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

Safiya Banu; Nicolina Kamenou-Aigbekaen; Laura Galloway

doi:10.1504/IJWOE.2019.105791

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

Safiya Banu^*, Nicolina Kamenou-Aigbekaen, Laura Galloway

^*Corresponding author for this work

Research output: Contribution to journal › Article › peer-review

1 Citation (Scopus)

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 language	English
Pages (from-to)	216-231
Number of pages	16
Journal	International Journal of Work Organisation and Emotion
Volume	10
Issue number	3
Early online date	10 Mar 2020
DOIs	https://doi.org/10.1504/IJWOE.2019.105791
Publication status	Published - 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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10.1504/IJWOE.2019.105791

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title = "A relational approach to exploring inequalities within the human resource management model in the Middle East",

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{\textquoteright}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.",

keywords = "Diversity management, Inequalities, International human resource management, Middle East, Nepotism, Value proposition model, Wasta",

author = "Safiya Banu and Nicolina Kamenou-Aigbekaen and Laura Galloway",

note = "Funding Information: Nicolina Kamenou-Aigbekaen is a Professor of International Human Resource Management (HRM) and Diversity Management at the College of Business, Zayed University in the United Arab Emirates. She has published extensively in the fields of equality and diversity management, work-life balance, human rights, capacity building, HRM policies and practices in non-western regions, methodological issues in diversity management research, etc. Her work has been published in international journals and books and it engages with research in a number of regions such as Europe, Africa, China and, more recently, the Gulf. She has been awarded research funding from a number of bodies, including the UK Equality and Human Rights Commission, the UK Joseph Rowntree Foundation, the British Council and the Qatar National Research Fund. Publisher Copyright: Copyright {\textcopyright} 2019 Inderscience Enterprises Ltd. ",

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PY - 2020/3/13

Y1 - 2020/3/13

N2 - 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.

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

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Keywords

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