A relational approach to exploring inequalities within the human resource management model in the Middle East

Safiya Banu, Nicolina Kamenou-Aigbekaen, Laura Galloway

Research output: Contribution to journalArticlepeer-review

Abstract

This paper engages with the under-researched area of human resource management (HRM) in the Middle East and it proposes a unique theoretical for the purpose of carrying out research on inequalities within the Middle East and North Africa (MENA) region. This model will contribute to the understanding of a Middle Eastern version of the human resource value-proposition model (HR VPM). The theoretical underpinning of social capital theory will assist in understanding the philosophical aspect of the study’s research questions (relating to social norms and information channels, inequalities, nepotism, organisational and individual obligations as well as expectations) and conclusions drawn within a diversity management relational framework in order to understand the interaction between individual agency and social structures as well as the impact of culture and historical context of HRM in the Middle East. This paper hopes to contribute to existing literature on diversity management and inequalities in addressing its research questions within the HR value-proposition model.

Original languageEnglish
Pages (from-to)216-231
Number of pages16
JournalInternational Journal of Work Organisation and Emotion
Volume10
Issue number3
Early online date10 Mar 2020
DOIs
Publication statusPublished - 13 Mar 2020

Keywords

  • Diversity management
  • Inequalities
  • International human resource management
  • Middle East
  • Nepotism
  • Value proposition model
  • Wasta

ASJC Scopus subject areas

  • Organizational Behavior and Human Resource Management

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