Increasing Turnover Rate among Emirati Employees in Private Sector in Ras Al Khaima

Abstract

Purpose: This study is aiming to examine the factors that contribute to the increasing rate of Emirati employees leaving their jobs in Ras Al Khaima private sector. It will demonstrate how these factors affect employees and result in their decision to leave their jobs. Additionally, which factor has the most impact on their intentions to resign will be identified. Moreover, what Human Resource Management do in response to that issue in order to strengthen their organization's position in the business market. According to the findings, this paper will attempt to introduce and propose some recommendations on how Human Resource Management can attract Emirati people to work in Ras Al Khaima private sector. Methodology: To handle this problem, the research will depend on the based-literature review methodology. The study relied on literature review to infer the factors that contribute to the increasing turnover rate among Emirati employees in Ras Al Khaima private sector. A comprehensive review of relevant academic and empirical literature was conducted to find out these factors. Findings: The main finding of the study is the positive relationship between job satisfaction and salary, rewards, benefits & compensation, as well as flexible work practices and career development opportunities. Job satisfaction decreases the employee intention to quit their jobs. Additionally, shorter working hours which is needed to achieve work-life balance is related positively to employee retention and decreases turnover rate among employees. The paper also concluded that organizational support, fairness perception, and work-family culture are critical variables in employee retention. Unique Contribution to Theory, Practice and Policy: The study will provide new insights that would incorporate different views on employee turnover relevant to the Emirati context particularly in the private sector of Ras Al Khaimah. It will offer some recommendations that will enable policymakers to develop measures that can help reduce turnover rates among Emirati employees. It will also help in improving the HR practices according to the awareness of the socio-cultural and economic characteristics that affect the Emirati workers. Additionally, the policy recommendations may inform the creation of laws and measures that could enhance the employment status and satisfaction of Emirati employees in the private sector. The paper recommends creating strategic Emiratization initiatives, enhancing work environment through focusing on cultural values, engaging HR managers in setting UAE-specific HRM models that account for cultural and organizational peculiarities.