This article examines a new phenomenon in the Gulf Cooperation Council (GCC) referred to as specialized cities (SC). These cities, in addition to being new towns, implement innovations in selected policy areas. This article goes beyond describing the spread of SC to answering a broader question: what motivates a GCC country to adopt such policy innovation? After a quantitative overview of the phenomenon, three cases have been selected to cover three main policy areas: energy, health care, and education, in Abu Dhabi Masdar City, Dubai Healthcare City, and Qatar Education City. A preliminary analysis of each of the cases is followed by a comparative approach that aims at discovering similarities and differences, as well as developing the basis for a preliminary analytical model that explains the driving factors behind these innovations. The country adoption of a policy innovation and its diffusion are mainly the results of geographical proximity and similarity, as these proximate countries tend to have similar economic aspects and common social problems that lead to similar policy action effects. Regional competition and positive reputational mechanisms are also particularly strong determinants for diffusion. The findings suggest that in the GCC region a diffusion of the phenomena is occurring, rather than that of a specific type of SC.A specialized city (SC) is a new town, a city in-the-city, which implements innovations in selected policy areas. The study reports on three such cities: Dubai Healthcare City, Abu Dhabi Masdar City, and Qatar Education City. The cases are selected for the special considerations outlined below, and are studied using two different research approaches: desk research and a combination of a variety of research tools.The first approach was intended to elicit basic background information and documentation, and to provide the author with the identities of the different stakeholders who would become key informants. The second approach was intended to obtain richer quantitative and qualitative data. The preliminary analysis of each of the cases is followed by a comparative approach that aims at discovering similarities and differences.The spread of the SC in the Gulf Cooperation Council (GCC) countries can be explained within the theoretical framework of policy innovation and diffusion. The

Low job satisfaction is linked to higher staff turnover and intensified shortages in healthcare providers (HCP). This study investigates the level of, and factors associated with, HCP job satisfaction in the national primary healthcare (PHC) network in Lebanon. The study adopts a cross-sectional design to survey HCP at 99 PHC centres distributed across the country between October 2013 and May 2014. The study questionnaire consisted of four sections: socio-demographics/professional background, employment characteristics, level of job satisfaction (Measure of Job Satisfaction scale) and level of professional burnout (Maslach Burnout Inventory-HSS scale). A total of 1,000 providers completed the questionnaire (75.8% response rate). Bivariate and multivariate regression analyses were used to identify factors significantly associated with job satisfaction. Findings of the study highlight an overall mean job satisfaction score of 3.59 (SD 0.54) indicating that HCP are partially satisfied. Upon further examination, HCP were least satisfied with pay, training and job prospects. Gender, age, career plans, salary, exposure to violence, and level of burnout were significantly associated with the overall level of job satisfaction which was also associated with increased likelihood to quit. Overall, the study highlights how compensation, development and protection of PHC HCP can influence their job satisfaction. Recommendations include the necessity of developing a nationally representative committee, led by the Ministry of Public Health, to examine the policies and remuneration scales within the PHC sector and suggest mechanisms to bridge the pay differential with other sectors. The effective engagement of key stakeholders with the development, organisation and evaluation of professional development programmes offered to HCP in the PHC sector remains crucial. Concerned stakeholders should assess and formulate initiatives and programmes that enrich the physical, psychological and professional well-being of their HCP. The aforementioned suggestions are necessary to strengthen and sustain PHC HCP and support the provision of universal health coverage to the Lebanese population.

The sustainability of primary healthcare (PHC) worldwide has been challenged by a global shortage in human resources for health (HRH). This study is a unique attempt at systematically soliciting and synthesising the voice of PHC and community stakeholders on the HRH recruitment and retention strategies at the PHC sector in Lebanon, the obstacles and challenges hindering their optimisation and the recommendations to overcome such obstacles. A qualitative design was utilised, involving 22 semi-structured interviews with PHC experts in Lebanon conducted in 2013. Nvivo qualitative data analysis software was employed for the thematic analysis of data collected from interviews. Five comprehensive themes emerged: understanding PHC scope, HRH recruitment issues, HRH retention challenges, rural areas' specific challenges and stakeholders' recommendations. Analysis of stakeholders' responses revealed a lack of a unified understanding of the PHC scope impacting the capacity for appropriate HRH planning. Identified impediments to recruitment included the suboptimal supply of HRH, financial constraints and poor management. Retention difficulties were attributed to poor working environments, financial constraints and lack of professional development. There was consensus that HRH challenges faced were aggravated in rural areas, jeopardising the equitable access to PHC services of quality. Equitable access was also jeopardised by the reported shortage of female HRH in a sociocultural context where many females prefer providers of the same gender. The study sets the path towards upscaling recruitment and retention policies and practices through the endorsement of a nationally acknowledged PHC definition and scope, the sustainable development of the PHC workforce and through the implementation of targeted recruitment and retention strategies addressing rural settings and gender equity. Decision-makers and planners are urged to identify HRH as the most important input for the success of PHC programmes and interventions, especially in the growing fields of mental health and geriatric care.

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PurposeThe purpose of this paper is to identify the main driving factors behind the recent increase in the event market size in Qatar from a public policy perspective. It reports on a case study of the 2006 15th Asian Games that assisted in further examining both the underlying and implicit motives behind the phenomenon as well as its expected policy implications.Design/methodology/approachThis exploratory paper uses a case study approach in which two complementary types of data sources are employed. The qualitative data was mainly obtained from in‐depth semi‐structured interviews conducted with 26 key stakeholders ranging from middle to senior professionals, academicians, high‐ranking officials from the local tourism/sports authorities, and representatives from the private sector. The data was further enhanced by an extensive review and analysis of related documents available in the public domain. Data was analyzed using an iterative thematic content analysis whose findings served to illustrate the theoretical perspectives in the relevant prevailing literature.FindingsFindings suggest that Qatar is using events as a way to reimage and position itself as a destination and increase its profile internationally in addition to gaining a competitive edge regionally. Other explanatory factors include: economic sustainability and diversification plans and tourism‐related policies as well as social development strategies. Another identified driver is linked to globalization and modernization trends. These driving factors are consistent with the ones acknowledged in the literature on national and urban event strategies and their purpose.Originality/valueThe analysis conducted in this paper laid the foundation for much needed future evaluation studies on the country's tourism strategies and trends as well as events' impacts. The treatment of this subject from a governmental policy angle has not received nearly enough attention among scholars of tourism policy and events management. Moreover, considering the growing event market in Qatar, this paper fills the gap in the literature in terms of analyzing the driving forces behind this growth and highlights important issues specific to a relatively unexplored region undergoing rapid development.

This study explores the recruitment and retention conditions influencing primary health care (PHC) human resources for health (HRH) in Qatar and suggests strategies for their improvement. A qualitative design employing semistructured key informant interviews with PHC stakeholders in Qatar was utilized. Key interviewees were originally recognized, and snowball sampling was used to identify additional interviewees until reaching saturation point. Interview scripts were transcribed and then analyzed thematically using the Nvivo software package. Thematic analysis precipitated a number of themes. Under recruitment, the centrality of enhancing collaboration with academic institutions, enhancing extrinsic benefits, and strengthening human resources recruitment and management practices. Dedicated support needs to be provided to expatriate HRH especially in regard to housing services, children schooling, and streamlining administrative processes for relocation. Findings revealed that job security, continuous professional development, objective performance appraisal systems, enhanced job transparency, and remuneration are key retention concerns. The study provides a number of recommendations for the proper recruitment and retention of HRH. Health planners and decision makers must take these recommendations into consideration to ensure the presence of a competent and sustainable HRH in the PHC sector in the future.

The collapse of public services in Yemen due to a protracted crisis raging since 2015 has compelled some local citizen-based coalitions to initiate community-based service delivery. This preliminary study identifies Community-Based Initiatives (CBIs) as non-state actors supplying basic services ordinarily provided by governmental institutions. It offers an overview of Yemen’s humanitarian crisis while focusing on public services provision pre- and mid-conflict and highlights the role of CBIs as a response to its breakdown within a severely fragile context. As this work considers CBI a societal constituent and not simply a temporary phenomenon, it discusses the general trends of Civil Society. This article fills the gap in the literature and compares the Western perspective and application of CBIs in Yemen aiming at developing a more specific and contextual conception. The analysis lays the foundation for much needed future studies on the role of informal organizations in service provision in developing countries of the Global South.

Drawing from extensive fieldwork and a rich literature on policy dynamics, I offer a preliminary comparative analysis of the policy process in Qatar and Kuwait focusing mainly on the participants. I assess the broad outlines of politics and power in decision‐making processes in the Gulf Cooperation Council (GCC) while suggesting means of making them more efficient, representative, and responsive to the needs of citizens. This is the first academic article investigating similarities and differences through a systematic analysis of the policy participants in these two countries and their role in the policy‐making process; few studies analyze comparatively the dynamics of policy making in the GCC. Considering the emerging need for governments to develop and implement better processes and increase public participation in government decisions as the result of the Arab revolutions, this article provides recommendations for Qatar and Kuwait, with potential application in the region.