The purpose of this paper is to address the factors influencing the performance and productivity of Qatari citizens in organizational settings, with specific aims to maintain a high-quality performance standard in Qatar's labor market.
The author applies job performance theory to explain the dynamics within organizational settings. Primary sources were utilized, and data was collected from a 2017 Qatari national survey using simple random sampling.
The results indicated associations between sociodemographic characteristics and work-related factors and job performance. As compared to their male counterparts, female employees reported lower job performance. Working in a private organization was associated with lower job performance as compared to working in the government sector. An older age (>50 years) and working in a family friendly organization was associated with higher job performance.
The approach used in this study contributed to a richer understanding of employees' positions in the Qatar workforce; yet, there are several methodological limitations in cross-sectional survey design. Further contributions to this research gap could include a wider scope of geographical locations within the Arab Gulf states with diverse industries; employing a robust experimental investigation, thus creating causation between the intervention and research outcomes.
The originality of this article lies in the micro-level model that recommends state-directed interventions to create family-friendly organizational cultures to assist in the retention of high-performing employees.
