1
|
Dang QT, Rammal HG, Michailova S. Expatriates' families: A systematic literature review and research agenda. HUMAN RESOURCE MANAGEMENT REVIEW 2021. [DOI: 10.1016/j.hrmr.2021.100877] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
|
2
|
Sagi L, Bareket-Bojmel L, Tziner A, Icekson T, Mordoch T. Social Support and Well-being among Relocating Women: The Mediating Roles of Resilience and Optimism. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2021. [DOI: 10.5093/jwop2021a11] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
|
3
|
Triana MDC, Gu P, Chapa O, Richard O, Colella A. Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions. HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1002/hrm.22052] [Citation(s) in RCA: 22] [Impact Index Per Article: 7.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Affiliation(s)
- María del Carmen Triana
- Owen Graduate School of Management, Organization Studies Area Vanderbilt University Nashville Tennessee USA
| | - Pamela Gu
- Department of Management and Human Resources University of Wisconsin‐Madison Madison Wisconsin USA
| | - Olga Chapa
- School of Business University of Houston‐Victoria Victoria Texas USA
| | - Orlando Richard
- Isenberg School of Management University of Massachusetts Amherst Amherst Massachusetts USA
| | - Adrienne Colella
- A.B. Freeman School of Business Tulane University New Orleans Louisiana USA
| |
Collapse
|
4
|
International rotational assignments: women's challenge to occupational gender segregation. CAREER DEVELOPMENT INTERNATIONAL 2020. [DOI: 10.1108/cdi-02-2020-0031] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this exploratory research is to understand how women have accessed male-dominated oil and gas international rotational assignments and why they believe these roles to be professionally worthwhile.Design/methodology/approachThis cross-sectional qualitative study is based on semi-structured interviews and correspondence with female international rotational assignees, and interviews with HR professionals involved in selection and deployment for such assignments.FindingsHR personnel stereotype women as unsuitable for international rotational assignments. Women must be exceptionally determined and/or circumvent selection processes to access such roles. Women value the professional and personal development gained from international rotational assignments which helps them widen their occupational skills capacity.Research limitations/implicationsTo extend these findings, larger samples of female international rotational assignees and research in a wider range of industries are required. Longitudinal studies could further our understanding of women’s career progression building upon their international rotational assignment experience.Practical implicationsTo reduce stereotyping of women's perceived unsuitability, greater understanding of international rotational assignment roles/environments is required by managers involved in selection. Transparent selection processes are required to support diversity. Greater interest in the work performed by international rotational assignees will raise their profile and assist with wider labour market opportunities.Social implicationsOrganisational representatives unintentionally reinforce occupational segregation by stereotyping women as less appropriate workers than men for international rotational assignments.Originality/valueThis research hears women's voices as they begin to make inroads into the masculine world of oil and gas international rotational assignments. Research propositions and recommendations for practice are suggested to assist in breaking down male monopoly in this context.
Collapse
|
5
|
Klotz AC, Swider BW, Shao Y, Prengler MK. The paths from insider to outsider: A review of employee exit transitions. HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1002/hrm.22033] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Affiliation(s)
- Anthony C. Klotz
- Department of Management, Mays Business School Texas A&M University College Station Texas USA
| | - Brian W. Swider
- Warrington College of Business University of Florida Gainesville Florida USA
| | - Yiduo Shao
- Warrington College of Business University of Florida Gainesville Florida USA
| | - Melanie K. Prengler
- Department of Management, Mays Business School Texas A&M University College Station Texas USA
| |
Collapse
|
6
|
Shortland S, Perkins SJ. Women's expatriate careers: losing trust in organisational equality and diversity policy implementation? JOURNAL OF GLOBAL MOBILITY: THE HOME OF EXPATRIATE MANAGEMENT RESEARCH 2020. [DOI: 10.1108/jgm-01-2020-0007] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to examine how female expatriates interpret the effectiveness of practical implementation of equality/diversity policies, trusting this to support their expatriate careers.Design/methodology/approachA cross-sectional, qualitative research approach draws upon in-depth semi-structured interviews with 14 human resources equality/diversity policy implementers and 26 current female expatriates in two oil and gas firms.FindingsEarly-career stage female expatriates believe that equality/diversity policy implementation will support their international careers. At the most senior levels, women expatriates highlight unequal treatment breaching their trust in delivery of equality/diversity principles to support their expatriate career progression.Research limitations/implicationsLongitudinal research is needed to assess how early-career women expatriates' willingness to trust in organisational equality/diversity principles alters as their careers progress, and the effects of any changing trust relations on their contributions to organisational strategic objectives. Larger senior female expatriate samples are needed to research links between trust relations and turnover.Practical implicationsOrganisations must weigh up benefits from using transparent expatriate selection processes versus less formal mechanisms, if informal processes are not to undermine espoused equality interventions. Unconscious bias training should form part of wide-ranging programmes to tackle discrimination. Senior managerial action with embedded accountability is needed.Originality/valueExploring the rhetoric and reality of equality/diversity policy implementation on women comprising a minority expatriate group, this research demonstrates women expatriates' early-career trust in gender equality falls away as they first recognise and then accept diminishing female expatriate senior grade representation and the implications for their expatriate careers. Should turnover result, this could detrimentally affect organisational expatriate gender diversity objectives.
Collapse
|
7
|
Arokiasamy JM, Kim S. When does emotional intelligence function better in enhancing expatriates' cross-cultural adjustment? A study of Japanese PCNs in Malaysia. JOURNAL OF GLOBAL MOBILITY: THE HOME OF EXPATRIATE MANAGEMENT RESEARCH 2020. [DOI: 10.1108/jgm-05-2019-0027] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeAs globalization expands opportunities for foreign investments, the role of expatriates is becoming important for business success in host countries. Cross-cultural adjustment (CCA) of expatriates is considered significant in determining business success in host countries. This study investigated the issue among Japanese expatriates in Malaysia. The purposes of this study were to unravel the influence of emotional intelligence (EI) on CCA and clarify the facilitating role of cultural intelligence (CI) on the relationship between EI and CCA.Design/methodology/approachA survey was administered to 107 Japanese parent country nationals (PCNs) working at Japanese subsidiaries in Malaysia.FindingsThe findings show that EI positively influences the subdimensions of CCA, namely, CCA–general, CCA–social and CCA–work. A notable finding is that CI facilitates the positive effect of EI on CCA–social.Research implicationsThe findings advance the existing studies on expatriate management by delving into the CCA issue with two culturally distinctive countries that have rarely been studied in this research domain, Japan and Malaysia. This study further contributes to prior studies by clarifying a boundary condition in which EI functions better in enhancing expatriates' CCA.Practical implicationsThe findings provide Japanese multinational corporations (MNCs) valuable directions and strategic ideas in the realm of expatriate management. Such insights can contribute to business success in host countries.Originality/valueDiverting from the conventional West–East approach in expatriate management studies, this study took an East–East orientation and explored the relationships among EI, CI and CCA. By proving that CI stimulates the positive effect of EI on CCA, this study underlines the significantly interactive effects of two distinctive individual capabilities on enhancing expatriates' CCA. It further highlights that CI should take on importance in attempts to understand CCA, even in seemingly culturally similar East–East nations.
Collapse
|
8
|
Unlocking inhibitors to women's expatriate careers: can job-related training provide a key? JOURNAL OF GLOBAL MOBILITY: THE HOME OF EXPATRIATE MANAGEMENT RESEARCH 2020. [DOI: 10.1108/jgm-10-2019-0051] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study is to examine what job-related training interventions female expatriates seek and can access in order to build necessary knowledge and skills to progress into further career-enhancing expatriate positions.Design/methodology/approachThis study uses a cross-sectional qualitative research approach, drawing upon semi-structured interviews in respect of organisational training practice with 26 current female expatriates and nine human resource, international assignments and training managers in two oil and gas exploration firms.FindingsBudgets, time and travel restrictions and competitive business pressures constrain on-the-job training provision for expatriates. Assignees require specific knowledge and skills ahead of appointment to subsequent expatriate positions. HR personnel believe training provides appropriate knowledge and capability development, supporting women expatriates' career ambitions. Women assignees view training available within their current roles as insufficient or irrelevant to building human capital for future expatriate posts.Research limitations/implicationsLongitudinal research across a wider spectrum of industries is needed to help understand the effects of training interventions on women's access to future career-enhancing expatriation and senior management/leadership positions.Practical implicationsOrganisations should ensure relevant technical skills training, clear responsibility for training provision, transparent and fair training allocation, positive communication regarding human capital outcomes and an inclusive culture that promotes expatriate gender diversity.Originality/valueSet within the framework of human capital theory, this study identifies the challenges that female expatriates experience when seeking relevant job-related training to further their expatriate careers. It identifies clear mismatches between the views of HR and female assignees in relation to the value of job-related training offered and women's access to it.
Collapse
|
9
|
Kornau A, Frerichs IM, Sieben B. An empirical analysis of research paradigms within international human resource management: The need for more diversity. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2020. [DOI: 10.1177/2397002220908035] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The goal of this article is to provide a fine-grained analysis of international human resource management research that addresses the different perspectives applied in that research. We coded 203 peer-reviewed international human resource management articles published between 2011 and 2018 with content analytical methods guided by the compass of management research developed by Sieben, which is rooted in critical management research. We were particularly attentive to the various discursive orientations international human resource management scholars have adopted, including ideologically critical, poststructuralist, functionalist and interpretive perspectives. We further examined which methods, theoretical perspectives and topics were common within and across different perspectives. This analysis indicated that critical research intending to politicize and question existing structures and ways of organizing is still marginal. Along with the dominance of functionalist and interpretive studies, papers in our dataset commonly use a strategic human resource perspective, are predominantly interested in the human resource management–performance link and focus rather narrowly on multinational corporations and expatriates. Furthermore, while international human resource management scholars increasingly account for the contextual embeddedness of organizations through macro-level theories, they mainly apply institutional perspectives that view organizations as adapting to institutional constraints. We propose a more diverse and reflexive approach – inspired by ideologically critical and poststructuralist perspectives – that may help to overcome these blind spots. Such an approach might, for instance, look at types of organizations other than multinational corporations and individuals other than highly skilled expatriates and might explicitly bring multiple, external stakeholders into the picture. We conclude by suggesting that international human resource management research and practice would benefit from more research diversity which enables more holistic analyses of phenomena, more innovative research and resultant insights, and more space for meta-theoretical reflections.
Collapse
Affiliation(s)
- Angela Kornau
- Helmut Schmidt University/University of the Federal Armed Forces Hamburg, Germany
| | - Ilka Marie Frerichs
- Helmut Schmidt University/University of the Federal Armed Forces Hamburg, Germany
| | - Barbara Sieben
- Helmut Schmidt University/University of the Federal Armed Forces Hamburg, Germany
| |
Collapse
|
10
|
Andersen N. Mapping the expatriate literature: a bibliometric review of the field from 1998 to 2017 and identification of current research fronts. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2019.1661267] [Citation(s) in RCA: 22] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Njål Andersen
- Department of Leadership and Organizational Behaviour, BI Norwegian Business School, Oslo, Norway
| |
Collapse
|
11
|
Wittek BH. Where are we today in understanding the role of the firm as a driver of international flows of highly skilled migrants? Reviewing the status of the literature on direct and indirect host country meso-level influences. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2019.1651378] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Bernhard H. Wittek
- Munich School of Management, Ludwig-Maximilians-University, Munich, Germany
| |
Collapse
|
12
|
David EM, Volpone SD, Nandialath AM. Fostering longevity attitudes in women expatriates: the role of general and targeted types of organizational support. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2019.1640766] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Emily M. David
- China Europe International Business School (CEIBS), Shanghai, P.R.C.
| | - Sabrina D. Volpone
- Leeds School of Business, University of Colorado Boulder, Boulder, CO, USA
| | - Anup M. Nandialath
- Department of Management, University of Wisconsin-La Crosse, La Crosse, WI, USA
| |
Collapse
|
13
|
Mutter J, Thorn K. The stay-behind family: living with contemporary global mobility. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2019.1640767] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Joanne Mutter
- School of Management, Massey University, Auckland, New Zealand
| | - Kaye Thorn
- School of Management, Massey University, Auckland, New Zealand
| |
Collapse
|
14
|
Gaio Santos G, Martins D. Linking career success motives and career boundaries to repatriates’ turnover intentions: A case study. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2019.1629985] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Gina Gaio Santos
- School of Economics and Management, University of Minho, Management Department, Campus de Gualtar, Braga, Portugal
| | - Dora Martins
- CEOS.PP, Porto Accounting and Business School, Polytechnic Institute of Porto, Rua Jaime Lopes Amorim, São Mamede de Infesta, Portugal and Research Unit on Governance, Competitiveness and Public Policy (GOVCOPP), University of Aveiro, Portugal
| |
Collapse
|
15
|
Shortland S, Perkins SJ. Great expectations? Female expatriates’ perceptions of organisational performance and development reviews in supporting access to international assignments. CAREER DEVELOPMENT INTERNATIONAL 2019. [DOI: 10.1108/cdi-07-2018-0183] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to examine the role of organisational performance and development review policy and practice on women’s access to international careers via long-term expatriate assignments in the oil and gas industry, with a specific focus on women’s perceptions of procedural justice.
Design/methodology/approach
A qualitative cross-sectional case study research design is used to analyse performance and development review, and international assignment policies in two firms, together with in-depth, semi-structured interviews with 14 Human Resource policy custodians and 21 female long-term current assignees.
Findings
Women assignees do not see performance and development reviews as effective mechanisms to access expatriate roles. Nonetheless, women use these procedures while also operating within senior male networks to signal their desire to expatriate.
Research limitations/implications
This study identifies differences between organisational policy objectives and policy implementation, and female assignees’ experiences and expectations of accessing expatriate roles. Women’s perceptions of organisational justice are not harmed because women place more emphasis on process and conversations than on policy. Research propositions are suggested extending organisational justice theory.
Practical implications
Clear articulation of performance and development review processes aids organisational succession planning. Formalised, transparent expatriate career management supports women’s access to expatriation. The roles of key personnel in determining access to expatriate career paths require clarification.
Originality/value
This paper extends our knowledge of women’s organisationally assigned expatriate careers and perceptions of procedural justice. Women use performance and development reviews to access expatriate opportunities. Employer action aligned to policy intent could help increase female expatriate participation.
Collapse
|
16
|
Rodriguez JK, Scurry T. Female and foreign: An intersectional exploration of the experiences of skilled migrant women in Qatar. GENDER WORK AND ORGANIZATION 2019. [DOI: 10.1111/gwao.12353] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Jenny K. Rodriguez
- Work & Equalities Institute, Alliance Manchester Business SchoolThe University of Manchester
| | - Tracy Scurry
- Newcastle University Business School, Newcastle University
| |
Collapse
|
17
|
Cho Y, Park J, Han SJ, Ho Y. “A woman CEO? You’d better think twice!”. CAREER DEVELOPMENT INTERNATIONAL 2019. [DOI: 10.1108/cdi-03-2018-0078] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to explore how multinational corporations’ (MNCs’) women leaders in South Korea (Korea) have overcome career challenges in the process of becoming CEOs. The two guiding questions for this study included: what career challenges have MNCs’ women leaders in Korea faced to become CEOs? How have they overcome their career challenges?
Design/methodology/approach
The authors used a basic qualitative research design, the goal of which is to understand how people make sense of their lives and experiences. Qualitative data were collected by semi-structured interviews with 15 women CEOs at MNCs in Korea to capture their lived experiences (challenges and strategies) in their careers. The authors used NVivo 11, a qualitative data analysis software, to analyze the interview data.
Findings
From data analysis, the authors identified five themes including: becoming a CEO, key success factors, MNC culture, career challenges and career development strategies. The authors found that in the process of becoming CEOs, 15 women leaders faced career challenges that are largely generated by traditional culture, work stress and work–life balance. The authors also found that the women leaders became CEOs through diverse on-the-job experiences (e.g. marketing and sales) and positions (e.g. managers, senior managers and regional directors) with organizational support (e.g. supervisor support).
Research limitations/implications
Given research on organizational support for leadership, human resource practices and working conditions, this study’s findings have qualitatively confirmed the importance of organizational support for women CEOs’ career success. For theory building in women in leadership, the authors suggest that researchers investigate the complex process of becoming women CEOs, including their early experiences in their career in tandem with family background, organizational climate and national culture.
Practical implications
The study findings on women CEOs’ career strategies can be used as a reference for women in the leadership pipeline who aspire to take leadership positions in organizations. A lack of role models or mentors for women leaders is one of the reasons why women give up on their career. Learning career strategies (e.g. global development programs, mentoring and networks) that women CEOs have employed to overcome their career challenges can help women in the leadership pipeline from their early career on.
Originality/value
The authors found that both internal and external factors combined were instrumental in the women CEOs’ career success. What stood out from this study was that the women’s desirable personality attributes might not have materialized without the MNC culture that has been supportive for these women. The women CEOs shared their company’s values and philosophy that is based on gender equality, received supervisor support that is crucial for their career success, experienced diverse jobs and positions along the way and were recognized for their work ethic. Given research on women leaders conducted largely in western contexts, this qualitative study on the lived experiences of women CEOs in MNCs contributes to emerging non-western research by capturing the importance of culture that is uniquely Korean.
Collapse
|
18
|
Shortland S. Women’s participation in organisationally assigned expatriation: an assignment type effect. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2018. [DOI: 10.1080/09585192.2018.1510849] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Susan Shortland
- Westminster Business School, University of Westminster, London, UK
| |
Collapse
|
19
|
Nadeem S, Mumtaz S. Expatriates adjustment through transformation of social identity of Chinese expatriates working in Pakistan. CROSS CULTURAL & STRATEGIC MANAGEMENT 2018. [DOI: 10.1108/ccsm-08-2017-0095] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the process of Chinese expatriates’ adjustment in Pakistan through integrating the U-curve model and social identity theory. It has also highlighted the importance of engaging in strong social ties and their contribution in expatriates’ adjustment.
Design/methodology/approach
Data were collected through semi-structured interviews from 30 Chinese expatriates working as directors, deputy directors, senior managers, managers and assistant managers in Chinese organizations in Pakistan. After verbatim transcription of all the interviews, data were analyzed using the NVivo software.
Findings
The findings of this paper indicate that expatriates’ identities somewhat changed in terms of their behaviors and work habits, while fewer changes were observed in their belief and value system. These changes were related to expatriates’ perceptions of host country groups, attraction to these groups and similarity in beliefs, which resulted in the development of interdependent beliefs and depersonalization. However, a few Chinese expatriates predominantly interacted among themselves at work, and their reduced socialization with Pakistanis lessened their chances of change.
Research limitations/implications
The results of the study suggest that expatriates’ adjustment is a multi-stage process and social identity change is one of the powerful mechanisms through which they adjust in the host country’s environment; hence host organizations should facilitate expatriates in strengthening their bond with local people.
Originality/value
This paper has proposed a model that explains the mechanism of Chinese expatriates’ adjustment in Pakistan through improved interactions between expatriates’ and host country nationals, resulting in minor social identity changes, leading to further positive relationship building, and then major social identity changes.
Collapse
|
20
|
Bano A, Nadeem S. Exploring Discrimination on the Basis of International Experience: The Colonial Mindset Bias in the Context Of Pakistan. HUMAN RESOURCE MANAGEMENT 2018. [DOI: 10.1002/hrm.21824] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Affiliation(s)
- Ayesha Bano
- FAST School of Management; National University of Computer and Emerging Sciences, A.K. Brohi Road, H-11/4; Islamabad Pakistan
| | - Sadia Nadeem
- FAST School of Management; National University of Computer and Emerging Sciences, A.K. Brohi Road, H-11/4; Islamabad Pakistan
| |
Collapse
|
21
|
Sousa C, Gonçalves G, Santos J, Leitão J. Organizational practices for the expatriates’ adjustment: a systematic review. JOURNAL OF GLOBAL MOBILITY 2017. [DOI: 10.1108/jgm-03-2017-0011] [Citation(s) in RCA: 43] [Impact Index Per Article: 6.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The globalization of work has contributed to a great increment in cross-cultural interactions, contributing to a new impetus in the expatriates’ topic. The costs associated with the failed international missions are high, and the identification of effective adjustment strategies is of extreme importance, both for organizations and for individuals. The purpose of this paper is to identify the kind of practices that are developed by organizations and their impact on the adjustment of expatriates.
Design/methodology/approach
To achieve the proposed objective, a systematic review of literature (from the late 1980s to the present day) will be carried out.
Findings
Based on five articles on the topic, the results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates.
Originality/value
The authors feel the lack of studies that have adequate indicators to measure the integration and effectiveness of the adjustment of expatriates.
Collapse
|
22
|
Sapouna P, Manolopoulos D, Dimitratos P. How do MNC R&D Laboratory Roles Affect Employee International Assignments? MANAGEMENT INTERNATIONAL REVIEW 2016. [DOI: 10.1007/s11575-016-0293-8] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
|
23
|
Shortland S, Perkins SJ. Long-term assignment reward (dis)satisfaction outcomes: hearing women’s voices. JOURNAL OF GLOBAL MOBILITY 2016. [DOI: 10.1108/jgm-04-2015-0011] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– Drawing upon compensating differentials, equity theory, and the psychological contract, women’s voices illustrate how organisational policy dissemination, implementation and change can lead to unintended assignee dissatisfaction with reward. Implications arise for organisational justice which can affect women’s future expatriation decisions. The paper aims to discuss these issues.
Design/methodology/approach
– A qualitative case study methodology was employed. Reward policies for long-term international assignments (IAs) were analysed. In-depth semi-structured interviews were conducted confidentially with 21 female long-term assignees selected using stratified sampling, and with two managers responsible for international reward policy design/implementation.
Findings
– Policy transparency is required. Women perceive inequity when allowances based on grade are distorted by family status. Women in dual career/co-working couples expect reward to reflect their expatriate status. Reward inequity is reported linked to specific home/host country transfers. Policy change reducing housing and children’s education are major causes of reward dissatisfaction.
Research limitations/implications
– This case study research was cross-sectional and set within one industry. It addressed reward outcomes only for long-term IAs from the perspectives of women who had accepted expatriation in two oil and gas firms.
Practical implications
– Reward policy should be transparent. Practitioners might consider the inter-relationship between policy elements depending on grade and accompanied status, location pairings, and the effects of policy content delivery to dual career/co-working couples.
Originality/value
– This paper advances the field of IA reward by examining compensating differentials, equity and the psychological contract and takes these forward via implications for organisational justice. It identifies reward elements that support women’s expatriation and address their low share of expatriate roles, thereby fostering gender diversity. Future research themes are presented.
Collapse
|