Exploration of the challenges of Emiratisation in UAE in the 21st century

Albloushi, I

Abstract

In keeping with the goverment aim of institutionalizing the process of labour nationalisation in the United Arab Emirates (UAE), otherwise known as Emiratisation, more efforts are being made to place Emiratis in the private sector in view of the declining number of jobs available in the public sector. Guided by the theory of self-determination (SDT), in the context of Emiratisation, this study explores both social and work environments with the purpose of determining whether the existing conditions – in the context of Emiratisation – tend to encourage or discourage Emiratis when it comes to seeking or staying in jobs in technical firms.
Self-determination Theory (SDT) is a theory of motivation that focuses on the intrinsic attributes of individuals. It has been used to obtain an understanding of the effects of self-regulated behaviour on one’s work motivation, pursuit of goals and job search behaviour. Under Self-determination Theory (SDT), interventions can be made that offer opportunities to satisfy jobseekers’ Basic Psychological Needs Theory (BPNT) for autonomy, belongingness and competence, whether in the workplace or in the family environment. Thus, this study explores the potential of SDT for alleviating problems related to the lower status associated with private-sector jobs.
To enhance knowledge and obtain theoretical guidance, the literature on classic motivational theories, Emiratisation and SDT was reviewed. The examination was carried out by following the main tenets of the basic Psychological Needs Theory (BPNT) within the Self-determination Theory (SDT) framework. The literature indicated the usefulness of SDT in HR research, due to its consideration of the mediating role “psychological needs satisfaction” plays in work outcomes.
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This study presents an examination of the intrinsic motivation (IM) of Emirati jobseekers to participate in the technical/vocational-oriented workforce in the private sector. It aims to develop certain measures that will enhance the drive to seek a job. The workforce development perspective was mostly derived from the context of Emiratisation – the labour nationalisation programme of the UAE. Other complementary determinants – consisting mainly of demographic and socioeconomic variables – were gathered in order to establish whether they had an influence on an applicant’s drive to become employed.
As a research stance, the qualitative method was chosen due to the in-depth, rich data the researcher aimed to acquire and analyse. In administering the main study, two types of research instrument were employed – written questionnaires for the employed and unemployed Emiratis, and survey questions (structured, semi-structured and unstructured) administered in face-to-face interviews with non-Emirati employers.
The major contribution is the application of Self-determination Theory (SDT) to Emiratisation policy. Also, the research provides original findings that include contributions to the body of knowledge that may be useful for academic, practical and career management applications. For the UAE government and its population, the information offered may be repurposed to stimulate awareness among the public concerning how the current imbalance between extrinsic and intrinsic motivation, in the context of finding work, could impact on the UAE economy over the long term. For the lead agencies promoting Emiratisation, this study propounds that foreign companies with enhanced levels of labour force nationalization / internalisation are better able to deliver superior working conditions and more flexible HR policies that are favourable to Emirati workers.

Citation

Albloushi, I. Exploration of the challenges of Emiratisation in UAE in the 21st century. (Thesis). University of Salford

• Thesis Type: Thesis
• Deposit Date: Jun 5, 2017
• Publicly Available Date: Jun 5, 2017