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Emic and Etic Perspectives on HR Practice for Managing Human Resource Issues Affected by the Prevalence of Informal Networks in Arab Countries

Author

Listed:
  • Sa’ad Ali

    (Derby Business School, University of Derby, Derby DE22 1GB, UK)

  • David Weir

    (York Business School, York St John’s University, York YO31 7EL, UK)

  • Munirah Sarhan AlQahtani

    (Business School, Imam Mohammad Ibn Saud Islamic University, Riyadh 11564, Saudi Arabia)

  • Mansour Mrabet

    (Business School, Imam Mohammad Ibn Saud Islamic University, Riyadh 11564, Saudi Arabia)

Abstract

Whilst research on Wasta has been improving in quantity and quality, there is still much more to know about the interactions between the different parties in Wasta transactions, the role of power in this process and how it impacts HR functions. As such, this research aims to address this gap by exploring the use of Wasta in human resources (HR) functions, drawing on 17 semi-structured interviews with HR, recruitment and line managers working in the Jordanian banking sector. This paper focuses on the roles of trust and power in the organizational transactions in which Wasta is positioned and identifies recruitment and selection (R&S) as one of the main human resource (HR) practices and procedures that are affected by Wasta. The findings shed light on the impact of Wasta on HRM practice on the micro and macro levels, highlighting the complex socio-economic needs for this practice which, whilst they might be beneficial on the micro level in terms of securing employment for job seekers and benefits for organizations in the Wasta exchange process, can also have some substantive negative outcomes in the forms of social and economic exclusion of others outside the Wasta network. By doing so, it develops the conceptualization beyond the often-simplistic view of Wasta as a negative (and sometimes positive) practice as viewed by previous research extending it to a practice that could have either impact on different stakeholders.

Suggested Citation

  • Sa’ad Ali & David Weir & Munirah Sarhan AlQahtani & Mansour Mrabet, 2024. "Emic and Etic Perspectives on HR Practice for Managing Human Resource Issues Affected by the Prevalence of Informal Networks in Arab Countries," Administrative Sciences, MDPI, vol. 14(10), pages 1-13, September.
    • Handle: RePEc:gam:jadmsc:v:14:y:2024:i:10:p:236-:d:1485939
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    References listed on IDEAS

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    1. Khakhar, Priyan & Rammal, Hussain Gulzar, 2013. "Culture and business networks: International business negotiations with Arab managers," International Business Review, Elsevier, vol. 22(3), pages 578-590.
    2. Loewe, Markus & Blume, Jonas & Schönleber, Verena & Seibert, Stella & Speer, Johanna & Voss, Christian, 2007. "The impact of favouritism on the business climate: a study on wasta in Jordan," IDOS Studies, German Institute of Development and Sustainability (IDOS), volume 30, number 30, March.
    3. Pawan Budhwar & Vijay Pereira & Kamel Mellahi & Sanjay Kumar Singh, 2019. "The state of HRM in the Middle East: Challenges and future research agenda," Asia Pacific Journal of Management, Springer, vol. 36(4), pages 905-933, December.
    4. Ibrahim A. Elsaher, 2024. "WASTA in Arab Societies: Optimizing or Worsening Quality of Life? The Role of Religiosity," Societies, MDPI, vol. 14(7), pages 1-16, June.
    5. Sven Horak & Markus Taube, 2016. "Same but different? Similarities and fundamental differences of informal social networks in China (guanxi) and Korea (yongo)," Asia Pacific Journal of Management, Springer, vol. 33(3), pages 595-616, September.
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