Labour localisation and human resource management practices in the Gulf countries

Waxin, Marie‐France; Bateman, Robert

doi:10.4337/9781784719524.00026

Cited by 12 publications

(27 citation statements)

References 27 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Oman stands out as an interesting case with respect to localization. Probably more than in any other GCC nation, Omanis have been willing to take jobs that would have been filled elsewhere by low-wage foreign workers (perhaps due to the fact that Oman is not very oil rich and job opportunities are fewer then other GCC countries (also see Waxin & Bateman, 2016).…”

Section: Singh and Sharma (2015)mentioning

confidence: 99%

“…Further, there are serious concerns related to employable skills of locals. Such developments have serious implications for the HR function in the region and in particular in relation to its role towards improving organizational performance (Iles et al, 2012;Mohamed et al, 2015;Waxin & Bateman, 2016).…”

Section: Singh and Sharma (2015)mentioning

confidence: 99%

“…In addition, there is some level of discomfort for locals when it comes to them being supervised by non-nationals, alongside the lack of integration efforts by expatriates with locals and negative stereotypes of both locals and expatriates towards each other (Abdalla, 2015;Al-Waqfi & Forstenlechner, 2014;Ryan, 2016). This creates serious challenges of all sorts for the HR function (for details see Waxin & Bateman, 2016). Based on the above discussion our next set of research directions are:…”

Section: Challenges For Hrm and Future Research Directionsmentioning

confidence: 99%

See 2 more Smart Citations

The state of HRM in the Middle East: Challenges and future research agenda

et al. 2018

View full text Add to dashboard Cite

Based on a robust structured literature analysis, this paper highlights the key developments in the field of human resource management (HRM) in the Middle East. Utilizing the institutional perspective, the analysis contributes to the literature on HRM in the Middle East by focusing on four key themes. First, it highlights the topical need to analyze the context-specific nature of HRM in the region. Second, via the adoption of a systematic review, it highlights state of development in HRM in the research analysis set-up. Third, the analysis also helps to reveal the challenges facing the HRM function in the Middle East. Fourth, it presents an agenda for future research in the form of research directions. While doing the above, it revisits the notions of Buniversalisticâ nd Bbest practice^HRM (convergence) versus Bbest-fit^or context distinctive (divergence) and also alternate models/diffusion of HRM (crossvergence) in the Middle Eastern context. The analysis, based on the framework of cross-national HRM comparisons, helps to make both theoretical and practical implications.

show abstract

Section: Singh and Sharma (2015)mentioning

confidence: 99%

Section: Singh and Sharma (2015)mentioning

confidence: 99%

Section: Challenges For Hrm and Future Research Directionsmentioning

confidence: 99%

See 1 more Smart Citation

The state of HRM in the Middle East: Challenges and future research agenda

et al. 2018

View full text Add to dashboard Cite

show abstract

“…Bahrain, Kuwait, Qatar, Oman, Saudi Arabia and the United Arab Emirates make up the Gulf Cooperation Council (GCC). GCC countries have experienced astonishing growth since they started exporting oil in the early 1960's, and have transformed from poor, nomadic societies to rich, modern economies over the last decades (Waxin and Bateman 2016a). Studying EM practices in these countries is important, as their rapid urbanization and industrialization has put tremendous pressures on the environment, including energy demand and associated carbon dioxide emissions (Charfeddine and Khediri 2016).…”

Section: The Gulf and Uae Contextmentioning

confidence: 99%

“…Overall, GCC countries have some of the highest per capita ecological footprints in the world (WWF 2016). In the last two decades, GCC governments have begun to diversify their economies away from a dependence on oil, by industrialization and by creating sophisticated knowledge-based economies (Waxin and Bateman 2016a). GCC states have established competitive government-controlled enterprises that are run like private organizations in oil, gas, manufacturing, banking, insurance, telecommunications, tourism, high-tech industries, media and other industries as well.…”

Section: The Gulf and Uae Contextmentioning

confidence: 99%

Drivers and challenges for implementing ISO 14001 environmental management systems in an emerging Gulf Arab country

Waxin

Knuteson

Bartholomew

2017

Environmental Management

View full text Add to dashboard Cite

Worldwide, ISO 14001 certification for organizations has become the norm, but the Arab world accounts for an insignificant portion of all the certified organizations. There is a dearth of research on environmental management systems (EMS) in Arab and emerging countries and in public organizations. The objectives of this research are to: (1) examine the key drivers and challenges related to implementation of ISO 14001 certified EMS in the United Arab Emirates, an emerging Arab country and (2) compare and contrast these drivers and challenges between private and public organizations. We adopt an explorative, qualitative methodology, using semi-structured interviews with environmental managers in 11 organizations (6 private and 5 public) from different industrial sectors. Drivers of EMS certification were mostly similar between private and public organizations, with some differences. Compliance with regulations and standards, and increasing environmental performance were the main drivers for ISO 14001 certification in both private and public organizations. Commitment to sustainability was more important for public organizations. Cost reduction, competitors, leadership commitment and customers' demands were shared drivers, but more stressed by private organizations. Local community and employees' pressures were reported by private organizations only. The challenges to ISO 14001 implementation were similar for private and public organizations. They were: a lack of qualified human resources, practical challenges associated with implementation, a lack of regulations, a lack of support from management, and high costs. Our findings have implications for managers, academics, consultants, and policy makers in the UAE and other emerging markets.

show abstract

Outsourcing, national diversity and transience: the reality of social identity in an ELT context in Omani higher education

Muqarshi

2022

International Journal of Qualitative Studies in Education

View full text Add to dashboard Cite

Labour localisation and human resource management practices in the Gulf countries

Cited by 12 publications

References 27 publications

The state of HRM in the Middle East: Challenges and future research agenda

The state of HRM in the Middle East: Challenges and future research agenda

Drivers and challenges for implementing ISO 14001 environmental management systems in an emerging Gulf Arab country

Outsourcing, national diversity and transience: the reality of social identity in an ELT context in Omani higher education

Contact Info

Product

Resources

About