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1 – 10 of 19Most prior literature on the GCC workforce nationalization has focused on a limited set of themes (e.g. nationalization challenges), initiatives (e.g. quota system) and…
Abstract
Purpose
Most prior literature on the GCC workforce nationalization has focused on a limited set of themes (e.g. nationalization challenges), initiatives (e.g. quota system) and methodology (e.g. qualitative) and none has captured the full range of content associated with its implementation phenomenon resulting in our current incomplete knowledge on it. As one of the first studies on this phenomenon, our study explores the factors influencing comprehensive implementation of workforce nationalization in Qatar. We postulate a research model based on the strategic human resource and strategic management works of literature which contain five exogenous variables under three perspectives: Qatarization, organizational and environmental.
Design/methodology/approach
The study model was tested by using structural equation modeling (SEM) to analyze data collected from 300 managers in Qatar.
Findings
The results show that four variables –formal Qatarization planning, top management commitment, Qatarization experience and stakeholder pressures – positively influence the comprehensive implementation of Qatarization efforts.
Practical implications
Successfully implementing Qatarization objectives requires a robust synergy between dedicated planning and unwavering commitment from top management. Further, to effectively navigate the challenges of nationalization, collaboration with key stakeholders becomes pivotal. Our findings offer actionable insights for public organizations aiming to optimize their Qatarization efforts, emphasizing the integral role of holistic strategies and committed leadership.
Originality/value
We introduce a novel research model rooted in both strategic human resource and strategic management theories. Diverging from traditional qualitative approaches, our quantitative methodology provides empirical depth to our findings.
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Tamer H. Elsharnouby, Heba Younis, Said Elbanna and Nasrina Mauji
This study explores local Qatari job seekers' and employees' perceptions of the workforce nationalization strategy to address an inadequacy in the workforce nationalization…
Abstract
Purpose
This study explores local Qatari job seekers' and employees' perceptions of the workforce nationalization strategy to address an inadequacy in the workforce nationalization literature in Gulf Cooperation Council countries. It also unpacks the factors that attract or discourage local job seekers and employees when considering a new job.
Design/methodology/approach
Data were collected through in-depth interviews with 28 local job seekers who were either currently unemployed or employed and seeking another job at the time of the interviews.
Findings
The data revealed that nationals perceive Qatarization as a means to replace expatriate employees with nationals, particularly in the public sector and leadership positions. This misinterpretation of the strategy leads to complications, such as the waithood phenomenon and a sense of entitlement for guaranteed employment. The findings also provide insights into nationals' attitudes toward employment, including job attraction and discouraging factors.
Research limitations/implications
The results provide policymakers with insights into the misinterpretation surrounding nationals' perceptions of workforce nationalization and remedies for better implementation of the strategy.
Originality/value
The study addresses two clear gaps in the workforce nationalization literature: (1) examining how nationals perceive the workforce nationalization strategy and (2) unpacking the factors that make employment attractive or unfavorable for nationals.
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Justin Williams, Ramudu Bhanugopan and Alan Fish
This paper seeks to provide an overview of the concept of “localization” of human resources in Qatar. Relative to the rest of the Gulf Cooperation Council countries (GCCCs)…
Abstract
Purpose
This paper seeks to provide an overview of the concept of “localization” of human resources in Qatar. Relative to the rest of the Gulf Cooperation Council countries (GCCCs), economic development began late in Qatar due to political and economic factors such as the influx of an immigrant labour force and changes in the education system. Now, with one of the fastest growing economies in the world, and the highest per capita income, Qatar has vigorously embraced rapid economic expansion. However, in a small country awash with natural resources, and with a population engulfed by expatriates, the issue of “localization” is a pressing economic and social issue.
Design/methodology/approach
This paper reviews the national human resource situation in this atypical context, and seeks to determine the factors that impact on “localization” in this small, yet important Gulf nation.
Findings
There are some common barriers to “localization” throughout the GCCCs. These can be summarized as: an inefficient quota system; a culture that is focused more on prestige than performance; strict cultural practices concerning women in the workforce; education systems that are not market driven; and an inequitable social contract and distribution of oil and natural gas wealth in the GCCCs.
Originality/value
While much attention has been directed to the concept of “localization” in developing countries, “Qatarization” has received no attention in the scholarly literature, despite the resounding political and economic role that Qatar has in the GCCCs.
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Tracy Scurry, Jenny K. Rodriguez and Sarah Bailouni
The paper aims to contribute to the discussion about how SIEs articulate narratives as cognitive efforts to expand, restrict or adapt their repertoire of identities in highly…
Abstract
Purpose
The paper aims to contribute to the discussion about how SIEs articulate narratives as cognitive efforts to expand, restrict or adapt their repertoire of identities in highly regulated environments.
Design/methodology/approach
Drawing from a social constructivist positioning, the paper explores situated social and relational practices using a qualitative framework that relied on primary data gathering through semi‐structured interviews. Qatar is a context of particular interest for exploring identity narratives of SIEs given the highly regulated environment and the large numbers of non‐nationals within the overall workforce. The study was conducted in an anonymous Qatari public shareholding company.
Findings
Findings suggest that narratives of self are framed in relation to structural constraints and patterns of adaptation. These reveal the interplay between identity, careers and self‐initiated expatriation at macro‐country and micro‐individual levels. As part of these themes, narratives of mobility and opportunity emerged in reference to career experiences and discussions about themselves (lives, identities, and expectations).
Originality/value
The paper contributes to our current understanding of SIEs and encourages us to consider the importance of context in shaping the SIE experience. Similarly, the scarcity of literature about SIEs in GCC countries makes this paper a timely contribution. These contributions have significant implications not only for theoretical discussions about SIEs, but also for discussions on the interplay between migration, identity and global careers.
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This study aims to advance practice and research on workforce nationalization in the Gulf Cooperation Council (GCC) countries through identifying relevant policy and practical…
Abstract
Purpose
This study aims to advance practice and research on workforce nationalization in the Gulf Cooperation Council (GCC) countries through identifying relevant policy and practical implications needed to implement nationalization initiatives effectively.
Design/methodology/approach
The author followed a two-stage approach. Stage 1 reviewed the literature to identify relevant papers on workforce nationalization in the GCC region. Stage 2 used a thematic analysis to propose relevant implications for both policy makers and employers.
Findings
Through the lens of four perspectives at different levels, i.e. legal, organizational, human development and socio-cultural perspectives, the author has identified ten policy and practical implications. Both governments and employers need to consider these when developing holistic strategies for effective workforce nationalization.
Originality/value
Over several decades, the GCC countries have been implementing several nationalization initiatives to increase the percentage and qualifications of their national employees. The significance of these initiatives stems from the fact that the GCC countries lack adequately trained citizens. Moreover, regardless of political attitudes toward foreigners, development plans for modernization, industrialization or urbanization heavily relies on foreign employees. This is because nationals represent the minority of employees and are largely employed in the public sector. This phenomenon needs the attention of scholars to discuss different aspects of nationalization and how to effectively implement it.
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Said Elbanna, Shatha M. Obeidat, Heba Younis and Tamer H. Elsharnouby
This study aimed to contribute to the field of Human Resource Management (HRM) by providing a critical review of existing scholarly research and a thematic analysis of the…
Abstract
Purpose
This study aimed to contribute to the field of Human Resource Management (HRM) by providing a critical review of existing scholarly research and a thematic analysis of the workforce nationalization domain in the Gulf Cooperation Council (GCC) countries. To strengthen the literature on this topic, it seeks to identify key gaps and areas for further exploration.
Design/methodology/approach
A two-step systematic research methodology (qualitative and quantitative) and a thematic analysis of empirical and theoretical studies were used in this study. The quantitative review was conducted using a predesigned coding framework.
Findings
The study identified and discussed four perspectives of workforce nationalization in the GCC countries. These were (1) the conceptualization of workforce nationalization; (2) the role of institutional policies in achieving it; (3) the practices and outcomes of nationalization efforts and (4) the impact of gender and women in the nationalization process.
Research limitations/implications
This study has several limitations, which the authors have addressed by proposing several future research avenues. For example, the reviewed studies are skewed toward certain countries (e.g. UAE and Saudi Arabia), which limits the generalizability of their findings.
Practical implications
A more comprehensive definition of nationalization, development of qualitative and quantitative measures to enhance HRM practices and outcomes, and the identification of alternative approaches to improve the employment of locals are emphasized as needs. Additionally, revised measures and mechanisms to rectify negative perceptions about entitlement and the revision of policies to integrate females in the national labor force are suggested.
Originality/value
Workforce nationalization initiatives in the GCC region offer a unique and rich research phenomenon replete with managerial, organizational, economic and political dilemmas. The investigation of this phenomenon would profoundly enlighten employers, policymakers and scholars.
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After 30 years, the oil industry in Qatar has relatively few Qataris in middle and senior management posts. The reasons were the small indigenous population, the lack of manpower…
Abstract
After 30 years, the oil industry in Qatar has relatively few Qataris in middle and senior management posts. The reasons were the small indigenous population, the lack of manpower planning, attractive employment opportunities elsewhere, and indifference towards training by the international oil companies. Now nationalised, and with a Qatari chief executive, one of the oil companies commissioned the author to set up a Qatari development and training scheme — described here in detail — suited to the socio‐cultural environment.
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Mohd. Nishat Faisal and Bader A. Al-Esmael
Organizational commitment (OC) has important implications for both individuals and organizational outcomes. This paper aims to present an approach to understand the dynamics…
Abstract
Purpose
Organizational commitment (OC) has important implications for both individuals and organizational outcomes. This paper aims to present an approach to understand the dynamics between various enablers that help to improve OC in the organizations.
Design/methodology/approach
Using interpretive structural modelling, the research presents a hierarchy-based model and the mutual relationships among the enablers of OC in organizations.
Findings
The research shows that there exists a group of enablers having a high driving power and low dependence requiring maximum attention and of strategic importance, while another group consists of those variables that have high dependence and are the resultant actions.
Practical implications
This classification provides a useful tool to human resource managers to differentiate between independent and dependent variables and their mutual relationships which would help them to focus on those key variables that are most important for effective implementation of policies to improve OC in their organization.
Originality/value
This research assumes importance in context of countries in the gulf region which are developing economies dependent on large-scale expatriate workforce. Meeting governmental legislation alongside managing differences in culture, work attitude poses a challenge to human resource managers. The findings of this study would serve as a guide to these managers to frame effective policies related to OC.
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Fauzia Jabeen, Mohd Nishat Faisal and Marios Katsioloudes
The purpose of this paper is twofold: first, to understand Emirati nationals’ perceptions of the role of workforce localisation policies in their professional aspirations and…
Abstract
Purpose
The purpose of this paper is twofold: first, to understand Emirati nationals’ perceptions of the role of workforce localisation policies in their professional aspirations and growth and, second, to determine the role of higher education and job attributes in the achievement of their goals. The study uses a hierarchy-based model/road map to improve localisation efforts by attempting to aid understanding of the relationships and barriers hindering these processes.
Design/methodology/approach
The study follows a two-stage process. In the first stage, a questionnaire-based survey was administered to 207 Emirati postgraduate students from public and private universities based in two major Emirates: Abu Dhabi and Dubai. The sample data were analysed by basic descriptive statistics in the form of cross-relationships and rank correlation tests. In the second stage, an interpretive structural modelling approach was used to develop a hierarchy-based structural model of the barriers to localisation.
Findings
Emiratis younger than 30 years old consider localisation as an enabling factor in their professional success in contrast to those older than 30 years old. The results also indicate that working female Emiratis have significantly more positive attitudes regarding the contribution of localisation towards their professional success than that of their male counterparts. However, both genders see a mismatch in efforts being made to better equip themselves for the workplace. The hierarchy-based model delineates variables that could contribute to making localisation a successful employment programme in the United Arab Emirates (UAE).
Research limitations
The findings of this study relate to the UAE. However, there are similar localisation programmes that have been implemented in other Gulf Cooperation Council states. Hence, while the results of this study are relevant to the UAE, they may not be generalisable to the entire Gulf region.
Practical implications
It is proposed that the research findings and the structural model of relationships may help policy makers develop suitable strategies to strengthen the Emirati localisation programme.
Originality/value
This study makes a contribution to the literature and can serve as a guide to policy makers for localisation programmes. This is achieved by analysing the attitude of UAE nationals studying at higher education institutions. Furthermore, the study presents a hierarchy-based model of the barriers to localisation that explains the root causes of the problem.
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The purpose of this paper is to address the factors influencing the performance and productivity of Qatari citizens in organizational settings, with specific aims to maintain a…
Abstract
Purpose
The purpose of this paper is to address the factors influencing the performance and productivity of Qatari citizens in organizational settings, with specific aims to maintain a high-quality performance standard in Qatar's labor market.
Design/methodology/approach
The author applies job performance theory to explain the dynamics within organizational settings. Primary sources were utilized, and data was collected from a 2017 Qatari national survey using simple random sampling.
Findings
The results indicated associations between sociodemographic characteristics and work-related factors and job performance. As compared to their male counterparts, female employees reported lower job performance. Working in a private organization was associated with lower job performance as compared to working in the government sector. An older age (>50 years) and working in a family friendly organization was associated with higher job performance.
Research limitations/implications
The approach used in this study contributed to a richer understanding of employees' positions in the Qatar workforce; yet, there are several methodological limitations in cross-sectional survey design. Further contributions to this research gap could include a wider scope of geographical locations within the Arab Gulf states with diverse industries; employing a robust experimental investigation, thus creating causation between the intervention and research outcomes.
Originality/value
The originality of this article lies in the micro-level model that recommends state-directed interventions to create family-friendly organizational cultures to assist in the retention of high-performing employees.
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