The state of HRM in the Middle East:Challenges and future research agenda

Based on a robust structured literature analysis, this paper highlights the key developments in the field of human resource management (HRM) in the Middle East. Utilizing the institutional perspective, the analysis contributes to the literature on HRM in the Middle East by focusing on four key themes. First, it highlights the topical need to analyze the context-specific nature of HRM in the region. Second, via the adoption of a systematic review, it highlights state of development in HRM in the research analysis set-up. Third, the analysis also helps to reveal the challenges facing the HRM function in the Middle East. Fourth, it presents an agenda for future research in the form of research directions. While doing the above, it revisits the notions of “universalistic” and “best practice” HRM (convergence) versus “best-fit” or context distinctive (divergence) and also alternate models/diffusion of HRM (crossvergence) in the Middle Eastern context. The analysis, based on the framework of cross-national HRM comparisons, helps to make both theoretical and practical implications

Expatriate time to proficiency: individual antecedents and the moderating effect of home country

Purpose: The purpose of this paper is to examine the direct impact of individual variables (cultural openness, social orientation, willingness to communicate, confidence in own technical abilities, active stress resistance, prior international experience) on expatriate time to proficiency (TTP); and the moderating effects of the home country on the relationships between these individual variables and expatriate TTP. Design/methodology/approach: The authors use a quantitative, self-administered questionnaire to gather data from assigned expatriates from different countries in India, analysed through partial least squares. Findings: The findings show that, first, four individual variables, i.e. social orientation, willingness to communicate, confidence in technical abilities and active stress resistance reduce expatriate TTP in the global sample. Second, the individual antecedents of expatriate TTP vary significantly across home countries. Research limitations/implications: The results confirm the importance of individual antecedents in explaining expatriate TTP and the importance of context in the study of expatriates’ cross-cultural effectiveness. The authors also propose new, shorter measures for the individual antecedents. Practical implications: The practical implications for HRM professionals relate mainly to selection and cross-cultural training. Expatriates may also get a better understanding of the individual and contextual variables that impact their TTP. Originality/value: The authors show that individual antecedents interact with context, here home country, to predict expatriate TTP in an under-researched host country, India

Another look at family adjustment

This chapter argues that in the international career context there is a need to conceptualise the adjustment of the family unit holistically. We discuss what that means and how it can be done. We note that to date the family has almost always been conceptualised as a hindrance to or a support for the working expatriate. However, in international assignments the family as a whole is expatriated and the family may become part of the expatriate resources with the line between work and family/personal life blurring. We draw on the Family Adjustment and Adaptation Response (FAAR) literature to argue that previous conceptions of adjustment have failed to capture the complexity of the process from the family perspective and we use that literature to develop our understanding of the process of adjustment of the family unit and suggest ways forward

Critical barriers to environmental management system implementation in the Nigerian construction industry

This is an accepted manuscript of an article published by Springer in Environmental Management, available online: https://doi.org/10.1007/s00267-021-01473-y The accepted version of the publication may differ from the final published version.The impact of different hazardous substances of the construction industry being released to the environment is alarming. This constitutes an adverse effect on the quality of life of construction workers and the populace at large. To reduce this menace, Environmental Management System (EMS) was put in place. Meanwhile, the implementation of EMS in the Nigerian construction industry (NCI) is not certain. This study, therefore, investigated the barriers to EMS implementation in the NCI to group them into a smaller form, i.e., fewer numbers. A questionnaire survey was developed and administered to construction professionals in Nigeria using a purposive sampling technique. The retrieved 106 copies of the questionnaires were subjected to both descriptive and inferential statistics such as mean score, standard deviation, analysis of variance test, post hoc test and exploratory factor analysis. An exploratory factor analysis was conducted three times to identify the critical barriers to EMS implementation in the NCI. The study findings reveal three main categories of barriers affecting EMS implementation, namely; (1) knowledge barrier; (2) process barrier; and (3) culture and management barrier. The study concluded that the three factors indicate the major cardinal barriers that could describe the impediment of EMS in the NCI. It was recommended that the training of construction professionals is important to enhance improvement culture in the NCI