Dr Mahmoud Abubaker

This paper aims to explore the nature of Work–Life Balance (WLB) policies offered within a developing country (Gaza; Palestine) by two telecommunication companies. Firstly, the cultural context is described, in which two semi-public companies have developed a particular set of family-friendly policies, which have attempted to serve the needs of employees of a country enduring blockade and bombardment. Then, ideas are developed exploring why the adoption of Work–Life Balance (WLB) policies in these organisations may have taken a particular pathway. Using the value assumptions of an Islamically informed critical realist approach, qualitative studies have been undertaken in which 20 managers and 42 employees (one third female) have been interviewed in two semi-public companies during a time of turbulence (2015 to 2021) in the political economy of Gaza. These interviews have been subjected to systematic qualitative analysis and interpreted from the methodologies of critical realism and auto-ethnography. The reasons for the provision of WLB benefits identified by respondents were often different in kind and degree from those found in studies in Western countries. These assumed reasons also differed between managers and professional employees. Generally, WLB benefits supported women in an Islamic and Arabic culture in ways which were resonant with cultural settings, but which also reflected local political and union pressures, government regulations, and international influences. The reasons for the provision of WLB benefits identified by respondents were often different in kind and degree from those found in studies in Western countries. These reasons also differed between managers and professional employees. Generally, WLB benefits supported women in an Islamic and Arabic culture in ways which were resonant with cultural and religious settings. This study, the first of its kind in a Muslim, Arabic culture deserves replication with both qualitative and quantitative methodologies.

This initial report of a longitudinal study of 192 English hospital nurses measured Nursing Values (the 6Cs of nursing); Personality, Self-Esteem and Depression; Burnout Potential; Work-Life Balance Stress; “Hardy Personality”; and Intention to Leave Nursing. Correlational, component, and cluster analysis identified four groups: “The Soldiers” (N = 79), with medium scores on most measures, who bravely “soldier on” in their nursing roles, in the face of numerous financial cuts to the National Health Service, and worsening nurse–patient ratios; “Cheerful Professionals” (N = 54), copingsuccessfullywithnursingroles,andavarietyofchallenges,inupwardlymobilecareers;“High Achievers” (N = 39), senior nurses with strong profiles of a “hardy personality”, and commitment to fundamental nursing values; and “Highly Stressed, Potential Leavers” (N = 20), with indicators of significant psychological distress, and difficulty in coping with nursing role challenges. We have initiated a program of co-counselling and social support for this distressed group, by nurses who are coping more successfully with multiple challenges. We discuss the role of nurse educators in fostering nursing values, developing and supporting a “hardy personality” and emotional resilience in recruits to nursing.

© 2017 by the authors. We comment on methodological issues in the use of correspondence testing for discrimination in access to employment-that of submitting identical CVs to employers, but differing by the name (implying their ethnicity) of the candidate. After contrasting changing social structures in Britain and The Netherlands regarding ethnicity and Muslim integration, we report two case studies using correspondence testing for discrimination in employment involving a Muslim woman (in Manchester, England) and a Muslim man (in Rotterdam, Netherlands), outlining the recent socio-political situation concerning ethnic relations in The Netherlands. The methods used indicated apparent discrimination in employment involving both applicants. However, the novel methods we have employed require further verification using both traditional and novel methodologies. Findings from the two case studies are discussed and compared, with further research proposed.

This paper examines types of WLB (Work–Life Balance Policies) that have emerged in research in Western countries, and compares their applicability for male and female employees in Arab countries in general, and in Gaza, Palestine in particular. A qualitative study has been undertaken with employees of telecommunication companies, with thematic analysis to identify new kinds of WLB in an Arab culture. The WLB policies identified in the two companies were often quite different from those identified by Western researchers, and were guided by the religious principles of Islam, cultural factors, and the needs and aspirations of female employees. The international investors identified had adapted their policies to meet the cultural requirements of an Arabic society. This paper contributes to debates on the effectiveness of, and the need for culturally adapted WLB policies which try to meet the aspirations of women in developing countries. Additionally, this case study adds a new theoretical base, advocating the importance of WLB policies which are adapted to local cultural conditions in ways which also meet the aspirations of international business models. The WLB practices identified have not been described previously in any detailed study. The WLB policies and practices identified advocate for further research studies focusing on gender differences in the provision and take-up of WLB, using both qualitative and quantitative methodologies.

Critical Realism (CR) is a philosophical approach to social science research, social action, and social change activism. It provides a framework for social scientists whose value commitments leads them to view the construction of social phenomenon in critical ways, which identify the often hidden oppressive elements in social structures. This understanding of a ‘new’ reality underlies the advocacy of change strategies, and the initiation of dialogue between members of disadvantaged and oppressed groups through the process of ‘morphogenesis’  This model of dialogues enabling change and the ‘unmasking of alienation’ stem from the work of Roy Bhaskar, and has been developed by Margaret Archer and other European scholars. An important feature of CR has been the application by the emergence of shared understanding, by social scientists from different value traditions (e.g. Christianity, Secular Humanism, and Islam). The JOCRISE in taking CR understandings of oppressive social forces into new fields, and with fresh CR models, is welcomed. In appraising the new model from JOCRISE, we offer both Cartesian dualism, and Popper’s World 3 model as elements of a new, dynamic focus on social change advocacy.

We present findings from a 2020 follow-up study of 159 senior hospital nurses involved in the front-line care of COVID patients in urban centres in Northern England, prior to the “second wave” of COVID patients in November 2020. In 2020 further measures of adjustment stress (including PTSD), and self-actualization were added to earlier measures of personality adjustment, work-life stress, and career intention. Principal component and cluster analyses identified 3 main types in the 2020 follow-up cohort: A ‘Actualizing Professionals’; (N=59); B ‘Strong Professionals’ (N=55); C ‘Highly Stressed Nurses’ (N=30). The research model driving this research is that of Critical Realism which identifies the process of morphogenesis which creates a constructive dialogue for social change on behalf of nurses, who faced almost overwhelming stress in caring for COVID patients. We have identified two types of dedicated nurses with a hardy personality style which has helped them face severe stress in emerging as psychologically strong, self-actualizing individuals. These psychological profiles have implications for understanding and supporting women in a wider range of professional and managerial roles.

We consider the roles of Muslim women managers, executives and professionals in three ways: as women qua women; as women of the Muslim diaspora in Western countries; and as women in Muslim Majority Cultures (MMCs). In reviewing the literature on the “glass ceiling” which prevents women achieving parity with men in middle and senior management roles, we are impressed by the work of Helgeson and Johnson on the special qualities of women in management roles, and compare their social psychological model with accounts of “strong” Muslim women who, drawing on Islamic traditions have performed many leadership roles outside of the traditional family. Nevertheless, it is Muslim women’s strength as strong family managers, with men being supporters rather than leaders of such family roles, which we generalise in describing an ideal model of a Muslim women manager. We draw too on traditional Islamic models in describing the kind of capitalist enterprise which may thrive in MMCs, and in which women will play leading roles. Nevertheless, we observe that in many MMCs non-Muslim (but strong) traditions of patriarchy often prevail, and subvert women’s search for higher education and leadership roles.

Finding a balance between the demands of the role requirements of work, family, and social life is a challenging problem for modern society and is particularly relevant for the growth of women’s participation in the workforce. These role conflicts may result in significant psychological stress for individuals. For corporations, stressed employees are also a problem. Work– life balance (WLB) programs to address these issues have emerged in Western countries in the past three decades and have been evaluated in various ways in multidisciplinary studies which have employed sociological and psychological methodologies. WLB programs in developed countries often reflect the ethos of particular cultures, and Western models may not be wholly relevant for cross-cultural comparison. The present study explores these issues using the methodology of critical realism in companies in the telecommunications sector of Palestine. This qualitative study develops a complex model of a newly identified set of factors, which may be relevant for other Arabic cultural settings. Further exploration of this model using psychometric techniques is proposed.

© 2016 by the author.The measurement of discrimination in employment is a key variable in understanding dynamics in the nature of, and change in "race relations". Measuring such discrimination using 'situation' and 'correspondence' tests was influenced by John Rex's sociological analyses, and earlier work, begun in America, was continued in England in the 1960s, and further replicated in Europe and America in later decades. This literature is reviewed, and the methodologies of testing for employment discrimination are discussed. Recent work in Britain and the Netherlands is considered in detail in the light of changing social structures, and the rise of Islamophobia. Manchester, apparently the city manifesting the most discrimination in Britain, is considered for a special case study, with a focus on one individual, a Muslim woman seeking intermediate level accountancy employment. Her vita was matched with that of a manifestly indigenous, white Briton. Submitted vitas (to 1043 potential employers) indicated significant discrimination against the Muslim woman candidate. Results are discussed within the context of Manchester's micro-sociology, and Muslim women's employment progress in broader contexts. We conclude with the critical realist comment that the "hidden racism" of employment discrimination shows that modern societies continue, in several ways, to be institutionally racist, and the failure to reward legitimate aspirations of minorities may have the effect of pushing some ethnic minorities into a permanent precariat, with implications for social justice and social control in ways which may deny minority efforts to "integrate" in society's employment systems.

This Ph.D. thesis explored the military transition and veteran entrepreneurship phenomena through the conceptual lenses of Erving Goffman’s total institution. The study reviewed works associated with total military institutions, veteran transition, military culture, military identity, entrepreneurial success, and veteran entrepreneurship to address the thesis’ research aim: To establish if it is possible to view veteran entrepreneurship as a continuation of military institutionalization. A thematic literature review produced interrelated themes that were used to conceptualize a taxonomic model relating total military institutionalization to military transition and veteran entrepreneurship. The themes from the interview narratives also revealed that successful veterans have a profound actionable desire for continuity in impact and purpose. By combining the aforementioned themes, this research study abstracted a visual conceptual model called the Total Veteran, viewing veteran entrepreneurship and identity role change (transition) as a longitudinal continuation of total military institutionalization through reinventive institutional sociological mechanisms. The purpose of the Total Veteran model is to provide a sociocultural framework for the resocialization of veterans into entrepreneurship affording participants organizational membership, personal and professional support networks, and a pathway for veteran entrepreneurship identity construction. Collectively, the model serves as a reinventive institution with the purpose of transforming military veterans into impactful veteran entrepreneurs. The conceptual model and initial research findings were presented to the U.S. Office of Veterans Business and the Nueva Granada Military’s October 2022 Risk Management, Data Analysis, and Knowledge Management Conference in Colombia.