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1 – 10 of 17Marina Dabić, Miriam Moeller, Andrea Caputo and Sebastian Stoermer
Jan Selmer, Margaret Shaffer, David S.A. Guttormsen, Sebastian Stoermer, Luisa Helena Pinto, Yu-Ping Chen and Jakob Lauring
Benjamin Bader, Sebastian Stoermer, Anna Katharina Bader and Tassilo Schuster
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…
Abstract
Purpose
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.
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Sebastian Stoermer, Samuel E. Davies, Oliver Bahrisch and Fedor Portniagin
Corporate business activities can require expatriates to relocate to dangerous countries. Applying the expectancy value theory, the purpose of this paper is to investigate…
Abstract
Purpose
Corporate business activities can require expatriates to relocate to dangerous countries. Applying the expectancy value theory, the purpose of this paper is to investigate differences in female and male expatriates in their relocation willingness to dangerous countries as a function of sensation seeking. The authors further examine money orientation as a moderator of the effects of sensation seeking.
Design/methodology/approach
The sample is comprised of 148 expatriates currently residing in safe host countries. The authors build and examine a moderated mediation model using the PROCESS tool.
Findings
The results show that male expatriates are more sensation seeking than female expatriates. Further, the results indicate a positive main effect of sensation seeking on relocation willingness to dangerous countries. Most importantly, sensation seeking was found to mediate the effects of gender on relocation willingness. Accordingly, male expatriates are more willing to relocate to dangerous countries due to higher sensation seeking. Money orientation was not found to interact with sensation seeking.
Research limitations/implications
The authors analyzed cross-sectional data. Future studies are encouraged to use multi-wave research designs and to examine further predictors, as well as mediators and moderators of relocation willingness to dangerous countries. Another limitation is the low number of organizational expatriates in the sample.
Practical implications
The study provides implications for the process of selecting eligible individuals who are willing to relocate to dangerous countries.
Originality/value
The study is among the first research endeavors to investigate antecedents of expatriates’ relocation willingness to dangerous countries. The authors also introduce the sensation seeking construct to the literature on expatriation management.
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Sebastian Stoermer, Anna Katharina Hildisch and Fabian Jintae Froese
This paper develops a conceptual model in order to increase our understanding of the influence of national culture on the relationship between organizational diversity and…
Abstract
Purpose
This paper develops a conceptual model in order to increase our understanding of the influence of national culture on the relationship between organizational diversity and inclusion management and inclusion climate.
Design/methodology/approach
Based upon a comprehensive review of diversity and inclusion management literature, we develop a conceptual model.
Findings
The model delineates how national culture influences the effectiveness of diversity and inclusion management practices in establishing an inclusion climate. In particular, we propose that low power distance, high collectivism, low uncertainty avoidance, low masculinity, high long-term orientation, and high indulgence cultures serve as a fertile context for creating an inclusion climate. Furthermore, we discuss how cultural tightness-looseness amplifies or attenuates the effects of national culture.
Research limitations/implications
The paper extends our understanding of the antecedents and boundary conditions of creating an inclusion climate. Future research could provide empirical evidence for the proposed relationships.
Practical implications
The model creates an awareness of the ease or difficulty of establishing an inclusion climate through diversity and inclusion management practices across cultures. Recommendations for developing inclusion climates in various cultural settings are provided.
Originality/value
Our multi-level model enhances our understanding of how the cultural context, i.e. national cultural values and cultural tightness-looseness, influences the emergence of an organizational inclusion climate which is further suggested to positively influence organizational innovation.
Luisa Helena Ferreira Pinto, Benjamin Bader and Tassilo Schuster
Maranda Ridgway and Hélène Langinier
A decade has passed since Dabic et al. (2015) published a systematic review of the evolution of the expatriate literature from 1970 to 2012. Moreover, the past five years have…
Abstract
Purpose
A decade has passed since Dabic et al. (2015) published a systematic review of the evolution of the expatriate literature from 1970 to 2012. Moreover, the past five years have been turbulent, with many global crises affecting organizational approaches to the global movement of people, particularly expatriate workers. Thus, this article seeks to understand how global mobility has continued to evolve during such turbulence and propose avenues for future research.
Design/methodology/approach
In this study, the authors undertook a constructive replication (Köhler and Cortina, 2021) of the systematic literature review conducted by Dabic et al. (2015), informed by guidelines offered by Donthu et al. (2021) for the period 2013 to 2022. The authors conducted a performance analysis of 1,517 academic articles about expatriates and broader globally mobile workers. Additionally, the authors analyzed all expatriate-related special issues published in the past decade and provide a narrative review of seminal works from the past five years.
Findings
The expatriation field has grown exponentially; greater attention has been paid to contextualizing research, particularly concerning emerging markets, although the field remains Western-dominant. This analysis stresses the increasingly strategic nature of expatriation at a time when global staffing has become dramatically challenging. Thus, this review highlights the need for more interdisciplinarity at different levels between expatriation and the field of strategy. The authors argue the need for a multifaceted understanding of the expatriation experience.
Originality/value
The authors offer a constructive replication of a bibliometric literature review extended by a narrative analysis to complement a critical perspective on a large set of bibliographic data on the broad subject of expatriation. This addition offers an integrated view of the different themes identified by the bibliometric analysis and paves the way for future replication studies to examine how fields evolve.
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Jan Selmer, Michael Dickmann, Fabian J. Froese, Jakob Lauring, B. Sebastian Reiche and Margaret Shaffer
The COVID-19 pandemic has forced global organizations to adopt technology-driven virtual solutions involving faster, less costly and more effective ways to work worldwide even…
Abstract
Purpose
The COVID-19 pandemic has forced global organizations to adopt technology-driven virtual solutions involving faster, less costly and more effective ways to work worldwide even after the pandemic. One potential outcome may be through virtual global mobility (VGM), defined as the replacement of personal physical international interactions for work purposes with electronic personal online interactions. The purpose of this article is to establish VGM as a theoretical concept and explore to what extent it can replace or complement physical global work assignments.
Design/methodology/approach
This perspectives article first explores advantages and disadvantages of global virtual work and then discusses the implementation of VGM and analyses to what extent and how VGM can replace and complement physical global mobility.
Findings
Representing a change of trend, long-term corporate expatriates could become necessary core players in VGM activities while the increase of the number of global travelers may be halted or reversed. VGM activities will grow and further develop due to a continued rapid development of communication and coordination technologies. Consequently, VGM is here to stay!
Originality/value
The authors have witnessed a massive trend of increasing physical global mobility where individuals have crossed international borders to conduct work. The authors are now observing the emergence of a counter-trend: instead of moving people to their work the authors often see organizations moving work to people. This article has explored some of the advantages, disadvantages, facilitators and barriers of such global virtual work. Given the various purposes of global work the authors chart the suitability of VGM to fulfill these organizational objectives.
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