Human Capital in the Middle East: A UAE Perspective 9783030422103

Table of contents :
Foreword
Contents
Notes on Contributors
List of Figures
List of Tables
1: Introduction
Themes of the Book
Happiness
Employee Incentives
Restructuring and Integration
Employer and Nation Branding
Innovation
Outline of the Book
References
Theme I: Happiness and Human Capital in the UAE
2: The Impact of Cross–Cultural Training on Employee Performance in the UAE Hospitality Industry
Training and Employee Performance
Cultural Training and Employee Performance
Research Methodology
Data Analysis Technique
Data Analysis
Cross-Cultural Training and Impact on Employee Motivation and Abilities
Challenges Faced by HR Professionals in Cultural Training and Development
Discussion
Key Findings
Contribution
Limitations
Future Scope
Conclusion
References
3: Low Employee Engagement in the UAE: Causes and Solutions to Overcome the Issue
Research Questions
Employee Turnover and Employee/Work Engagement
Job Satisfaction
Factors Related to Job Satisfaction
Boredom
Lack of Recognition and Career Advancement
Leadership
Strategies for Employee Engagement, Job Satisfaction and Turnover
Research Methodology
Data Collection
Reasons for Low Employee Engagement
Solutions to Improve/Enhance Employee Engagement
Discussion and Findings
Conclusion
References
4: The Impacts of High Employee Turnover in the UAE Hospitality Industry
Literature Review
Categories of Employee Turnover
Causes of High Employee Turnover in the Hospitality Industry
Comparisons of Employee Turnover in the Airline, Health and Hospitality Sectors
HR Strategy
Factors Affecting Retention
Work Environment
Training and Development
Work–Life Balance
Rewards and Their Benefits
Communication
Conclusion
References
5: The Effects of Employee Engagement on Employee Turnover: A Case Study from the UAE
Employee Engagement
Role of Culture
Role of Job Tenure
Role of Industry
Effect of Employee Engagement on Turnover
Ability-Motivation-Opportunity Model
Discussion
Findings
Culture
Job Tenure
Industry
Oil and Gas Industry
Logistics Industry
Retail Industry
Technology Industry
Conclusion
References
6: Long Working Hours and Their Impact on Employee Productivity in the UAE Service Sector
Dominant Performance and Productivity Theorizations and Models
Relationship of Long Working Hours to Employee Productivity
Potential Productivity Effects of Working Hours Reduction
Psychological Effects
Motivational Effects
Organizational Effects
Variables Impacting Productivity
Black Box Theory
Comparison of Service Sector Productivity in the UAE, GCC, Germany, and India
Discussion and Analysis
Reasons for Working Long Hours in the UAE
Productivity
Variables That Impact Productivity
Model Development
Conclusion
References
Theme II: Employee Incentives in the UAE
7: How Does a Total Reward System Influence Employee Motivation Among Executive Management? An Analysis of the UAE Real Estate Industry
Motivation Theories
Self-Determination Theory
Motivation-Hygiene Theory
Expectancy Theory
Psychological Contract
Reward System
Intrinsic Rewards
Extrinsic Rewards
Total Reward System
Literature Review
Methodology
Data Collection
Sampling Technique and Sample Size
Data Analysis
Research Instruments
Results Analysis
Descriptive Statistics
Correlation
Demographic Analysis
Impact of Age Group on Monetary Rewards
Impact of Age on Non-monetary Rewards
Impact of Experience on Monetary Rewards
Impact of Experience on Non-monetary Rewards
Impact of Gender on Monetary Rewards Usage
Impact of Gender on Non-monetary Rewards Usage
Regression Results
Results Discussion
Novelty
Limitations of the Research
Recommendations
Conclusion
References
Theme III: Restructuring and Integration of Employees in the UAE
8: Consequences of Mergers and Acquisitions and Their Effect on Employees: A Case Study from the Banking Industry in the UAE
Literature Review
Analysis and Discussion
Organizational Change and Mergers in the UAE
Relationship Between Organizational Culture and Employees’ Perspective to Change
Organizational Culture
Exploring Organizational Change and Culture and Their Deep Implications for Employees’ Psychological Perception
Impact of Organizational Culture on Organizational Change
Organizational Mergers and Acquisitions Around the World: Strategic and Financial Perspective
Statistics on Mergers and Acquisitions
Mergers and Acquisitions in the GCC Region
Mergers and Acquisitions in the UAE’s Banking and Financial Sector
Merger and Acquisition of the UAE’s Banking Sector: AL Hilal Bank, ADCB and UNB
Merger of Dubai Islamic Bank (DIB) and Noor Bank in the UAE
Emirates NBD Buys Turkey’s Denizbank
Possible Merger News of Abu Dhabi Islamic Bank and First Abu Dhabi Bank
Merger of Shuaa Capital and Abu Dhabi Financial Group
Possible Merger of Arqaam Capital and The National Investor
Mergers and Acquisitions in Saudi Arabia’s Banking Sector
Mergers and Acquisitions in Kuwait’s Banking Sector
Mergers and Acquisitions in Oman’s Banking Sector
Impact of Organizational Restructuring on Employees’ Psychological Wellbeing
Investigating Merger from Employees’ Perspective
Psychological Effects of Mergers and Acquisitions Across the Globe
Effects of Mergers and Acquisitions on Two Critical Employee Responses
Employees’ Possible Response to Mergers
Relationship Between the Effects of Mergers and Acquisitions and Organizational Change
Psychological Elements of Mergers and Acquisitions: Social Identity Theory
Organizational Change: Exchange Theory
Relationship Between Organizational Valence and Personal Valence
Post-merger Issues
Relationship Between Organizational Culture and Employees’ Perception of Merger Change (Psychological Emotions Experienced Due to Cultural Change)
Impact of Organizational Culture on Change Attempts
Poor Organizational Commitment
The Effects of Post-merger Stress
Outcomes of Researches on Employees’ Reaction During and After Mergers and Acquisitions
Psychological Emotions Experienced During Structural Change
Low Contact Between Managers and Employees Creates a Sense of Ambiguity During a Merger
Effect of Downsizing During Mergers and Acquisitions on Employees’ Psychological Wellbeing
Psychological Factors (Fear and Insecurity)
Employees’ Perception of Organizational Commitment and Organizational Justice
Employees’ Perception of Job Commitment
Recommended Approaches for Successful and Sustainable Mergers in the UAE
Building and Implementing Organizational Learning Culture
Role of Leadership in Building Organizational Culture
Strong Communication Between Top Management and Employees
Organizational Justice
Identifying Gaps and Planning for Efficient Resource Alignment
Avoiding Employee Downsizing
Establishing a Sense of Stability and Security for Employees
Boosting Performance Through Benefits Gained from Merger
Provide Guidance, Training and Tracking Progress
Limitations
Conclusion
References
Theme IV: Employer and Nation Branding in the UAE
9: Key Elements of Nation Branding: The Importance of the Development of Local Human Capital in the UAE
Research Background
Literature Review
Concept of Nation Branding
Export Opportunities Via National Identity and Country of Origin
FDI and Immigration
Tourism Industry
Government Environment
Nation Branding, National Identity and Nation Image
Methodology
Data Collection
Data Analysis
Theme 1: Nation Branding and COO
Theme 2: Nation Branding and Destination Branding
Theme 3: Nation Branding and Public Diplomacy
Theme 4: Nation Branding and Nation Identity
Results Discussion
The Concept of Nation Branding Elements
UAE Nation Branding
Nation Branding and Sustainable Human Capital
Recommendations
Theoretical/Academic Contributions
Managerial/Practical/Policy Contributions
Research Limitation and Areas for Future Research
References
10: E-Commerce Acceptance and Implementation Among Consumers in the UAE: An Opportunity to Build Human Capital for Future Jobs in Technology and Marketing
Literature Review
Research Aim
Methodology
Data Collection
Data Analysis and Results
Factors That Have Contributed Toward Steady Growth in E-commerce Usage in the UAE
Adoption Model of Theory: A Framework for Critically Analyzing the Adoption of E-commerce in the UAE as a Technological Innovation
Compatibility
Complexity
Trialability
Observability
Security/Confidentiality
Impact of E-commerce on Employability of the Current and Future Human Capital in the UAE
Recommendations
Conclusion
References
Theme V: Human Capital and Innovation in the UAE
11: The Role of Human Capital in the Implementation of Healthcare Innovation in the UAE
Methodology
Innovation
Healthcare Innovation and Global Trends
Health Innovation Process and Its Stakeholders
Conceptual Model
Role of Human Capital in Healthcare Innovation
Innovation and Healthcare Providers (HCP) Resilience
Discussion and Analysis of Findings
Challenges of Implementation of Health Innovation in the UAE
High Turnover Rate and Low Retention
Skill-Mix Imbalance and Weak Knowledge
Cognitive Flexibility
Developing Resilience in the UAE’s HCPs
Unified Theory of Acceptance and Use of Technology
Healthcare Innovation Training Program for the UAE’s HCPs
Recommendations
Limitations and Scope for Future Research
Conclusion
References
Index