In the domain of human resources, the factors that encourage employees to transition to a specific sector are commonly known as "job incentives" or "career incentives." These encompass elements such as competitive salaries, appealing benefits packages, prospects for career progression, professional development initiatives, a positive work atmosphere, and meaningful tasks aligned with an employee's values and objectives.

Saudi Arabia, in its ambitious 2030 Vision, aims to raise the nonprofit sector's contribution to the GDP from 3% to 5%. A key focus for achieving this goal is the religious tourism sector. This paper scrutinizes the incentives within the nonprofit realm, specifically within the religious tourism sector. To pinpoint the necessary incentives for attracting highly skilled personnel, a survey was conducted using Gallup's Employee Engagement Survey. Additionally, exit interviews were analyzed to comprehend the reasons behind employees leaving the sector.

The findings revealed that certain factors significantly influence employee turnover. Addressing these factors is expected to enhance employee retention and increase the sector's overall appeal. These factors include, among others, the work environment, job security, opportunities for career growth, and the perception of nonprofit sector employees.

Hatim Bukhari

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Career Incentives of Nonprofit Sector: Case of Religious Tourism Sector in Saudi Arabia