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Kent P, Sharma A, Malliaris M, Jukic N, Varma A. Perceived differences in confidence and ability of females: the role of human resources. INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION 2023. [DOI: 10.1080/00208825.2023.2184296] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/16/2023]
Affiliation(s)
- Pettis Kent
- Quinlan School of Business, Loyola University Chicago, Chicago, Illinois, USA
| | - Abhishek Sharma
- Quinlan School of Business, Loyola University Chicago, Chicago, Illinois, USA
| | - Mary Malliaris
- Quinlan School of Business, Loyola University Chicago, Chicago, Illinois, USA
| | - Nenad Jukic
- Quinlan School of Business, Loyola University Chicago, Chicago, Illinois, USA
| | - Arup Varma
- Quinlan School of Business, Loyola University Chicago, Chicago, Illinois, USA
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Kislev E. Relationship desire and life satisfaction among never-married and divorced men and women. SEXUAL AND RELATIONSHIP THERAPY 2022. [DOI: 10.1080/14681994.2022.2099538] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Affiliation(s)
- Elyakim Kislev
- School of Public Policy and Governance, The Hebrew University of Jerusalem, Jerusalem, Israel
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Cobelli N, Bullini Orlandi L, Burro R. People-related TQM practices: the role of metaperceptions. TQM JOURNAL 2022. [DOI: 10.1108/tqm-01-2022-0018] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe authors investigate the role of people-related Total Quality Management (TQM) practices, specifically metaperceptions, in hearing care students' vocational decision-making. In Italy, audiologists are health professionals and must hold a degree in hearing care. They operate according to clinical principles but must also develop marketing and commercial skills. While employers take these aspects for granted, the expectations of hearing care students often differ from reality. Thus, the authors aim to investigate the vocational expectations of hearing care students.Design/methodology/approachA survey was distributed to 600 hearing care students. Multiple regression analysis with bootstrapped confidence intervals was employed to test the hypotheses.FindingsStudents who perceived audiology as their calling were more interested in the clinical aspects than the marketing and commercial aspects of audiology. Moreover, those desiring a meaningful career path in audiology were more interested in becoming a store owner or franchisee.Social implicationsUniversities and recruiters should consider the influence of relevant others' metaperceptions on students' self-perceptions of their aptitudes for different careers. Universities should assist students to identify aptitudes that are relevant to career-related decision-making. In this context, people-related TQM can help students avoid incorrect aspirations and expectations.Originality/valueThis study is the first to investigate the role of metaperceptions from a people-related TQM perspective. Metaperceptions play a crucial role in determining the correct course of study as well as job satisfaction and expectations.
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Bastida M, Pinto LHHF, Harzing AW. No room at the top? A system dynamics view of the recursive consequences of women's underrepresentation in international assignments. JOURNAL OF GLOBAL MOBILITY 2021. [DOI: 10.1108/jgm-04-2021-0047] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe expatriation literature has developed an insightful body of research on the reasons why women are not assigned abroad as frequently as men. However, the authors know very little about the systemic and recursive consequences of women's underrepresentation in international assignments (IAs), which are examined in this conceptual paper.Design/methodology/approachDrawing upon expatriation research and a system dynamics perspective, the authors propose a conceptual model to explain both women's underrepresentation in IAs and its recursive consequences.FindingsThe authors highlight how women's underrepresentation in IAs results from a complex system of recursive effects that jeopardizes women's professional development and undermines both their own career progression to top management and firms' competitive advantage and international growth. The authors argue that organizations make decisions that contravene their own interest in a competitive global context. First is that they are limiting their talent pool by not considering female candidates. Second is that they are missing the opportunity to use IAs to advance women's careers.Research limitations/implicationsThe model provides a solid grounding for future research on selecting the most effective organizational actions and designing supportive measures to disrupt the persistent dynamics contributing to women's underrepresentation in IAs. Future research could also expand our study by incorporating individual differences and the proactive role that women may take.Practical implicationsThe model points to specific managerial interventions (e.g. increased access to job training and specific training ahead of the assignment, dual-career support, women's mentoring and affirmative action) which have the potential to reduce women's underrepresentation in IAs and in top management.Originality/valueThe system dynamics approach enables a broader understanding of why women are underrepresented in IAs, how this underrepresentation further exacerbates gender segregation in international business, and how these recursive outcomes can be averted to the advantage of firms' sustainable growth.
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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.
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Müller T, Hommelhoff S, Westman M, Niessen C. Business Travel. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2020. [DOI: 10.1026/0932-4089/a000331] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Abstract
Abstract. Control over business trips has been considered an important resource for frequent business travelers. Building on past research and conservation of resources theory, this two-wave study among 210 frequent business travelers investigated whether work meaning moderates the relationship between two kinds of control, job control and trip-scheduling control, and two important work outcomes, work satisfaction and perceived task performance. Hierarchical regression analyses showed that when work meaning was lower, trip-scheduling control was negatively related to work satisfaction and perceived task performance 6 months later. However, there were no significant interactions between job control and work meaning on the two outcomes. Findings support the reasoning that trip-scheduling control is of specific importance in the context of business travel and that this particular kind of control is not per se positive but contingent on work meaning and thus the larger context.
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Affiliation(s)
- Teresa Müller
- Chair of Work and Organizational Psychology, Friedrich-Alexander University Erlangen, Germany
| | - Sabine Hommelhoff
- Chair of Work and Organizational Psychology, Friedrich-Alexander University Erlangen, Germany
| | - Mina Westman
- Coller School of Management, Tel Aviv University, Israel
| | - Cornelia Niessen
- Chair of Work and Organizational Psychology, Friedrich-Alexander University Erlangen, Germany
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Shah D, Barker M. Work-life interface: experiences of Indian IT women repatriates. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1080/09585192.2020.1737173] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Dhara Shah
- Department of Business Strategy and Innovation, Griffith Asia Institute, Griffith Business School, Griffith University, Nathan Campus, Nathan, Queensland, Australia
| | - Michelle Barker
- Department of Business Strategy and Innovation, Griffith Asia Institute, Griffith Business School, Griffith University, Nathan Campus, Nathan, Queensland, Australia
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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
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McNulty Y, Hutchings K. Looking for global talent in all the right places: a critical literature review of non-traditional expatriates. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2016. [DOI: 10.1080/09585192.2016.1148756] [Citation(s) in RCA: 25] [Impact Index Per Article: 3.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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HOFBAUER JOHANNA, FISCHLMAYR IRISC. Feminization of International Assignments : Conquering Empty Castles? INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION 2014. [DOI: 10.1080/00208825.2004.11043706] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
Affiliation(s)
- JOHANNA HOFBAUER
- Vienna University of Economics, Institute of Sociology Augasse 2-6, 1090 Vienna, Austria
| | - IRIS C. FISCHLMAYR
- Institute of Organization, Johannes, Kepler University, Linz, Altenbergerstrasse 69, 4040 Linz, Austria
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Abstract
Purpose
– Research on female expatriates has been substantially growing over the last decades and particularly in more recent years. Complementing previous thematic analyses of the literature, the purpose of this paper is to apply textual statistics and correspondence analysis to reveal the existing semantic structure of the field of research on female expatriates.
Design/methodology/approach
– Using correspondence analysis, the authors explored textual data from the abstracts of 151 identified journal articles published in English since 1975. The authors obtained a graphical representation showing the various developmental stages of research on female expatriates.
Findings
– The authors found that research follows a home-host country orientation and advances from an organizational focus toward individual-level studies. The authors identified various directions for future research and especially a strong need for more multilevel approaches to study men’s and women’s expatriate experiences and trajectories in various contexts.
Research limitations/implications
– Only articles with abstracts entered the analysis, which in turn was dependent on the content and quality of these abstracts. This limitation has been addressed by thoroughly reading each article considered.
Originality/value
– This review adopts an original method in research on (female) expatriates and more broadly management research. It enabled the authors to map out the development of key research themes over time. Based on this analysis, gaps in current research could be identified and clear directions for future research were formulated.
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Kollinger-Santer I, Fischlmayr IC. Work Life Balance up in the Air – Does Gender Make a Difference between Female and Male International Business Travelers? GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2013. [DOI: 10.1177/239700221302700303] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Managing work-life balance (WLB) has become an issue for both employees and HR departments since WLB tensions may reduce performance, overall job satisfaction and finally, increase the fluctuation rate. Having a balance between job and non-work is a particular challenge for international business travelers, but research on this topic is still in its very infancy. The aim of this article and its underlying qualitative study was to discover factors that influence WLB of those employees, and to explore potential differences among male and female. The results clearly show a big difference in the perception of factors influencing WLB depending on the family situation. This highlights the need of HR departments to offer individually tailored support for the different groups of international business travelers.
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Lin CYY, Lu TC, Lin HW. A different perspective of expatriate management. HUMAN RESOURCE MANAGEMENT REVIEW 2012. [DOI: 10.1016/j.hrmr.2012.02.003] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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Harrison EC, Michailova S. Working in the Middle East: Western female expatriates' experiences in the United Arab Emirates. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2012. [DOI: 10.1080/09585192.2011.610970] [Citation(s) in RCA: 41] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/16/2022]
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Berry DP, Bell MP. ‘Expatriates’: Gender, Race and Class Distinctions in International Management. GENDER WORK AND ORGANIZATION 2011. [DOI: 10.1111/j.1468-0432.2011.00577.x] [Citation(s) in RCA: 46] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Traavik LE, Richardsen AM. Career success for international professional women in the land of the equal? Evidence from Norway. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2010. [DOI: 10.1080/09585192.2010.528662] [Citation(s) in RCA: 12] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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Fischlmayr IC, Kollinger I. Work-life balance – a neglected issue among Austrian female expatriates. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2010. [DOI: 10.1080/09585191003611978] [Citation(s) in RCA: 42] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Altman Y, Shortland S. Women and international assignments: Taking stock—a 25-year review. HUMAN RESOURCE MANAGEMENT 2008. [DOI: 10.1002/hrm.20208] [Citation(s) in RCA: 104] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Linehan M, Scullion H. Towards an understanding of the female expatriate experience in Europe. HUMAN RESOURCE MANAGEMENT REVIEW 2004. [DOI: 10.1016/j.hrmr.2004.10.004] [Citation(s) in RCA: 28] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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