If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to examine the relationship between employees' motives for communicating with superiors and coworkers, their commitment to their organizations, satisfaction with jobs, and with superiors. Design/methodology/approach -This article makes use of survey research, using quantitative research methodology investigating employees' motives for communicating with their superiors and co-workers, their satisfaction and commitment towards their organization. The research identifies pleasure, escape, relaxation, control and inclusion as motives explaining why people communicate with each other and how they relate to each other. Findings -The findings revealed a relationship between the motives along with satisfaction and commitment. Employees report a moderate commitment with their coworkers as well as superiors. Furthermore, the results showed strong relationships between the control, affection, inclusion, escape and relaxation motives.Research limitations/implications -The research showed strengthening communication ties from a need to encourage more healthy interpersonal relationships by using jointly constructed reality. This approach was more effective because it goes beyond information process and it involves the process of people together creating what will be the mission and vision of the organization and developing corporate values. In addition, the organization's commitment can be enhanced through job enrichment together with matching the individual's values to those of the organization besides, finding ways and means of improving job satisfaction through different strategies such as improving the quality of the supervision, decentralization of power and counselling. Finally, the investigation serves as a context for evaluating the applicability of previous studies to the manufacturing, oil and petrochemical industries in Bahrain, focusing on Bapco (Bahrain Petroleum Company), GPIC (Gulf Petrochemicals Industries) and ALBA (Aluminum Bahrain ). Originality/value -The study is the first thorough study conducted in the three above-mentioned organizations. Therefore, it would be of great value to understand their employees better and improving thei...

Purpose The purpose of this paper is to take cognisance of the work–life balance (WLB) challenges facing working women in Oman, make a review of the family-friendly policies (FFPs), related provisions in labour laws of various nations, and identify and suggest some FFP-based solutions for attracting women to private sector jobs. Design/methodology/approach Initially, desk research was used to review the labour laws of the six Gulf Cooperation Council (GCC) countries and some pioneering countries known for their workplace policies using the major electronic databases and official websites. An exploratory approach was used to understand the lived experience of participants using 46 in-depth interviews. The data were analysed and the findings were explained and contextualised in terms of the Arab culture, wider social processes and consequences related to WLB. Findings The interviews revealed that the majority of women in the private sector are not fully aware of the labour laws and FFPs, and are not satisfied with the existing policies, as they do not provide the right WLB. Women in the private sector demand flexible working hours, privacy at work, reduced work hours and certain other benefits akin to the government sector. Omani Labour Law needs a review of FFPs in line with the best global practices and Oman’s diversification initiatives. The provision, awareness and implementation of FFPs in the workplace are necessary to attract Omani women to private sector jobs. Research limitations/implications This research focusses on Oman in particular and GCC countries in general in its coverage of Omani women workers. The outcomes would be important for the specific segment but would have limited potential to generalise. Practical implications The study of WLB and FFPs is of interest for both academia and industry globally. In its strategic vision 2040, Oman aims to encourage, support and develop the private sector to drive the national economy. To retain and boost the socio-economic development in the post-oil economy, the success of the private sector will depend on the participation of the Omani workforce. The role of working Omani women will be pivotal, for they form a substantial part of the skilled human resources inventory. Social implications Women working in Oman are influenced by labour laws, organisational culture, traditional attitudes and societal values and influences. The voices of women working in the private sector indicate a great need to create awareness of existing policies, ensure their compliance and devise additional workplace policies to enable women to contribute to the labour market. Originality/value There is a dearth of studies examining work policies and employment of women in the context of Oman in particular and the GCC Countries in general. Even in the extant literature, the sectoral imbalance between the government and private sector has not been explored from the perspective of WLB and FFPs. This study presents a unique approach and findings in this regard.

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Emotional intelligence (EI) is being recognised to be a vital element in many educational institutions today. Tuning into one's feelings and understanding others help to build and strengthen relationships in classrooms. There are some Emotional Intelligence skills most often related to academic success such as assertion, drive, strength, commitment ethic, time management, and stress management. This paper looks at emotional intelligence of students in one of Bahrain's reputable national university. A comparison is made between students in Barhain and participants in China to look at cultural differences and the role of national culture in the levels of emotional intelligence among individuals. The results revealed no direct relationship between scores, grade point average, age and emotional intelligence competencies. Overall the scores were in moderation, reflecting moderate levels of emotional intelligence. However, there some subtle culture issues and variations between the culture in China and Bahrain, where some of the items in the EI instruments were found to be culture bound.

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