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The efforts of the United Arab Emirates (UAE) Emiratization initiative (Arabic: Tawteen) have had limited success in increasing the percentage of local Emiratis in the private sector as many companies recruit local citizens to meet mandated quotas and fill non-strategic positions (Forstenlechner et al., 2012; Patro, 2015; Sekhar, 2015). However, on the second trend’s bottom-up approach, focused on reforming the educational system, aligning the curriculum with market needs and the entered workforce (Bains, 2009; Davidson, 2009; EIU, 2009).
Work values refer to the set of standards, principles, and importance of work and work-related issues from an employee’s perspective (Beckett et al., 2017). The current literature on intergenerational differences in work attitudes has relied on generational stereotypes. In addition, it has provided mixed empirical results regarding work values in positive and negative interactions between generations (Klaffke, 2020).
In 2015, Gimbergsson and Lundberg (2016) indicated that work values were divided into broader categories. For instance, intrinsic work values were characterized by development and motivation factors (Galli, 2020). Extrinsic work values were related to power, work, and status. Altruistic work values focus on a desire to help each other and contribute to society. Status-associated work values relate to a satisfaction of personal superiority. Social work value indicators include leisure time and work-life balance, which are associated with work value changes in each generation (Minh et al., 2022; Yang et al., 2018).
The generations are divided and termed based on year of birth (Jiří, 2016):
Generation Y holds a significant difference in values of organizational fit from the previous generations, as they prefer organizations with common goals and vision (Rani & Samuel, 2016). A similar study shows that Generation Y desires extrinsic and social work values. Generation Y seeks short-term and long-term developments to achieve their goals. They also prefer work-life balance (Winter & Jackson, 2015). Generation Z has a different set of values, seeking organizations with long-term objectives and goals.
Work values must be within the confines of work-related standards and values; however, it is influenced by an employee’s attitude toward work (Karthikeyan, 2022). Work values in any organization determine how employees approach their work, individual feelings about one’s job, and the pride or perception one holds for their organization. An organization’s ability to succeed depends on how much emphasis it places on its core principles and how those values are reflected in employee behavior at work.
Leuty (2013) noted that work values can be used as a motivator to achieve work satisfaction. The study highlights the stability of scores over time, regardless of the indecisive conclusion of the study. A quinquennial assessment of work values would serve in the development of human resources practices and strategies in today’s rapidly changing world. According to Lim (2012), the UAE workforce demographics show a significant increase in Generation Y but lack evidence about this group.