Influence of Wasta within human resource practices in Lebanese universities

The following PhD research discusses the influence that Wasta has on Human Resource (HR) practices in the Middle East, and in particular within universities in Lebanon. There is currently limited research in the Human Resource Management (HRM) area, as it applies to the Middle East. The region is a prosperous and dynamic area due to its shifting political and religious history, as well as the rich oil reserves for which the area is known; hence, further investigation of the processes of influence and related HR practices is imperative. This research project focuses on the use of the process of influence called Wasta, which is defined by Mohamed and Mohamed (2011) as the “intervention of a patron in favor of a client in an attempt to obtain privileges or resources through a third party” (p.412). This research thoroughly examines the implications of Wasta in a new Wasta-HR model that depicts this influential process in the HR practices of recruitment and selection, training and development, compensation and benefits, as well as career development. A triangulation method was used in the research methods, involving a survey distributed among 349 employees, observations taken from various campuses and interviews with 20 individuals in administrative and academic positions in a number of local universities in Lebanon. Social Network Analysis (SNA) was also used in order to show the relationships between various positions. This research project has shown that Wasta is used widely and affects HR practices, as well as the organizational culture, within universities. The new Wasta model and its attendant research contribute to new knowledge within the field of HRM in the Middle East, and provides a base on which further researchers will build. Hence, this research will support and give added value to the minimal research that is available on HR practices in Lebanon and the Middle East.