amattalah@pmu.edu.sa
966 13 849 267
Dr. Ahmed Mattalah is a Canadian citizen and currently serves as an Assistant Professor of Human Resource Management at Prince Mohammad Bin Fahd University (PMU) in Saudi Arabia, where he also supervises MBA and EMBA research projects. He holds a PhD in Industrial Relations and Human Resource Management from Université Laval (Canada) and an MBA in HRM and Management from HEC Montréal. He has more than fifteen years of university teaching experience at both undergraduate and postgraduate levels.
Dr. Ahmed Mattalah holds a PhD in Industrial Relations and Human Resource Management from Université Laval (Canada) and an MBA in HRM and Management from HEC Montréal.
His research focuses on strategic and international HRM, employment relations, and the implementation of HRM practices. He is particularly interested in the role of line managers in HRM implementation and how HRM practices contribute to competence development, knowledge transfer, and organizational performance. His doctoral research examined how high-performance work practices and their devolution to line managers contribute to the development of centres of excellence in foreign-owned subsidiaries in Canada. His current research also explores remote work, flexible working arrangements, work–life balance, employee well-being, employee voice, and organizational justice, as well as the implications of digital transformation, artificial intelligence, and algorithmic management for HRM and employment relations.
Dr. Mattalah has more than fifteen years of university teaching experience in Canada and Saudi Arabia, including at Université Laval, Champlain Regional College, Hail University, and King Fahd University of Petroleum & Minerals (KFUPM). Before his academic career, he worked as a management consultant and executive trainer for public- and private-sector organizations.
His research sits at the intersection of strategic HRM, international business, and employment relations. It examines how HRM practices are implemented, not just adopted, and how they shape organizational outcomes beyond financial performance, such as competence development and knowledge transfer. He is now extending this work to service industries and comparative settings. He is also beginning to study how post-pandemic changes and artificial intelligence are reshaping work and HRM.
