This paper aims to explore the links between two components of commitment – affective and continuance – and employees' intention to stay/quit in the oil industry. A self-administered questionnaire was used in order to collect study data from 600 employees representing three levels of management. Eight hypotheses were developed such as there is no significant relationship between affective commitment and intention to quit the organization, there is no significant relationship between affective commitment and intention to stay with the organization, there is no significant relationship between personal variables and organizational commitment and its dimensions, and there is no significant relationship between job-related variables and organizational commitment and its dimensions. These hypotheses were examined using various tests drawn from the SPSS program, for example, correlations, factor analysis and multiple regressions. Findings confirmed the multidimensionality nature of commitment. A significant negative relationship between organizational commitment and intention to quit was also reported. The results related to demographic factors and commitment show some evidences that support these links. The implications of the findings for both practitioners and researchers are discussed in the paper with some guidelines for future research in this field.

In the last two decades, the prevalence of South Asian migrant workers has significantly increased in the UAE’s construction sector, and they are under huge debt. Although researchers heavily stress the role of employers in migrant workers’ debt, the role of debt before departure has not been investigated. Thus, this study bridges this gap in the literature in the context of South Asian construction migrant workers. The objective of this study is to investigate how informal recruitment fees and debt arrangements contribute to bonded labor and dependency among migrant workers. A qualitative approach was used to conduct in-depth interviews with 30 South Asian migrants employed in the construction sector. This article highlights how pre-migration debt—which is often accrued through informal loans and exploitative recruitment fees—has been underexplored in migration studies. Drawing on interviews with 30 South Asian laborers, this study identifies five interconnected themes: pre-migration debt bondage, exploitative lending practices, lack of legal recourse, emotional manipulation, and a cycle of dependency. While UAE labor policies have improved, the real vulnerabilities lie in the informal recruitment systems and weak oversight in migrant workers’ countries of origin. Consequently, five themes were generated from the analysis: pre-migration debt bondage, exploitative lending practices, no legal recourse, emotional manipulation, and cycles of dependency. This study contributes to our existing knowledge by revealing the experiences of migrant construction workers from South Asia in the UAE. While the UAE has established one of the region’s most progressive legal frameworks to protect migrant workers and set clear labor standards, many exploitative practices occur outside its jurisdiction, particularly in the workers’ countries of origin. This study underscores that the root of the problem lies in weak enforcement and informal recruitment networks in sending countries, not in UAE policy itself. Addressing these challenges requires coordinated international action to ensure that migrant protection begins well before arrival.

This study explores the role of ethical leadership in fostering employee green behaviors (EGBs) within higher education institutions (HEIs) in the UAE. While environmental initiatives are increasingly being integrated into university operations, there has been limited empirical research examining how leadership styles influence pro-environmental behaviors among academic staff. Using a mixed-methods sequential explanatory design, our study surveyed 105 HEI employees and conducted in-depth interviews with 6 of the participants. The quantitative findings reveal a moderate but significant positive correlation between ethical leadership (EL) and EGB (ρ = 0.314, p < 0.001). The reliability scores for both EL (α = 0.888) and EGB (α = 0.754) confirmed the internal consistency of the measurement items used. The qualitative insights support the theoretical foundation drawn from Social Learning, Value–Belief–Norm, and Environmental Stewardship Theories. Employees reported modeling their green behaviors on observable leadership actions aligning with their shared moral values. A key distinction emerged between authentic and performative green behaviors, with employees responding more positively to leaders who modeled consistency and sincerity. This study concludes that ethical leadership significantly influences the environmental culture in HEIs by embedding sustainability into daily practices and institutional values. This research addresses a regional and theoretical gap, contextualizing ethical leadership in the Middle Eastern academic setting and offering practical implications for leadership development, policy alignment, and sustainable cultural transformation.

This study aimed to uncover how harm is normalised in migrant communities using rationalisations, power imbalances, and emotional distancing. This research counters the dominant discourse that migrant communities are cohesive, altruistic, and protective by critically analysing the psychological and moral mechanisms of intra-community harm. Migration scholarship has long extolled the contribution of migrant networks to settlement, employment, and integration. Using a qualitative ethnographic approach, data were gathered using participant observation and semi-structured interviews with twelve purposively sampled migrants. The aim of applying a primary qualitative study was to capture a detailed, first-hand understanding of participants’ lived experiences and social relations. It permitted the in-depth examination of how people rationalise and navigate intra-community harm in the actual contexts of their lives. Thematic analysis yielded four significant findings: one, injustices in the community are frequently met with silence and inaction due to fear and moral disengagement; two, assistance is extraordinarily situational and gendered, often falling disproportionately on women or being mediated by institutions; three, internal exploitation—like rent gouging and manipulation of aid—is justified through community narratives; and four, people increasingly feel isolation, emotional burnout, and only symbolic unity at communal events. The research suggests that, although migrant networks can offer critical resources, they are not invulnerable to internal hierarchies and moral collapses. To create effectively inclusive and nurturing settings, future interventions must account for more than mere structural barriers, intra-group processes, and psychological rationalisations allowing intra-community injury.