Abstract
In a bid to accelerate the modernization of its economic and social structures, Saudi Arabia has recently embarked on a set of ambitious reforms, including those aiming to advance the role of Saudi women in the economy and society. This study explores both how and the extent to which human resource (HR) managers are involved in undertaking a strategic role in advancing women’s careers amidst the changing legislative mandates. In so doing, we draw upon semi-structured interviews with HR managers and capitalize on the strategic human resources management partnership model and insights from Institutional Theory. Accordingly, we present empirical evidence detailing how the Saudi HR managers are experiencing a slow transformation away from strictly administrative tasks toward strategic partnerships in terms of reducing gender discrimination and further developing women’s careers. However, this transformation is hindered by the varying speed of change among the cognitive-cultural, normative, and regulative institutions, along with disconnects between policy makers, senior managers, and HR managers. These disconnects unfold as institutional challenges hindering the transformation of macroeconomic goals into social progress and managerial practices that further advance the progression of Saudi women’s careers.
Original language | English |
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Pages (from-to) | 1812-1847 |
Number of pages | 36 |
Journal | International Journal of Human Resource Management |
Volume | 33 |
Issue number | 9 |
DOIs | |
Publication status | Published - 2022 |
Externally published | Yes |
Keywords
- Arab women
- Arab world
- gender discrimination
- institutional theory
- Saudi Arabia
- Strategic human resource management
- Vision 2030
ASJC Scopus subject areas
- Strategy and Management
- Organizational Behavior and Human Resource Management
- Management of Technology and Innovation