Includes bibliography

ch 1: General introduction - -
1.0 Introduction - -
1.1.0 Background to the study - -
1.1.1 Historical background - -
1.1.2 Theoretical framework 12 - -
1.1.2.1 Neoclassical push-pull theory of migration 12 - -
1.1.2.2 Kafala sponsorship system and exploitation of migrant domestic workers - -
1.1.2.3 National regulatory frameworks against exploitation of workers - -
1.1.3 Conceptual background - -
1.1.4 Contextual background - -
1.2 Statement of the problem/ the research puzzle - -
1.3.0 General objective - -
1.3.1 Specific objectives - -
1.4.0 Research questions - -
1.5.0 Scope of the study - -
1.5.1 Geographical scope - -
1.5.2 Content scope - -
1.5.3 Time scope- -
1.6.0 Justification of the study - -
1.7.0 Significance of the study - -
1.8.0 Conceptual model for returnee migrant domestic workers - -
ch 2: Literature and theoretical review - -
2.0 Introduction - -
2.1 The neoclassical push-pull theory of migration - -
2.2 The kafala sponsorship system and exploitation of migrant domestic workers - -
2.2.1 Evolution and manifestation of the kafala system - -
2.2.2 Weaknesses of the kafala sponsorship system - -
2.2.3 Reforming the kafala sponsorship system - -
2.3 Factors that drive migrant domestic workers to seek employment abroad - -
2.3.1 Economic factors - -
2.3.2 Demographic factors - -
2.3.3 Environmental factors - -
2.3.4 Social factors - -
2.3.5 Political factors - -
2.4 Exploitation experiences of migrant domestic workers and the migration regulatory
frameworks 52 - -
2.4.1 Pre-departure and post departure experiences - -
2.4.1.1 Recruitment process - -
2.4.1.2 Advertisement - -
2.4.1.3 Screening of potential migrant domestic workers - -
2.4.1.4 Skills testing - -
2.4.1.5 Medical examination - -
2.4.1.6 Signing contracts - -
2.4.1.7 Provision of passport and visa - -
2.4.1.8 Pre-departure orientation (P.D.O) - -
2.4.1.9 Orientation of migrant workers - -
2.4.1.10 Arrival in destination countries - -
2.4.1.11 Post-arrival orientation (PDO) - -
2.4.2 Contract service experiences - -
2.4.2.1 Physical and emotional abuse experiences - -
2.4.2.2 Psycho social experiences - -
2.4.2.3 Economic experiences - -
2.4.2.4 Forced labor experiences - -
2.4.2.5 Occupational health hazards - -
2.4.2.6 Sexual, reproductive and health experiences - -
2.4.2.7 Denied justice - -
2.4.2.8 Accommodation experiences - -
2.4.2.9 Heavy workloads and denied rest - -
2.4.2.10 Conditions of work - -
2.4.3 Return and reintegration experiences - -
2.4.3.1 Psycho-social reintegration - -
2.4.3.2 Social reintegration - -
2.4.3.3 Economic reintegration - -
2.4.4 Challenges to successful return and reintegration - -
2.4.5 Benefits of return and reintegration programs - -
2.5 Achievement of domestic migrant workers’ development goals - -
2.6 Conclusion - -
ch 3: Research methodology - -
3.0 Introduction - -
3.1 Research design - -
3.1.1 The philosophical paradigm - -
3.1.2 Phenomenological case study design - -
3.1.3 Research approach - -
3.2 Area of study - -
3.3 Target population - -
3.4 Sampling techniques and sample - -
3.4.1 Sampling techniques - -
3.4.2 Sample size - -
3.5 Methods of data collection - -
3.5.1 In-depth interview method - -
3.5.2 Key informant interviews - -
3.5.3 Over observation - -
3.5.4 Documentary analysis - -
3.6 Data collection procedure - -
3.7 Data quality control - -
3.8 Reflexivity during field work - -
3.9 Data management and analysis - -
3.10 Ethical consideration - -
3.11 Limitations of the study - -
ch 4: Migrant domestic work in Saudi Arabia against the narratives of exploitation - -
4.0 Introduction - -
4.1 Background attributes of study respondents - -
4.3 The factors that drive Uganda migrant domestic workers to seek employment in Saudi
Arabia against the unceasing narratives of exploitation - -
4.3.1 Push factors - -
4.3.1.1 Poverty - -
4.3.1.2 Low-paying jobs - -
4.3.1.3 Unemployment - -
4.3.1.4 Domestic violence - -
4.3.1.5 Poor working conditions - -
4.3.1.6 Family responsibilities - -
4.3.1.7 Personal development aspirations - -
4.3.2 Discussion of the push factors for seeking employment overseas - -
4.3.3 Pull factors - -
4.3.3.1 High demand of maids influenced by Arab culture - -
4.3.3.2 presence of bilateral labor agreements (BLAS) - -
4.3.3.3 Seeking adventure - -
4.3.3.4 Job opportunities - -
4.3.3.5 Affordable job processes - -
4.3.3.6 Attractive salaries and wages - -
4.3.4 Discussion of pull factors for seeking employment overseas amidst exploitation - -
4.3.5 ch summary - -
4.3.6 Conclusions - -
ch 5: Lived experiences and exploitation of returnee Ugandan migrant domestic workers - -
5.0 Introduction - -
5.1 Pre-departure and post-departure experiences - -
5.1.1 The pre-departure experiences - -
5.1.1.1 Choosing/selecting a recruitment company - -
5.1.1.2 Recruitment fees - -
5.1.1.3 Age considerations - -
5.1.1.4 Kinship requirements - -
5.1.1.5 Medical checkup - -
5.1.1.6 Passport possession/processing - -
5.1.1.7 Contractual agreements - -
5.1.1.8 Pre-departure orientation - -
5.1.1.9 Travel clearance - -
5.1.2 Departure experiences - -
5.1.3 Destination experiences - -
5.1.3.1 Initial arrival reception - -
5.1.3.2 Waiting time - -
5.1.4 Post arrival experiences - -
5.1.4.1 Album/ photo selection - -
5.4.1.2 Employer reception - -
5.1.4.3 Withholding documents and phones - -
5.4.1.4 Segregation - -
5.4.1.5 Post arrival training - -
5.2.1 Probation status - -
5.2.2 Handling inconsiderate children and family members - -
5.2.3 Poor accommodation - -
5.2.4 Feeding challenges - -
5.2.5 False accusations - -
5.2.6 No rest allowed - -
5.2.7 Phone and internet restrictions - -
5.2.8 Heavy workload - -
5.2.9 Occupational health issues - -
5.2.10 Multiple work stations - -
5.2.11 Difficult employers - -
5.3 Coping strategies - -
5.4 Return and re-integration experiences - -
5.4.1 The post-contract treatment - -
5.5 Homecoming reception - -
5.6 Shocking revelations - -
5.6.1 Financial status - -
5.6.2 Health status - -
5.6.3 Social integration - -
ch Summary - -
ch six: Employment and realization of development goals among the returnee Ugandan migrant domestic workers - -
6.0 Introduction - -
6.1 Positive experiences - -
6.1.1 Fair treatment and positive attitudes - -
6.1.2 Fair treatment and work resilience - -
6.1.3 Skill acquisition and business innovation - -
6.1.4 Skill acquisition and constructive partnerships - -
6.1.5 Earning regular income, motivation and achievement of goals - -
6.2 Negative experiences - -
6.2.1 Family betrayal and finances misused - -
6.2.2 Low pay and unrealized dreams - -
6.2.3 Tough workload and reduced productivity - -
6.2.4 Tough workload and avoiding second contract - -
ch Seven: implications, conclusions and recommendations - -
7.0 Introduction - -
7.1 Implications of the study - -
7.1.1 Theoretical implications - -
7.1.2 Knowledge implication - -
7.1.3 Legal, policy and managerial implications - -
7.1.3 Implications on good practices - -
7.2 Conclusions - -
7.4 Recommendations - -
Areas for further research - -