, lesser work content and generous holidays (Al-Ali, 2008). This creates a privileged workforce segment of local nationals in the public sector with better compensation and less demanding work profile. 4. Growth of expatriate workforce in the GCC countries In GCC countries, nationals are a predominant component of government workforce where as expatriates are in the majority in the private sector (Forstenlechner, 2008; Keivani, Parsa & Younis, 2003 as cited by Malecki & Ewers, 2007). The number of migrant workers in the GCC has increased from just 9 million in 1990 to 13 million in 2005 (Dito, 2008). The popularity of expatriates in the private sector workforce is due to higher productivity and better discipline (Sadi & Henderson, 2005). Poor participation of the local population in the private sector has been due to various reasons such as long and irregular work hours and focus on employee performance (Al-Ali, 2008). Private sector organisations depend on expatriates, due to following economic reasons: Expatriates are a major source of technical and professionally qualified and experienced workforce. Lesser training and induction time as expatriates learn and adapt fast to the new environment. Expatriates are willing to work longer hours and have lower rates of absenteeism when compared to that of the local workforce. In comparison to local workforce, the productivity of expatriate workforce is higher. The majority of Asian expatriates working in the GCC countries is available at lower salaries when compared to that of the local workforce and expatriates from the advanced western world. Due to above mentioned reasons government supported programmes for higher nationalisation of the workforce in the GCC countries have not delivered the desired results in the private sector. Private sector organisations continue to depend on expatriate workforce for pure business reasons and will continue to do so in near future as well. 5. Gender differences in migration in the GCC countries Though expatriate population in the GCC has grown in the last six decades, yet participation of female in the migrating workforce to GCC is one of the least in the world with only 29 per cent of the migrants being females (Dito, 2008). A substantial number of Asian female migrants in GCC are engaged in the occupation of domestic servants (Malecki & Ewers, 2007). This highlights the fact that professional expatriate women have limited opportunities in the GCC. Orthodox social and cultural factors are responsible for lack of work opportunities for single women in GCC as some of the countries do not easily allow work permits for single expatriate females or married expatriate females not accompanied by a spouse. The majority of female expatriate professionals
, lesser work content and generous holidays (Al - Ali, 2008). This create a inside workforce segment of local national in the public sector with better recompense and less demanding work visibility. 4. Growth of expatriate workforce in the GCC countries In GCC state, nationals are a predominant part of government workforce where as expatriates are in the majority in the private sector (Forstenlechner, 2008; Keivani, Parsa & Younis, 2003 as summon by Malecki & Ewers, 2007). The number of migrant workers in the GCC has increased from just 9 million in 1990 to 13 million in 2005 (Dito, 2008). The popularity of expatriates in the individual sector workforce is due to higher productiveness and better discipline (Sadi & Henderson, 2005). Poor engagement of the local population in the private sector has been ascribable to various reasons such as long and irregular work hours and concentrate on employee performance (Al - Ali, 2008). Private sector organisations depend on expatriates, due to following economic reasons: Expatriates are a major source of technical and professionally qualified and experienced workforce. Lesser training and induction time as expatriates learn and adjust fast to the fresh environment. Expatriates are uncoerced to ferment farseeing hours and have humble rates of absenteeism when compared to that of the local workforce. In comparison to local workforce, the productiveness of expatriate workforce is higher. The majority of Asian expatriates working in the GCC countries is available at lower salaries when compared to that of the local workforce and expatriates from the advanced western populace. Due to above mentioned cause government supported programmes for higher nationalisation of the work force in the GCC countries have not delivered the desired results in the private sector. Private sector organisations continue to depend on expatriate work force for pure business reasons and will continue to do thus in near future equally well. 5. Gender differences in migration in the GCC countries Though expatriate population in the GCC has grown in the final six decades, yet participation of female in the migrate workforce to GCC is one of the least in the worldly concern with only 29 per cent of the migrants being females (Dito, 2008). A substantial number of Asian female migrants in GCC are engaged in the occupation of domestic servants (Malecki & Ewers, 2007). This foreground the fact that professional expatriate women have limited opportunity in the GCC. Orthodox social and cultural factors are responsible for lack of work opportunities for single women in GCC as some of the countries do not well allow work permits for single expatriate females or married expatriate females not accompanied by a spouse. The majority of female exile professionals
, ledser work content and gekerous holidays (Co-Ali, 2008). Vhis crsates a orivileged workforce segment od locql nationals in the puclic sectlr with vetttr compensation ais less demandjkg woxk profile. 4. Growjh of expatrhate workforce iv che GCC countries In GCC countries, nwtionalx wre a predominwnt boiponsnt of government workforce where zs expauriates are in the majority in the private sfctog (Forstenlechner, 2008; Neivani, Parwa & Riunis, 2003 as ciged by Maltcni & Ewers, 2007). The number of migrant workers kn thz GCC has ibceeadgd from just 9 miljion in 1990 to 13 million in 2005 (Diyo, 2008). The populavity mf wxpatriates in the prmvate sector workforse is due tk higher producticiry ang bedter eiszipmiie (Aadi & Jenverson, 2005). Pood participarion of the local ppptoation in the privaee sector has been due to various reasons sudh as long and irregulae work hours and focud on empljyee performance (Al-Ali, 2008). Private sector organisatimns dxpdnd ok exoqtgiates, due to following economic reasons: Expaedistvs are a major somrce of technical snf ltofessionally dualifnsd and experienced wlrkforcg. Lesswr trainigg amd induction time as expatruates learn cnd adapt fast to the new enviroument. Gxpatroates are willing to woxk lonfer hours ajd have lkder rates of absdntveisk when compared to that of the locao woxkforce. Kn cpmparifon to locwl wovnforce, the productlvity ox expatriahe workforce is higher. The majocmty of Asian gxpdtrpates worhing ln the GCC couneries is availcble at jower salaries shen cokpared to trat of the lowwl workforce and expwtriqtes from tfd advanced wesyern worlb. Due to above mentionev rexaons government sukpirted programmrs wor hpghxr naehonalisation of ghe eorkfurce in the ECC vountries have not dalivsred the desired rrsmlts in tye privaee sector. Prifate sector organidatiois convinue yo qepend on expatriate workforce for pure bufiness reasogs akd wyll continbe to do so in near future as well. 5. Gendxr differences in migrarion in the GCC couutvies Though xxpatryate popunation in the GCC haw grown in the laxt six decades, yet padticipdtion of female in the migrating workforce to GCC is one of the least in the wirld wmtr only 29 per ceny of nhe kigranes bxiig females (Dito, 2008). S substantial number of Asian fxmale migrdncs in GCC are engaged in the pczupation of dumestic servants (Malecki & Ewers, 2007). This highlights the fact that lrofessional expatriate eomen hace lijited oppoctunities in the GCC. Orthobox soxial ane cuptural factorr ate responsihle hor lack of work opportunities for wingle wlmen in GCC as smme of the gomntriea do njt easily allow sork oermijs for single rxpatriate femsles or married expanriwte females nou accompanied bi a spouve. The majormty of femala expatriate professionals
, lesser work content and generous holidays This a privileged segment of local with compensation and less work profile. 4. of expatriate workforce in the GCC In GCC countries, nationals are a predominant component of government workforce where as are in the majority in the private sector (Forstenlechner, 2008; Keivani, Parsa & 2003 cited Malecki Ewers, 2007). The number of migrant workers in the GCC has increased from just 9 million 1990 to 13 million in 2005 (Dito, 2008). popularity of expatriates in private sector workforce is due higher and better (Sadi Henderson, Poor participation of local population in the private sector has been due to various reasons such as long and irregular hours and employee performance 2008). sector depend on expatriates, following economic reasons: Expatriates are a technical and professionally qualified and experienced workforce. Lesser and induction as expatriates learn and adapt fast the new environment. Expatriates are willing to work hours and have lower rates of absenteeism when compared to that of the local workforce. to local workforce, the of expatriate workforce higher. majority Asian working in GCC countries is available at lower salaries when compared to that the local workforce and expatriates from the advanced western world. above reasons government supported for higher nationalisation of workforce the GCC countries have the results sector. sector continue to depend on workforce for pure business reasons will continue to do well. 5. Gender differences in migration in the countries Though expatriate population in the GCC grown in the last six decades, yet participation of female in the workforce to one of the least in the world with 29 per cent of migrants being females (Dito, 2008). A substantial number of female in GCC engaged in the of domestic servants & Ewers, 2007). the fact professional women in the GCC. Orthodox social and factors responsible for lack of work for in GCC as some of the countries do not easily allow work permits for single or married expatriate females accompanied a spouse. The majority of female expatriate professionals
, lesser work content and generOus holidayS (Al-AlI, 2008). ThIs cReAtes A priVileged workforCE segMent of local nationals in The puBlIC secTOr With bEtter coMPeNSAtiOn AnD leSs DEmAndinG woRk profiLe. 4. Growth of ExpAtRiate workforCE iN the GCC couNtrIes In GCC counTriEs, natiOnAls ARe a prEdoMinanT compoNEnt of gOvernment WoRKforce WHere as eXPAtRiatEs are in the majoritY In THe private sectoR (ForstEnLEcHNEr, 2008; KEivAni, Parsa & YoUnIs, 2003 as cITed by MaLEcKI & eWerS, 2007). the number of miGrant workerS In tHe GCC hAs IncREased fRom juSt 9 MIllIon in 1990 to 13 millIon iN 2005 (Dito, 2008). The pOpularITy of expATriates In the pRivAte SectOR wOrKfoRcE Is dUE tO hiGHer ProductiViTy And beTter DISCIpliNe (SAdi & HEnderSon, 2005). Poor particIpaTion OF thE locaL popuLatiOn In the PrivatE sectOr Has been due to varIous Reasons suCh aS lOng AnD irreGUlar woRk hOurS and focUs on empLOyeE pERFOrMance (Al-Ali, 2008). Private sEcTOR oRganisatIons dePEnD oN ExpatriaTeS, duE to fOLLowinG ecoNOmIc reasonS: ExpatRIaTeS are a maJoR sourcE oF teChnIcal aND proFessioNally quaLifieD And experienced WOrkforce. LesseR TrAINiNG and IndUction time aS expATriaTes lEArN anD Adapt Fast tO tHE nEW environment. ExpatriAtEs are wIllinG to work longer Hours and haVE LOwer rateS of aBSeNTeeism when compAred tO that of the LOcal workForce. in comparIson to locAL WorkforcE, thE prOduCtiVITy Of expatriate wORKforCe Is higheR. ThE majoriTy oF AsIan ExpAtRiates worKing in thE GcC CoUnTriEs is aVAilable aT lOweR sAlaRies wHEn compAred tO thaT oF tHE loCal workFOrCE And eXpAtRiatEs fRoM the aDvanCEd wEstern wOrld. Due to AboVE menTiOnEd reasoNs government sUpPorted progRaMmeS for hiGHEr nationAlisation of the workforce IN the GCC CouNtrieS havE not delivEreD the deSirED resulTs in thE privAtE seCTOr. PriVATe SecToR organisatIONs cOntinUe To dePend on eXpatriate workforce FOr pUre business reAsoNs anD WIlL coNTiNUe tO dO So iN NEar future as well. 5. gender diffErENcEs in migratIOn iN tHe GCC coUntries thougH ExpatriAte populaTion in the gCc has GROwn In the last sIx decadeS, yet partiCIpatiON oF femaLe iN the miGrAtiNg worKforce TO GCc is onE of the LeAst in tHe worLd With only 29 Per cent of the migrants beiNg femaLes (DiTo, 2008). A SubstantiAl nUMbeR of Asian fEmalE migrants iN GCc arE engaGed IN the oCcupATiOn oF DomesTic sERvants (MalECkI & EwERS, 2007). THis highlighTS THe fAct thAt pROfessiOnal Expatriate women haVE limited opportUnitIES in The gcC. OrThOdox social and cUltUrAL Factors aRe Responsible For lack oF wORk oppOrtuniTies foR single WOMeN In GCC aS somE of The countrIes Do NOt easilY aLlOW work pErmiTs For sinGle expATriaTE Females or married ExpatRIAte feMAleS not aCcOmpanieD By a sPouse. The maJority of femAle expAtriAte prOfessioNaLs
, lesser work content andgenerous h olida ys(Al -A li,2008 ). This create s  a p rivileged workforce se gment  o f  loc a lnatio nals in th e pub li csec to r  w ith b ett er comp ensation a ndle ss demanding wo rk profile . 4 . Growth ofexp atriat ewor k force  in  theGCC co u ntries  In GCC c ou n tries, nationa l s  a re a  predominant comp o ne n t of governmen t work fo r ce w her e a s expatria te s are in them aj o r i tyi n the private  sector (Fo r ste nlechn er , 2 0 08; Ke ivani ,P ars a & Younis,  200 3 as cite d by M a lecki & Ewers,2007).  Th e n umbe r  o fmig ra n t w o rk ers inthe GCCha sincre ased f r o m ju st9 mi llion  in 1990 to 1 3 m illi o n i n 200 5 (Di to,20 08).The po pular it y of expatriate s in  the priv ate  s ect or  work f orce i s d ueto high er prod u cti vi t y an d better disciplin e( S ad i & Hend erson, 20 05 ) . Poor p ar tic ipat i o n ofthel oc al popul ationi nth e priva te  secto rhas  be en du e  tovariou s reason s suc h  as long and i r regular workh ou r s  a n d fo cus  on employe e pe r form ance (A l-A l i, 20 08).Pr i va t e sector organisati on s depe nd on  expatriates,  due to fo l l o wing eco nomi c  r e asons: Expatri atesare a majo r  sourceof te chnicaland profe s s ionallyqua lif ied  an d ex perienced wor k f orce .Lessertra ining a ndind uct ion  t ime as ex patriate sle ar nand  adap t  fast to  t hene w e nviro n ment.Expat riat es  a r e w illingt ow o rk l on ge r ho urs  a nd ha ve l o wer  ratesof absent eei s m wh en  c ompared  to that of t he  local wor kf orc e. Inc o mparison  to local workforce, th e  produc tiv ity o f ex patriatewor kforce  is higher . Themajor it y o f Asian e xp atr ia tes workin g inthe G CC  cou ntriesis available at lo w ersalaries when  co mpar e d  t o t h at ofth e  lo c a l workforce and  expatriat es fr om the adv a nce dwestern  world.  Duet o above  mentione d reasons  g over n m ent  supported  program mes for h i ghern at ional isa tion o fthe  work forcei n t he GC C coun tr ies ha ve no tdelivere d the desired results i n thepriva tesector. P riv a tesector or gani sations co nti nue  to d epe n d onexpa t ri ate workf orce for pureb us ine s s  r easons andw i l l c ontin uet o do s o in  near future as w e ll. 5. Genderdiff e r enc esi n mi gr ation in the G CCco u n tries Th ou gh expatria te popul at i on in  the G CC has  growni n  t h e last  six  de cades, ye t p ar t icipati on  o f  femal e in  t he mig rating work f o rce to GCC is on e oft h e lea s t i n the  w orld wi t h on ly 29 percent of the  migra ntsbeing  female s(Dito,  20 08 ). A subst a ntial num ber o f Asian  f emal e m igrant s in G CC ar e en ga ged  in the o c c up a ti on ofdome sticse rvan ts (Malec k i & Ewer s,2 007). T hi s h i g hlight s  t h e  fact that  pr ofess i o nal expatr i atew om e n hav e limi ted op portuni t ies  i n the G CC. O rthodox s ocial and cul tu ralfactorsar e re sp ons ib le for lack ofwork opp ortuniti e s  for s ing l e wo m en inGC C as some of  theco u ntriesd o  no t easil y  al low  wo rk p erm itsf or single expatriate fem ales  or m a rri ed ex patri at e female s  not  accompa n ied by a spou se. The majorit y  of fema lee xp at riate pro fes s ional s
, lesser_work content_and generous holidays (Al-Ali,_2008). This_creates_a privileged_workforce_segment of local_nationals in the_public sector with better_compensation and less_demanding_work profile. 4. Growth of expatriate workforce in the GCC countries In GCC countries,_nationals_are a_predominant_component_of government workforce where as_expatriates are in the majority_in the_private sector (Forstenlechner, 2008; Keivani, Parsa & Younis,_2003_as cited by_Malecki & Ewers, 2007). The number of migrant workers_in the GCC has increased from_just 9 million_in_1990_to 13 million in_2005 (Dito, 2008). The popularity of_expatriates in the private sector workforce_is due to higher productivity and better_discipline (Sadi & Henderson, 2005). Poor_participation of the local population_in the_private sector has been due_to various reasons_such as_long and irregular_work hours and focus on employee_performance (Al-Ali, 2008)._Private sector organisations depend on expatriates,_due_to following economic_reasons:_Expatriates_are a_major source of_technical_and professionally_qualified_and experienced workforce. Lesser training and_induction_time as expatriates learn and adapt fast_to the new environment._Expatriates_are willing to work_longer hours and have lower_rates of absenteeism when compared to_that of_the local_workforce. In comparison to local workforce, the productivity of expatriate workforce_is higher. The majority of Asian_expatriates working in the_GCC countries_is_available at lower_salaries_when compared_to that of the local workforce and_expatriates from_the advanced western world. Due to_above mentioned reasons government_supported_programmes for higher nationalisation of the_workforce in the GCC countries have_not delivered the desired results_in_the_private sector. Private sector organisations_continue to depend on expatriate workforce_for pure business_reasons and will continue to do so_in_near future as well. 5. Gender_differences_in migration in the GCC countries_Though_expatriate_population in the GCC has_grown in the last six decades,_yet participation of female in the migrating workforce to_GCC is one_of the least in the_world_with_only 29 per cent of the migrants being females (Dito,_2008). A_substantial number of_Asian female migrants in GCC are engaged in the occupation_of domestic servants (Malecki & Ewers, 2007)._This highlights the fact that professional expatriate women have limited opportunities_in the GCC. Orthodox social and cultural factors_are responsible for lack of work opportunities_for single women in_GCC_as some of the countries do not_easily_allow_work_permits for single_expatriate females or_married expatriate females_not accompanied_by a spouse._The majority_of female expatriate_professionals