OB Assaignment Case Study

Topics: United Arab Emirates, Employment, Dubai Pages: 9 (1766 words) Published: November 16, 2014

This study examines the influence of employee in the United Arab Emirates (UAE). The impact of employee on five dimensions of work- based satisfaction was assessed. These dimensions include: satisfaction with pay; satisfaction with job characteristics; satisfaction with promotion opportunities; satisfaction with co-workers and satisfaction with supervisors. The principal finding of the study is that the employees express a higher level of satisfaction with pay, job characteristics, promotion opportunities, co-workers, and supervisors than their expatriate counterparts. The study attributes this disparity to social comparison, complexity of work, job stress, role ambiguity, lack of integration in formal and social network within work groups, unfulfilled career advancement, language and culture barriers, and the authoritarian management style of Arab employees.

Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of one’s relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short job satisfaction is a person’s attitude towards job. Job satisfaction is an attitude which results from balancing & summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon one’s success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these end. The study is divided into five sections: The first section provides background information on the context. The second section provides rationale for the study while the third section reviews the relevant literature and offers a series of hypotheses relating nationality to the five work satisfaction dimensions. The fourth section discusses methods used while the fifth section presents and discusses results. The final section offers conclusions.

1. The Context
The United Arab Emirates comprises seven emirates: Abu Dhabi, Dubai, Sharajah, Ajman, Ras al-Khaimah, Fujairah and Umm al-Quwain, which forms a federation with substantial powers to each emirate. The economy of United Arab Emirates (UAE) is largely dependent on the production and export of oil and gas. Dubai Emirate is a notable exception to this; its economy depends on production of services. Dubai City is a busy international trading area and a major gateway to the Middle East. The UAE became a highly prosperous country after foreign investment began funding the desert-and-coastal nation in 1970s. The country has experienced a sharp rise in its standard of living in the last three decades. Manifestations of modernity are evident in UAE‟s state of the art transportation and communications systems, world-class hotels and shopping malls, and the presence of a multitude of multinational corporations and expatriate personnel. However, the country still clings to well-entrenched traditions manifested in, inter alia, the sanctity of camels in the lives of UAE nationals, the influence of identity on the material circumstances of life, and the influence of connections on work-related outcomes. Jobs in private sector organizations are typically held by expatriate workers from numerous countries. Most of these individuals are temporary legal residents of the UAE and maintain their status under restrictive work visas.

2. Rationale of the study
The rationale of the present study stems from the fact that though there are numerous publications on job satisfaction, there have been relatively very little empirical studies assessing the influence of the nationality in general and still less on the strategic implications thereof in developing...

References: 1. Adams, J.S. (1965), "Inequity in Social Exchange," in Berkowitz, L. (Ed.), Advances in Experimental Social Psychology, Academic Press, NY, pp. 267-299
2. Askari, H., Bazzari, M., and Tyler, W. (1998), "Policies and economic potential in the countries of the Gulf corporation council",
3. In Shafik, N. (Ed.), Economic Challenges Facing Middle Eastern and North African Countries, St. Martin‟s Press, NY, pp. 225-255
4. Black, J.S. (1988), “Work role transitions: a study of American expatriate managers in Japan”, Journal of International Business Studies, Vol. 19, No. 2, pp. 277-294
5. Black, J.S., Gregersen, H.B. and Mendenhal, M.E. (1992), “Toward a Theoretical Framework of Repatriation Adjustment,” Journal of International Business Studies, Vol. 23, pp. 737
6. Bonache, J., Suutari, V. and Brewster, C. (2001), “A Review and agenda for expatriate HRM,” Thunderbird International Management Review, Vol. 42, pp. 3-21
7. Bonache, J. (2005), "Job satisfaction among expatriates, repatriates and domestic employees: the perceived impact of international assignments on work-related variables," Personnel Review, Vol. 34, 110-124
8. Brislin, R.W. (1976), “Comparative research methodology: cross-culture studies”, International Journal of Psychology, Vol. 11, pp. 215-29.
9. Based on L. Tischler; “Extreme Jobs (And the People Who Love Them),” Fast Company, April 2005, pp. 55–60.
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