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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.

The sample is comprised of 160 expatriates residing in 25 host countries. The authors test the model using partial least-squares structural equation modeling.

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.

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.

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.

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.

The purpose of this paper is to analyze the impact of personality and mentorship on expatriates’ psychological well-being. The authors argue that certain personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience) have positive effects on expatriates’ psychological well-being and that these personality traits enable them to derive a greater benefit from mentorship. By doing so, this study identifies for which personality traits which type of mentoring (home or host country mentor) is most beneficial.

Based on socioanalytic theory, the authors develop theory-driven hypotheses and test them against data of 334 expatriates.

The study shows that several personality traits as well as home country mentorship have a significant positive impact on psychological well-being, whereas host country mentorship shows no significant positive effects. Moreover, the study indicates that home and host country mentorship partially moderates the relationship between personality traits and psychological well-being.

Since the authors derive important implications for the selection process of expatriates as well as for the implementation of mentoring in multinational corporations, this study is of value for researchers and practitioners in the areas of human resource management and organizational studies.