Recruitment and retention of Emirati Gen y in the petroleum industry: A gender comparative study

The United Arab Emirates (UAE) petroleum industry needs to secure talented professionals in a difficult labor market due to the retirement of older workers and the entry of a large younger Generation (Gen) Y cohort. Moreover, young women professionals remain an underutilized source of human capital even as oil-gas companies have made progress in Emiratization. Since there is limited research on Gen Y professionals at work in the UAE, this study investigated gender differences in the work motivators of Emirati Gen Y in the energy sector and compared factors affecting their recruitment and retention. Surveys (face-to-face and online) and interviews (individual phone interviews) were conducted with respondents from a major UAE petroleum company. The sample comprised 45 employees, born 1980 to 1990 (aged 22 - 32 years in 2012), both genders, holding technical and administrative positions in the company. Quantitative and qualitative data were obtained and the findings showed that intrinsic and extrinsic work motivators were most important in the Gen Y professionals' vocational decisions. The results also showed changes in the importance placed on specific intrinsic and extrinsic motivators, by each gender, in recruitment compared to retention. The findings contributed to the field of human capital development and Emiratization in the UAE. The study added to current understanding of the work motivators of Gen Y who are vital to the future of the energy industry. The recommendations for the effective recruitment and retention of Gen Y provided can be used to guide companies, not just limited to those in the petroleum industry, formulate personnel policies that will positively influence Gen Y professionals' decision to join and continue working for the organization.