Emiratisation: determining the factors that influence the recruitment decisions of employers in the UAE

Forstenlechner, Ingo; Madi, Mohamed T.; Selim, Hassan M.; Rutledge, Emilie

doi:10.1080/09585192.2011.561243

Cited by 74 publications

(65 citation statements)

References 30 publications

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“…The current extreme underrepresentation of UAE nationals in the private sector, and in entrepreneurial activity, highlights a significant problem for the UAE's workforce nationalization (Emiratization) strategies. Only 1.3 % of UAE nationals work in the private sector (Forstenlechner et al 2012). Much of this imbalance is a function of the relative levels of security and Examining the Multidimensional Work Ethic Profile in an Arab Context widening salary/benefits gap between the public and private sectors (Forstenlechner and Rutledge 2010), but little is known of the role that work ethic plays in influencing this imbalance among UAE workers.…”

Section: Work Ethic In the Arab Contextmentioning

confidence: 97%

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

Ryan

Tipu

2014

J Bus Ethics

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While the concept of work ethic has been discussed in the Arab context (Sidani and Thornberry in J Bus Eth 91(1): [35][36][37][38][39][40][41][42][43][44][45][46][47][48][49] 2009), the significant conceptual and methodological limitations of the existing work ethic and work value research elucidate the need for a more robust investigation of the multidimensional work ethic construct in the Arab context. Multidimensionality of the work ethic concept has gained considerable attention in recent years as researchers attempt to move away from the religiously labeled Islamic and Protestant work ethic conceptualizations. The current study examines the Arab work ethic through the use of the multidimensional work ethic profile (MWEP) on a sample of future business leaders in the United Arab Emirates. A total of 484 business students completed an Arabic version of the MWEP short form. The results show that centrality of work and hard work are the highest scoring work ethics followed by self-reliance, wasted time, and leisure. There are significant differences in work ethic dimensions across gender and categories of family breadwinner. No significant differences in work ethic dimensions are observed across categories of nationality and work preference groups. The findings are discussed in relation to the unique insight they offer on the nature of work ethic in an Arab context.

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Section: Work Ethic In the Arab Contextmentioning

confidence: 97%

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

Ryan

Tipu

2014

J Bus Ethics

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“…In contrast, the KSA population was estimated at 26.1 million (2011) with Saudi citizens comprising the majority (79%) and expatriates making up the rest (Table 1). However, both countries' labour force statistics show similar patterns as nationals form the minority (UAE 15%; KSA 20%) and unemployment rates for nationals are relatively high at 12.9% (Emirati) and 10.5% (Saudi) (Forstenlechner et al, 2012;Qabbani & Shaheen, 2011). respectively, to create jobs specifically for citizens and reduce dependence on expatriate workers (Mashood et al, 2009).…”

Section: Labour Nationalization Policies: Emiratization and Saudizationmentioning

confidence: 99%

“…From 1999 to 2008, there were consistent declines in the ratio of employed expatriates to nationals in both countries (Baldwin-Edwards, 2011) and the quota-driven policies were largely successful in attracting nationals mainly to government sector jobs (Al-Ali, 2008;Al-Dosary & Rahman, 2005). Since government jobs offer higher salaries, pension, tenure, and shorter working hours, most nationals prefer government jobs to private sector positions or even starting their own business (Forstenlechner et al, 2012;Forstenlechner & Rutledge, 2010).…”

Section: Labour Nationalization Policies: Emiratization and Saudizationmentioning

confidence: 99%

The Emergent Gen Y Workforce: Implications for Labour Nationalization Policies in the UAE and Saudi Arabia

Lim

2014

JBTP

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“…Since the 1990s, the governments of the Gulf Cooperation Council countries have come to realize that their nationals need to diversify and move outside the public sector (Forstenlechner et al, 2012). However, in Oman, this trend toward the localization of labour emerged earlier than in other Gulf States, with the late 1970s seeing a radical modernization of the country (Beasant et al, 2002).…”

Section: Introductionmentioning

confidence: 99%

National HRD in Oman: a Stakeholder Perspective on the Implementation of the National Training Programme

Al-Harthy¹,

Lawless²,

Mouzughi³

2017

IJHRDPP&R

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This paper is set within the context of Oman, where National Human Resource Development (NHRD) has been utilized to develop the knowledge and skills of the indigenous population, create job opportunities for a greater number of job seekers and reduce the nation's dependency on expatriate labour (Omanization). The National Training Programme (NTP) is the key initiative that aims to achieve Omanization and which provides the context for this paper. The NTP is overseen by the Ministry of Manpower (MoM) and involves a tripartite agreement between Trainees, Training Providers, and Employers. This "training mingled with employment" commenced in 2003 and has provided training for more than 36,000 individuals, in areas as diverse as commerce, industry, and craftwork. However, despite these encouraging figures, produced by the Ministry, there is a lack of empirical research that surfaces the voices of the other stakeholders involved in the NTP policy implementation. This paper addresses this void and illustrates how the key stakeholder groups: the Ministry of Manpower, Training Providers, Employers, and Trainees viewed the implementation of the NTP policy. In doing so, we highlight the complexities of the relationships involved and illuminate an emerging 'blame culture', which, if left unacknowledged, will hinder the implementation of the NTP, and impact negatively on Omanization. We conclude with implications for practice and argue that, in order to enhance the future implementation and success of the NTP, on-going participatory action research is required that includes all stakeholder groups, if the challenges of this emerging 'blame culture' are to be understood fully.

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Emiratisation: determining the factors that influence the recruitment decisions of employers in the UAE

Cited by 74 publications

References 30 publications

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

The Emergent Gen Y Workforce: Implications for Labour Nationalization Policies in the UAE and Saudi Arabia

National HRD in Oman: a Stakeholder Perspective on the Implementation of the National Training Programme

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