87 research outputs found
Institutional discrimination of women and workplace harassment of female expatriates
No full textPurpose
The purpose of this paper is to investigate workplace gender harassment of female expatriates across 25 host countries and consider the role of institutional-level gender discrimination as a boundary condition. Further, the study investigates the effects of workplace gender harassment on frustration and job satisfaction and general job stress as a moderator.
Design/methodology/approach
The sample is comprised of 160 expatriates residing in 25 host countries. The authors test the model using partial least-squares structural equation modeling.
Findings
The results show that female expatriates experience more workplace gender harassment than male expatriates. This effect is particularly pronounced in host countries with strong institutional-level gender discrimination. Moreover, the authors found significant main effects of gender harassment on expatriates’ frustration and job satisfaction. Further, the authors identified a significant association between frustration and job satisfaction. No significant moderation effect of general job stress was found.
Research limitations/implications
The study’s data are cross-sectional. Future studies are encouraged to use longitudinal research designs. Further, future studies could center on perpetrators of harassment, different manifestations of harassment, and effective countermeasures.
Practical implications
The study raises awareness on the challenges of harassment of female expatriates and the role of the host country context. Further, the study shows the detrimental effects of gender harassment on female expatriates’ job satisfaction which is a central predictor of variables crucial to international assignments, for example, performance or assignment completion.
Originality/value
The study is among the first endeavors to include institutional-level gender discrimination as a boundary condition of workplace gender harassment of female expatriates, and therefore puts the interplay between macro- and micro-level processes into perspective
Gender diversity management in foreign subsidiaries: A comparative study in Germany and Japan
No full textJapan Society for the Promotion of Scienc
Promotionskolleg: Psychosoziale Folgen von Migration und Flucht – generationale Dynamiken und adoleszente Verläufe
No full textPromotionskolleg am Sigmund-Freud-Institut (SFI)
Gefördert von der Hans-Böckler-Stiftung
Laufzeit: 12/2018–11/2021
Leitung:
Prof. Dr. Vera King (Sprecherin): SFI, Goethe-Universität Frankfurt
Prof. Dr. Hans-Christoph Koller: Universität Hamburg
Prof. Dr. Patrick Meurs: SFI, Universität Kassel
Prof. Dr. Heinz Weiß: SFI, Robert-Bosch-Krankenhaus Stuttgart, Universität Tübingen
Koordination: Dr. Susanne Benzel: SFI
Promotionsstipendiat*innen: Irina Dannert, Franziska Heinz, Simon Heyny, Ina Kuli?, Alexandra Litinskaya, Maximilian Richter, Tassilo Schuster, Hannes Weidmann, Luisa Wirth
Homepage: www.promotionskolleg-migration.dePromotionskolleg am Sigmund-Freud-Institut (SFI)
Gefördert von der Hans-Böckler-Stiftung
Laufzeit: 12/2018–11/2021
Leitung:
Prof. Dr. Vera King (Sprecherin): SFI, Goethe-Universität Frankfurt
Prof. Dr. Hans-Christoph Koller: Universität Hamburg
Prof. Dr. Patrick Meurs: SFI, Universität Kassel
Prof. Dr. Heinz Weiß: SFI, Robert-Bosch-Krankenhaus Stuttgart, Universität Tübingen
Koordination: Dr. Susanne Benzel: SFI
Promotionsstipendiat*innen: Irina Dannert, Franziska Heinz, Simon Heyny, Ina Kuli?, Alexandra Litinskaya, Maximilian Richter, Tassilo Schuster, Hannes Weidmann, Luisa Wirth
Homepage: www.promotionskolleg-migration.d
Repatriate Knowledge Transfer: A Systematic Review of the Literature
No full textExpatriates acquire highly valuable knowledge during their international assignments, but knowledge transfer upon their return to the domestic organization often fails. Since the first empirical study in 2000, scholars have advanced the competency-based view of repatriation by developing conceptual models of repatriate knowledge transfer and examining the antecedents of successful transfer attempts. However, much empirical research still remains to be done. In order to guide future empirical research, I present the results of a systematic review of the literature on repatriate knowledge transfer between 2000 and 2015. The extant research results are synthesized into a multilevel framework that consists of factors on the individual, dyadic, and organizational level that influence repatriate knowledge transfer success. In addition, I identify theoretical and methodological shortcomings of the literature, and discuss avenues for future research as well as implications for practitioners
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