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The insulation of globally mobile workers into communities is often influenced by political considerations within the host country. Most studies examining this area have focused on how expatriates and globally mobile workers seclude themselves into insulated communities when working abroad. This perspective does not take into consideration political and societal factors that often pressure globally mobile workers into secluded communities composed of people similar to themselves. This study examines how host-country political imperatives can help create and maintain insulated communities of foreign workers.

This study is based on a case study methodology that examines the J-1 Visa program in the United States and how it has, in many instances, evolved into a de facto guest worker program that secludes foreign workers into insulated communities. The case study includes interviews with five J-1 administrators at sponsoring organizations that employ J-1 recipients.

This study finds that political pressures do have an impact on the insulation of J-1 recipients into secluded communities in the United States. This is largely accomplished through the legal requirements of the program, pressure from sponsoring employers on the government and the significant political and economic ties that the United States maintains with the home countries of J-1 recipients.

This is one of the few studies to examine insulated communities of globally mobile workers from a political perspective. It is exploratory in nature and recommends that further studies be conducted.

This study aims to provide a deeper look into why luxury resorts engage in the H-2B visa program and the opportunities and challenges from the human resources employee perspective. Adequate staffing is a well-documented challenge for luxury resorts due to their location, seasonality and access to qualified labor. Many resorts turn to the H-2B non-immigrant visa to mitigate the issue.

This study consists of in-depth interviews with human resource employees. An additional survey centering on descriptive statistics, the level of engagement, cost and experience with H-2B visa programs was collected.

The findings of this study provide a deeper understanding why luxury resorts use H-2B employees in their operations. The results shed a deeper light on issues centering around the H-2B visa process, its uncertainty, cost and complexity.

Temporary H-2B workers are essential to the success of resort operation. Collaboration between the resort management and government agencies is essential as strategic solutions must be implemented. Resorts must explore diversified recruitment opportunities and the use of technology while keeping human labor in the center of its core operation.

The first exploratory study providing a deeper look into the many challenges’ luxury resorts face when using the H-2B visa program from the human resources employee perspective. A call for change is being made as the respondents established the need for H-2B workers, however, the system in place makes it difficult to obtain such employees and to continue resort operations.

There has been an increasing number of allegations of discrimination toward US employees and anecdotal indications of immigrant employee exploitation in the information technology sector. The purpose of this paper is to investigate if applicants’ work visa status causes native-born applicants to be treated differentially (less favorably) than foreign-born applicants.

A correspondence study design is used to observe differential screening processes by measuring the frequency of favorable job application responses received by foreign-born applicants compared to equally skilled native-born applicants.

Results from the study suggest that fictitious Asian foreign-born applicants who demonstrate the need for H-1B work visa sponsorship for employment receive significantly more favorable e-mail responses to job ads than US native-born applicants. Moreover, white native-born applicants are approximately 23 percent less likely than Asian foreign-born applicants to receive a request for an interview.

Because of the chosen method, the research results may lack generalizability. The hypotheses should be tested further by targeting more geographical locations, a variety of industries and using qualitative methods in future research.

The paper includes implications for hiring managers who wish to reduce their liability for employment discrimination and foreign-born job seekers wishing to manage their expectations of the recruitment process.

This paper fulfills an identified need to empirically study how the work visa status of job seekers affects early recruitment as increasingly more anecdotal evidence of immigrant exploitation and discrimination in the technology sector is reported.

This paper examines the experiences of welfare clients on Temporary Assistance for Needy Families (TANF) and Indian immigrant information technology (IT) workers on the H-1B visa to analyze how public–private collaborations in the spirit and practice of outsourcing, i.e. systematic fragmentation and decentralization of both corporate and state activities, function as mechanisms for disciplining labor. Through an analysis of these groups’ parallel experiences with exploitative work and employers in the U.S., this paper identifies how outsourcing is not merely a business model for cross-border trade, but also a key principle, component, and outcome of policy-based neo-liberal economic restructuring.

Describes the challenges faced by Visa Europe's leadership‐development program (LDP) in its fifth year and the approaches Visa Europe has taken to keep the program fresh, and to accelerate the development of a coaching culture in the business – one of the original objectives for the program.

Details how short‐term secondments have been introduced to get participants into a part of the business that differs from their own, and the challenges that have had to be overcome to make the secondments work well. Highlights the roles of IMD, for the business‐school program, and Stellar Consulting Ltd, for one‐to‐one development coaching.

Reveals that building the coaching skills of a key group of LDP alumni has helped to accelerate the growth of a coaching culture. The program has linked people in a web of internal networks, and helped to break down organization silos because participants appreciate the challenges faced by other functional areas. Individuals are stretched, challenged, and moved out of their comfort zone and into their development zone. The program helps to identify and develop the best people and helps Visa Europe to retain them. The project element of the LDP has helped to ensure the successful delivery of some key business projects.

Examines how Visa Europe will be looking at the next phase of the development of LDP alumni, and considering them as a key part of the talent pool for the future of the business.

Shows that, after five years, Visa Europe has the advantage of a substantial alumni group who have a positive impact on the fabric of the organization.

To discuss the gender dimension of migration and human rights, and to provide an assessment of how to improve human rights protections for migrant women workers in janitorial services and night clubs across registered and unregistered migrant women workers in North Cyprus.

A survey is done to establish the employment conditions of migrant women workers in both sectors. The conditions are evaluated to assess the compliance with North Cyprus labor and immigration legislation and international human rights protocols.

Registered and unregistered segment of the janitorial services and unregistered segment of sex industry are dominated by Turkish migrant women. The registered part of sex industry is dominated by Eastern European migrant women mostly due to the legislative framework within which these two activities operate, primarily with respect to immigration requirements and also as it pertains to the remunerative potential of activity. No evidences of human rights abuses of Turkish immigrants in either segment of the cleaning services sector are founded but lack of knowledge of their conditions in unregistered sex work. Eastern European migrants working in the registered segment of the sex industry suffer human rights and basic migrant rights abuses at the hands of the state and the employer.

Lack of knowledge of Turkish migrant women workers' conditions in unregistered segment of sex work limits the findings of the research. A survey across unregistered Turkish sex workers is suggested for future research.

Legalization of commercial sex among registered konsomatrices would provide an opportunity for labor rights legislation to be fully applied to their primary income‐earning activities. Most of the human and immigrant rights violations are the result of legislation applied to nightclubs and work visas for konsomatrices. Improvements in the legislation and work visas for konsomatrices would guarantee the women to have access to assistance in case of human rights violations.

The paper provides practical suggestion for the improvement of human rights protections for migrant women workers in North Cyprus.

Australia's agricultural industry has become highly dependent on young low-cost, overseas “working holiday” visa workers known as “backpackers”, who are notoriously subject to exploitative workplace practices. This study aimed to explore backpackers' experiences in terms of how job demands, job resources and personal resources influence their appraisals of working in agriculture.

In-depth semi-structured interviews were used to explore the work experiences of N = 21 backpackers employed under the Australian Working Holiday visa (subclass 417). Data were analyzed by thematic analysis and organized in terms of job demands and resources.

This study revealed job demands commonly experienced by agricultural backpacker workers (e.g. precarity, physically strenuous work, low pay), and job resources (e.g. adequate training, feedback) and personal resources (e.g. attitude, language) that buffer the demands. The findings indicate that backpackers' appraisals of their experiences and performance decline when demands outweigh resources.

This study offers an emic perspective on the work of an understudied segment of the agricultural workforce. The findings have implications for improving work practices and policies aimed at attracting and retaining this important labor source in the future.

This chapter aims to critically access the Tier 1 (Investor) visa’s effect on the conceptualisation of the British Migration system. The scheme offers an exclusive route to temporary residency in the UK in return for a £2 million investment in Britain. It is contended that the government have consistently underestimated the continual detrimental effects of offering such a scheme due to their overarching pursuit for economic gain. As such, the scheme has imparted social disadvantage, highlighting the prevalence of inequality and the existence of a hierarchy of desired migrants. Furthermore, it is asserted that the investor scheme is facilitating threats to the public’s safety, exemplified in the recent Salisbury Novichok attacks. However fundamentally, this chapter will seek to illustrate that the Tier 1 (Investor) visa has commodified the UK’s migration system, bestowing investors with a ‘golden ticket’ and in turn disregarding the needs of the UK’s citizens.

The purpose of this study is to examine how female expatriates mobilise couples’ dual-career coordination strategic choices to achieve their own and their partners’ desired career goals.

This qualitative research is based upon in-depth interviews with 20 dual-career female expatriates working in two case study oil and gas organisations.

Female expatriates use a series of tactics ranging from cooperation in maintaining a dual-career hierarchy, through to coordinating aspects of their own and their partners’ assignments, undertaking compatible industry roles and co-working (working together in the same organisation) to attempt to achieve a greater egalitarian international dual-career strategic outcome.

This case analysis was based on a relatively small sample of female expatriates in heterosexual relationships working in oil and gas exploration. Further research in different sectors, with larger samples, and with male expatriates is also needed.

Employers should minimise periods of separation by focussing on coordinated assignment timings for both partners, facilitate suitable employment for both partners who wish to work abroad, and prioritise securing partner work visas.

The inability to pursue desired dual-careers together while undertaking international assignments can be detrimental to couples’ relationships, potentially leading to unwillingness to expatriate and thereby deliver necessary skills in the host country.

The originality lies in identifying the tactics women use to enact dual-career coordination strategies, including coordinating assignment timings and locations to reduce separation and pursuing compatible roles to achieve egalitarian career and relationship outcomes. While women expected co-working in the same firm to facilitate dual-career mobility, its career outcomes were disappointing.

This study analyses the different factors contributing to the retention and turnover of local- and overseas-born workers in the elderly care sector as an integral part of ensuring a stable workforce and quality care for the growing elderly population.

Using a respondent-driven sampling method, a sample of individuals who worked or are working in residential aged care facilities in Dunedin, New Zealand were surveyed.

The factors associated with intention to stay or leave are not necessarily the same factors influencing workers to leave.

Policies need to consider how to make workers want to stay and address the issues that make workers leave the aged care sector.

Results of this study can be used to develop more relevant labour and migration policies that reflect a more grounded insight into the experiences of those who are directly and personally affected by these policies.

There are limited international or national empirical studies on the economics of care worker migration and the labour market. This study can provide practical policy advice to help improve recruitment and retention strategies for care workers in countries dependent on global labour markets for health workers. In New Zealand, changes in policies concerning remuneration and immigration highlight the importance of ensuring that care worker needs are met both financially and in terms of institutional support.