Search
  Advanced Search
 
Journal search
Journal cover: Employee Relations

Employee Relations

ISSN: 0142-5455

Online from: 1979

Subject Area: Human Resource Management

Content: Latest Issue | icon: RSS Latest Issue RSS | Previous Issues

Options: To add Favourites and Table of Contents Alerts please take a Emerald profile

Previous article.Icon: Print.Table of Contents.Next article.Icon: .

Stereotyping of citizens in an expatriate-dominated labour market: Implications for workforce localisation policy


Document Information:
Title:Stereotyping of citizens in an expatriate-dominated labour market: Implications for workforce localisation policy
Author(s):Mohammed Al-Waqfi, (College of Business and Economics, United Arab Emirates University, Abu Dhabi, United Arab Emirates), Ingo Forstenlechner, (College of Business and Economics, United Arab Emirates University, Abu Dhabi, United Arab Emirates)
Citation:Mohammed Al-Waqfi, Ingo Forstenlechner, (2010) "Stereotyping of citizens in an expatriate-dominated labour market: Implications for workforce localisation policy", Employee Relations, Vol. 32 Iss: 4, pp.364 - 381
Keywords:Individual perception, Intergroup relations, Labour market, National economy, Stereotypes, United Arab Emirates
Article type:Research paper
DOI:10.1108/01425451011051596 (Permanent URL)
Publisher:Emerald Group Publishing Limited
Acknowledgements:The authors are grateful to Emirates Foundation and Oxy Occidental, which funded this research under Emirates Foundation grants 2008/034 and 2009/190. Further, the authors would like to thank Mohamed T. Madi and Hassan M. Selim for their assistance in developing the instrument as well Robert Studholme and the anonymous reviewers for their comments on earlier versions of this paper.
Abstract:

Purpose – Even though initiatives to increase the participation of citizens in the workforce have been in place for more than a decade in the United Arab Emirates (UAE), the results are not impressive. Citizens' workforce participation – it is argued in the literature – is hindered by structural as well as attitudinal concerns. A key concern of this paper is to explore stereotypes which – as anecdotal evidence in the literature suggests – are a key hindrance to successful localisation.

Design/methodology/approach – A survey was completed by 310 expatriates and citizens. Exploratory factor analysis was used to understand the key factors describing how UAE citizens are perceived and stereotyped and ANOVA analyses were used to understand the determinants of such perceptions.

Findings – Findings confirm the general belief that Emiratis are negatively stereotyped by expatriates in the UAE labour market. Four themes or factors regarding perceptions of citizens were identified: generally negative perceptions with regard to skills and competencies, work ethics, cultural disposition, and perceived effectiveness of Emiratisation.

Research limitations/implications – The sample was not ideally balanced as it included more citizens compared to the overall composition of the labour market.

Practical implications – The implications of these negative stereotypes on intergroup relations and expected impacts on Emiratisation are discussed. Ultimately, this paper provides a new subject perspective on immigration, presenting the case of citizens being a minority in need of acculturation to their own country's work environment.

Originality/value – This paper is the first to empirically assess stereotyping and negative perceptions of citizens and its implications on workforce nationalisation in the GCC region.



Fulltext Options:

Login

Login

Existing customers: login
to access this document

Login


- Forgot password?
- Athens/Institutional login

Purchase

Purchase

Downloadable; Printable; Owned
HTML, PDF (114kb)Purchase

To purchase this item please login or register.

Login


- Forgot password?

Recommend to your librarian

Complete and print this form to request this document from your librarian


Marked list


Bookmark & share

Reprints & permissions

Facilitating age diversity in organizations.