Human resource is one of the major resources that enables an organization to sustain and grow in the present business era, which is characterized by high degree of competition and internal rivalry among the organizations. One of the major elements that has an influence and impact on the overall levels of employee performance is that of occupational stress. High levels of occupational stress has always a negative impact on the performance of employees. This research aims at making an assessment of the impact of occupational stress on employee performance in organizations in the Middle East. It also aimed to assess the overall levels of occupational stress within the factors that caused occupational stress, and the manner in which occupational stress influences employee performance. The study is also intended to put forward recommendations in order to have effective management of occupational stress. In order to address all these aims, a mixed methodology was deployed. The overall findings of the research indicated that occupational stress had a negative impact on the overall performance of the employee, where occupational stress is majorly defined by the presence of role conflict and role ambiguity as well as the lack of career development within the organization.
Omanization is a strategy applied by the Sultanate of Oman since 1988 with an aim to replace expatriate workers with Omani nationals. The Omani government has set goals to increase the percentage of employed Omani nationals compared with foreigners (expatriates) through Omanization as a routine Human Resource (HR) practice. This strategy was introduced because of the increasing number of expatriates that indirectly resulted in reduced job opportunities for Omani nationals. It is expected that this strategy would allow Omani nationals to get jobs and consequently needed training and development programs. This research work is focusing on Omanization and its likely impact on HR practices in Oman. As it was not feasible to collect data from both the public and private sectors, this research, therefore, aims to analyze the perceptions of private sector employees on Omanization. This research is expected to highlight likely changes in the HR practices applied and their effectiveness in Oman. It will be worthwhile identifying how employees from the private sector foresee this strategy, and whether the Omanization initiative can actually improve the quality of work and enhance HR output to reach a higher level of productivity. It is assumed that Omanization could have a significant impact on HR practices, so it was decided to conduct interviews and focus group discussions with some of the private sector employees to gain a richer insight. Findings from this research indicate that there is a gap between the labor market and the education system. It is evident that fresh graduates lack the necessary skills and training for taking over the positions. Furthermore, there is a lack of training and development programs for the employees. This research is highlighting some recommendations too for the progress toward Omanization.
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