Saudization / Emiratization Perceptions
HR & WorkReliability: alpha 0.82–0.88 across recent studies3 sample items
About this scale
A multi-item measure of employee and HR-manager perceptions of Saudization (or Emiratization, Omanization) — national workforce-localization policies in GCC states. Captures perceived effectiveness, fairness, and impact on hiring and retention.
Sample item(s)
“Saudization policies have improved national-employee opportunities in my organization.”
“Saudization quotas affect the productivity of my organization.”
“Saudization is implemented fairly in my workplace.”
Reliability
Reported internal consistency: alpha 0.82–0.88 across recent studies. As a rule of thumb, Cronbach’s α ≥ .70 is considered acceptable, ≥ .80 good, and ≥ .90 excellent for established measures.
Notes
Custom adaptations exist for UAE (Emiratization), Oman (Omanization), Qatar (Qatarization).
Source & citation
Aldossari, M., & Robertson, M. (2016): The role of wasta in repatriates' perceptions of a breach to the psychological contract: A Saudi Arabian case study. International Journal of Human Resource Management, Vol. 27, No. 16, pp. 1854–1873.
Source. Scale details are summarised from the publication cited above. Always consult the original source for the full item set, scoring, and permission to use.
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