Factors discourage Kuwaiti employees to participate in the private sector labour force (Kuwaitization)

Abstract

Purpose The purpose of this study is to identify factors discouraging Kuwaiti nationals from participating in the private sector labour force (Kuwaitization). Design/methodology/approach A questionnaire was distributed to a sample of Kuwaiti nationals to identify the main reasons that prevent them from joining the private sector labour force. Findings The study revealed that low expectations of private sectors’ employers regarding Kuwaiti nationals discourage them from joining the sector. Kuwaiti nationals believe that the private sector employers look for high standards of communication and computing skills. They avoid working for the private sector because some jobs require working for two shifts and long working hours, and they cannot obtain frequent leave. Other factors that appeared to affect Kuwaiti nationals’ participation in the private sector labour force were lack of job security, fewer holidays, difficulty to obtain special pay leave or early retirement at lucrative terms, uncertainty about the prospect of promotion and job insecurity. Research limitations/implications The current study targets Kuwaiti national employees. To formulate a clear picture about the main factors that influence the success or otherwise of the Kuwaitization policy, it is of paramount importance to explore the opinion of the private sector employers. Practical implications The outcome of this study would be used by policymakers to promote Kuwaitization and increase Kuwaiti nationals’ participation in the private sector labour force. This will increase the country’s reliance on its national labour force and ensure sustainable economic and social development. Originality/value The outcome of this study is expected to assist the Kuwaiti authorities in reformulating the current Kuwaitization policies to achieve its objectives. The study is expected to draw some lessons applicable to other Gulf Cooperation Council countries.