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Mellahi (2006: 104) for example has described Saudi Arabia as a ‘high-context culture and a lot more collectivist than the rest of the Arab world’, and as such in the absence labour unions, Saudi’s are effectively protected in employment with much better salaries than expatriate workers: so, according to Mellahi (2006) employees regardless of whether neighborhood or expatriate are not permitted to kind any formal association such as a trade union in order to defend their rights.
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Although the interest in talent management is developing, the current assumptions and concepts in the strategic talent management literature are strongly embedded in the context of multinational, private, and US-primarily based organizations, and could not be appropriate for describing and examining talent management in organizations operating in emerging industry contexts, Consequently, additional research is necessary from diverse perspectives and traditions.