Research Paper
20
International Journal of Management
Vol. 28 No. 1 Part 1 Mar 2011
Effects of Nationality on Job Satisfaction: Domestic versus Expatriate Bank Employees in the United Arab Emirates
Abdallah M. Elamin King Fahd University of Petroleum & Minerals, Saudi Arabia This study examines the influence of nationality of managers (domestic or expatriate) on work satisfaction in the banking industry in the United Arab Emirates (UAE). The sample comprised a random sample of 82 bank employees, and that job satisfaction was assessed by the Job Descriptive Index. The study revealed that satisfaction with pay, job characteristics, promotion opportunities, co-workers, and supervisors were associated with the nationality of the manager. Moreover, the domestic bank managers expressed a higher level of satisfaction with pay, job characteristics, promotion opportunities, coworkers and supervisors than their expatriate counterparts. The study attributes these differences to both public policy and local cultural factors.
Introduction
In an increasing competitive global environment brought about by a myriad of social, economic, political, and technological forces, international job mobility is becoming a more common experience for a mounting number of employees. An international business experience may have a number of positive outcomes, including skill acquisition, personal development, and long-term career advancement (Black et al., 1992). However, such an experience is not without drawbacks, including family and social tension associated with expatriate assignments, a lack of respect for acquired skills, loss of status, and reverse culture shock on return (Daily et al., 2000; Caligiuri and Lazarova, 2001; Stahl et al., 2002). In view of these positive and negative aspects associated with international relocations, individuals must confront a high degree of uncertainty when they are offered a foreign assignment (Bonache, 2005). Therefore, one of the central questions that
International Journal of Management
Vol. 28 No. 1 Part 1 Mar 2011
Effects of Nationality on Job Satisfaction: Domestic versus Expatriate Bank Employees in the United Arab Emirates
Abdallah M. Elamin King Fahd University of Petroleum & Minerals, Saudi Arabia This study examines the influence of nationality of managers (domestic or expatriate) on work satisfaction in the banking industry in the United Arab Emirates (UAE). The sample comprised a random sample of 82 bank employees, and that job satisfaction was assessed by the Job Descriptive Index. The study revealed that satisfaction with pay, job characteristics, promotion opportunities, co-workers, and supervisors were associated with the nationality of the manager. Moreover, the domestic bank managers expressed a higher level of satisfaction with pay, job characteristics, promotion opportunities, coworkers and supervisors than their expatriate counterparts. The study attributes these differences to both public policy and local cultural factors.
Introduction
In an increasing competitive global environment brought about by a myriad of social, economic, political, and technological forces, international job mobility is becoming a more common experience for a mounting number of employees. An international business experience may have a number of positive outcomes, including skill acquisition, personal development, and long-term career advancement (Black et al., 1992). However, such an experience is not without drawbacks, including family and social tension associated with expatriate assignments, a lack of respect for acquired skills, loss of status, and reverse culture shock on return (Daily et al., 2000; Caligiuri and Lazarova, 2001; Stahl et al., 2002). In view of these positive and negative aspects associated with international relocations, individuals must confront a high degree of uncertainty when they are offered a foreign assignment (Bonache, 2005). Therefore, one of the central questions that