Expatriate compensation is considered one of the most difficult issues in expatriate policy

No abstract

Relying on Conservation of Resources theory and a sample of 23,439 workers in 26 countries, we develop and test a multilevel moderated mediation of the effects of perceived job autonomy on work–life balance, engagement, and turnover intentions, depending on employee gender and country‐level gender egalitarianism (GE), and indirectly through stress. We find that perceived job autonomy relates to these outcomes indirectly through stress such that these effects are stronger for women in lower GE countries compared with women in higher GE countries and are not significant for men. Practical implications for engaging and retaining global female talent are discussed.

Despite the efforts to increase female representation in male-dominated occupations, many organizations are still challenged by a female talent shortage and high turnover in such jobs (Catalyst, 2014). We look at perceived supervisor support (PSS) as one factor that may reduce turnover intentions of female employees in male-dominated occupations via enhanced perceptions of psychological safety. Further, we integrate social exchange and social identity theories, with research on cross-cultural management, to develop and test a moderated mediation model in which the relationship between PSS and employee turnover intentions via psychological safety is conditional on employee gender and national levels of gender equality, utilizing a sample of 5,578 R&D employees across 24 countries. Our findings have theoretical and practical implications for retaining female employees in male-dominated occupations across the globe.

No abstract