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In this study, we used the career construction theory (CCT) to examine the effects of career adaptability resources and career adapting responses on the career readiness of young adults in the United Arab Emirates (UAE). Using data from a sample of 635 senior business students at two universities, we found that career adaptability has a positive impact on two measures of career readiness including career decidedness and perceived employability. Our findings also indicate that career adaptability, as expected, predicts two relevant career adaptive responses within the United Arab Emirates context including intentions to seek "Wasta" (using social connections to help in finding a job) and willingness to work in the private sector (WWPS). We further found that WWPS mediates the relationship between career adaptability and perceived employability. Theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Few studies have explored the careers of Native Americans. Historically, this population has been, and continues to be, ignored within mainstream career and management studies. To address this research gap, the current study explores the challenges that Native Americans, living and working in various locations and states across the United States, face. Drawing on Syed and Özbilgin's relational framework, a qualitative approach was used whereby 14 in-depth, semistructured interviews were conducted and analyzed using thematic analysis. The findings highlight the salience of some challenges including poor educational levels of completion, lack of transportation means, shortage of employment opportunities, difficulty in work–life balance, and cultural stereotyping and prejudice. The results of the study have important implications for career development practitioners, legislators, higher institutions of learning, and other stakeholders interested in advancing the lives of these disadvantaged people. [ABSTRACT FROM AUTHOR]

This article explores the entrepreneurial motivations of women entrepreneurs in the United Arab Emirates. It analyses the impact of macro social forces and cultural values on the motivation for entrepreneurship and explores how post-materialism, legitimation and dissatisfaction theories may explain these motives. In-depth semi-structured interviews were conducted with local women entrepreneurs and analyzed using an interpretive approach. The results illustrate how Emirati women entrepreneurs navigate the patriarchy of their society, socio-economic realities, and structural and attitudinal organisational barriers to construct and negotiate their entrepreneurial motivations. The findings also illustrate how the entrepreneurial motivations of Emirati women unfold in a complex interplay between pull and push motivational factors within the Arab patriarchal and Islamic contexts, thus lending credence to the post-materialism, legitimation, and dissatisfaction theories, which collectively help explain the entrepreneurial motives of women in this context. [ABSTRACT FROM AUTHOR]

This study examined the association between selected organizational factors and job satisfaction dimensions. The study sample consisted of 346 women managers working in the services industry in Lebanon. This study findings indicate that managerial rank, monthly salary, and the size of the organization have a statistically significant effect on the job satisfaction of Lebanese women managers. Overall, the data revealed that women managers in the services industry were satisfied with their careers, despite their dissatisfaction with pay, fringe benefits, and promotions. The findings present implications for business management processes, human resource practices, and government-led initiatives in Lebanon and in the Arab Middle East. [ABSTRACT FROM PUBLISHER]