Generation Y workforce expectations: implications for the UAE

Hwee Ling Lim

29 citations0/0 files storedEducation Business and Society Contemporary Middle Eastern Issues

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Generational Differences and Trends Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

Purpose The United Arab Emirates' demographics show the entry of a large Generation Y (Gen Y) segment into the workforce. Companies need talented human resources hence this trend has implications for the country's continued economic growth. However, little is known about Gen Y in the UAE. Furthermore, the asymmetric distributions of the population and labor force by nationality, positively skewed for expatriates, present a diverse population that challenges our understanding of this generation. The purpose of this paper is to examine the life priorities and work preferences of Gen Y Emiratis and expatriates, so that organizations can effectively recruit this new generation into the nation's workforce. Design/methodology/approach Survey and interview results from Schwartz Value Inventory and Twenge et al.'s motivational model were analyzed for correspondence between life priority and work preference choices, and differences in preferences of Emiratis and expatriates. Findings Emirati and expatriate Gen Y regarded seeking stability as the most important life priority and were most motivated by extrinsic rewards. However, differences were found in the ranking of other life values and in comparison with the literature. Originality/value This research extended previous studies and increases understanding of Gen Y at work. Moreover, recommendations for the effective recruitment and retention are provided to help organizations manage this young generation who are central to the future of the Middle East.

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References

2010Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing 1997Work values: An integrative framework and illustrative application to organizational socialization 2007Succession Planning and Generational Stereotypes: Should HR Consider Age-Based Values and Attitudes a Relevant Factor or a Passing Fad?2010The Employment Expectations of Different Age Cohorts: Is Generation Y Really that Different?

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