATA[Comportamiento innovador en el trabajo]]></kwd>
<kwd lng="es"><![CDATA[Satisfacción profesional]]></kwd>
<kwd lng="es"><![CDATA[EAU]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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