HRM Challanges in Managing Sri Lankan Migrant Workers Under Jordanian Labour Laws
The primary obstacle in this situation stems from difficulties in meeting regulatory requirements and enforcing contractual agreements. Sri Lankan workers working in foreign countries face wage disputes and working hour misunderstandings because their expectations differ from local labor regulations. According to Institutional Theory organizations need to operate within legal boundaries to establish their legitimacy (Scott 2021). The system shows two major problems because enforcement mechanisms face challenges and workers lack knowledge about their rights.
Another issue is cross-cultural management and communication barriers. The process of integration and performance outcomes get impacted by language differences and cultural expectations. Hofstede's Cultural Dimensions Theory shows how different power distance and uncertainty avoidance levels impact workplace behavior (Hofstede Insights 2022). The HR department needs to establish cultural training programs together with inclusive communication methods to decrease conflict.
The organization considers both employee health and psychological needs to be vital for success. The temporary work permit holders experience difficulties because they cannot secure their jobs and face restricted access to complaint resolution processes. The Psychological Contract Theory shows that when people fail to meet their expectations, they become less engaged and more likely to leave (Rousseau, 2020). The organization requires transparent systems and effective support mechanisms to achieve its objectives.
Figure 03: Psychological Contract Theory
Organizations need to implement ethical HRM practices which require them to establish legal awareness programs and develop specific contracts and work together with Sri Lankan agencies. The alignment of HR strategies with legal requirements and employee welfare leads to enhanced employee retention and improved organizational performance.
Conlusion
Compliance requirements need to be balanced with employee-centered HRM practices when managing Sri Lankan migrant workers in Jordan. The establishment of an equitable and sustainable workplace needs to integrate three fundamental elements which include institutional frameworks and cultural practices and psychological methods.
References
Hofstede Insights. (2022). Country comparison tool.
International Labour Organization. (2023). Migrant worker rights and protections in the Middle East.
Jayasuriya, S., & McAuliffe, M. (2021). Labour migration trends in South Asia. Migration Policy Practice.
Rousseau, D. M. (2020). Psychological contracts in organizations.
Scott, W. R. (2021). Institutions and organizations.
United Nations. (2022). International migration report.
I agree that legal compliance, cultural differences, and psychological factors create complex challenges for HR professionals. and i would be interesting to further explore how Sri Lankan organizations and agencies can better support workers before and after migration.
ReplyDeleteYes, it's really connected with policies & psychological factors, as well as an HR point of view, needs to manage the employees, as well as production requirements. It's most interesting
ReplyDeleteThis is a thoughtful and well-contextualized analysis of the HRM challenges faced by Sri Lankan migrant workers in Jordan. I like how you integrate Institutional Theory, Hofstede’s Cultural Dimensions Theory, and Psychological Contract Theory to explain legal, cultural, and emotional dimensions. The focus on real issues like wage disputes and communication barriers makes it very practical. To strengthen it further, you could briefly discuss enforcement mechanisms or the role of governments and agencies in protecting workers. Overall, this is a clear, relevant, and impactful discussion on ethical and strategic HRM in a global context.
ReplyDeleteExcellent post, you've captured the current Sri Lankan context very well. Given the high rate of migration (Brain Drain) we see today, what is your advice for local HR managers to retain top talent when they can't always match international salary scales? Is culture enough to keep them?
ReplyDeleteVery strong and well-researched post, you’ve clearly linked theory to real HR challenges faced by migrant workers, which makes the discussion very grounded and relevant. What practical role can Sri Lankan recruitment agencies play in ensuring ethical compliance and protecting migrant workers’ rights before they even leave for Jordan?
ReplyDeleteThis is a very insightful discussion on the challenges of managing Sri Lankan migrant workers. The focus on legal compliance, cultural differences, and employee well-being is very important. I also like how the theories are used to explain real issues. It clearly shows the need for more ethical and supportive HR practices in this context.
ReplyDeleteYour blog clearly explains the key HRM challenges faced when managing Sri Lankan migrant workers in Jordan. It effectively connects real-world issues like legal compliance, cultural differences, and worker wellbeing with relevant theories, making the discussion both practical and academically grounded. The use of Institutional Theory, Hofstede’s model, and Psychological Contract Theory strengthens your analysis. Overall, it is a well-structured and informative piece, though simplifying some sentences could improve readability.
ReplyDeleteA timely piece of information. Given the current situation in the middle eastern region, recruitment and employee retention has been very difficult. And to add to that, the labor requirements are very tight as well. While these requirements strengthen and support employee attraction, from the employer's perspective it may be difficult to operate as it is mandatory the employer abide by the existing labor laws.
ReplyDeleteThe issues of HRM that the Sri Lankan migrant employees face in Jordan have been discussed quite effectively and precisely in this blog post. The theories of Institutional Theory, Hofstede, and Psychological Contract Theory help to analyze this subject. All the problems relating to legality, cultural constraints, and employee wellbeing have been covered comprehensively. However, adding some practical solutions of HRM would have made the discussion even more compelling.
ReplyDeleteThis is a well-structured and insightful discussion on HRM challenges faced by Sri Lankan migrant workers in Jordan. The integration of Institutional Theory, Hofstede’s Cultural Dimensions, and Psychological Contract Theory effectively explains legal, cultural, and psychological issues. The focus on ethics, compliance, and worker wellbeing makes the analysis highly relevant and practical for international HRM contexts.
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