Women’s Self-Initiated Expatriation as a Career Option and Its Ethical Issues

Tharenou, Phyllis

doi:10.1007/s10551-009-0348-x

Cited by 128 publications

(174 citation statements)

References 49 publications

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“…Extant literature about expatriates has focused predominantly on traditional assignees that are sent abroad to relatively safe locations, with only recent exception (Bader, 2014;Selmer & Leung, 2007;Tharenou, 2010). In this article we have focused on voice through ERG and Ally networks in relation to specific expatriation goals, taking into account that few countries may be considered 'safe' for LGBT to expatriate to and that many do work abroad only by assuming innumerable risks to their physical and psychological safety (McPhail & McNulty, 2015).…”

Section: Resultsmentioning

confidence: 99%

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

McNulty

McPhail

Inversi

et al. 2017

The International Journal of Human Resource Management

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LGBT) expatriates has largely taken an employee perspective. Less attention has been devoted to organizational mechanisms supporting LGBT voice opportunities for global mobility. In this study, we use respondent data from 15 LGBT employees in combination with data from five global mobility managers to examine the role of Employee Resource Groups. Using the depth, scope and level of voice to frame the study in relation to stereotype threat theory, the findings show that discrimination and stigmatization are prevalent features affecting voice. The findings advance three distinct contributions concerning marginalized (LGBT) employee voices about expatriation: the importance of 'informal' social dialogue, the shallow 'depth' to voice decisionmaking roles about LGBT expatriation, and a consideration of 'silence' in voice literatures.

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Section: Resultsmentioning

confidence: 99%

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

McNulty

McPhail

Inversi

et al. 2017

The International Journal of Human Resource Management

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“…Despite a long tradition of sending public sector personnel overseas for a variety of purposes, such as diplomatic and military service (Stening, 1994), research on public sector expatriates and their working conditions has been limited (Fenner & Selmer, 2008) despite the importance of understanding the contextual influences associated with an organization's role in society (Nutt, 2006). As defined here, organizationally-assigned expatriates are individuals tasked to work and live for a fixed period in a country of the organization's choice (Tharenou, 2009), thus military personnel share certain features with traditional expatriates. Nonetheless, they are also distinct from those in the private, for-profit, sector as detailed below.…”

Section: Military Expatriatesmentioning

confidence: 99%

Pioneers across war zones: The lived acculturation experiences of US female military expatriates

Fisher

Hutchings

Pinto

2015

International Journal of Intercultural Relations

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a b s t r a c tThis exploratory study focuses on the lived acculturation experiences of United States (US) female career military expatriates who worked and lived in combat settings across five war zones. Based on an analysis of oral histories that spanned over 60 years, the research revealed that these pioneering women had a strong commitment to their profession, and that this, along with camaraderie, facilitated their adaptation to living conditions characterized by extreme danger, nominal domestic comforts, and unrelenting work requirements in culturally unfamiliar contexts. The research identified the multiple physical and psychological stressors of living and working as a female in a war zone and the variety of coping strategies employed for acculturation, particularly the prominent role of relational support from family and friends, and a combination of personal coping mechanisms (such as crying or compartmentalization) and religious faith. As extant expatriate research has overwhelmingly focused on male executives in multinational corporations, this research is significant in extending the literature to an analysis of the public sector, specifically women deployed overseas in highly dangerous settings and who were pioneering in both their roles in the military and as non-traditional expatriates at a time when few women worked internationally.

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“…Specifically, within the law and to ensure equal opportunities between women and men, there are different directives, agreements and resolutions (Council of the European Union, 2011;European Commission, 2006, 2010European Union, 2004, 2012a calling for a series of measures to combat inequalities. There is even a specific delegated committee (Committee on Women's Rights and Gender Equality) and both special formal and informal units have been created to handle such issues, i.e., the European Commission's Advisory Committee on Equal Opportunities for Women and Men, the European Institute for Gender Equality, and the High Level Group on Gender Mainstreaming.…”

Section: Equal Opportunities: European Legal Frameworkmentioning

confidence: 99%

“…This same target, to increase equality in decisional areas, has been labeled a priority area in the EU Strategy for equality between women and men 2010-2015(European Commission, 2010a.…”

Section: Equal Opportunities: European Legal Frameworkmentioning

confidence: 99%

Steel barrier: Legal implications from a gender equal opportunity perspective

Bastida

Moscoso

2015

The European Journal of Psychology Applied to Legal Context

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A B S T R A C TIn recent decades, legal Acts, norms, and regulations have proliferated in order to ensure equal opportunities for women and men in multiple contexts, including public and private organizations. Nevertheless, there is sufficient evidence to suggest that, to date, real and legal equality do not match. The current context of the global economy suggests that there may now be a new barrier, related to the fact that women have been partially excluded from positions abroad which would facilitate the acquisition of professional and personal skills which are essential in the present century. This new inequality in access to senior management seems to be in contradiction with the different pressures and initiatives put in place to achieve equality of opportunities between women and men, protected in our national and international laws. In this paper, the main causes excluding women from international assignments, and consequently from senior management, are reviewed, highlighting the motivational and legal aftereffects that this trend may have.En las últimas décadas han proliferado diversas disposiciones legales y normativas con el objetivo de garantizar la igualdad de oportunidades entre mujeres y hombres en múltiples contextos, entre ellos el que atañe a las organizaciones públicas y privadas. Pese a ello, existe suficiente evidencia de que la igualdad real no se acerca, hasta la fecha, a la legal. El contexto actual de economía globalizada sugiere que puede aparecer una nueva barrera, al quedar la mujer excluida parcialmente de puestos en el extranjero que le facilitan la adquisición de capacidades profesionales y personales imprescindibles en el siglo actual. Esta nueva desigualdad en el acceso a puestos de alta dirección no parece responder a las distintas presiones e iniciativas por conseguir la igualdad de oportunidades entre hombres y mujeres, protegida en nuestro ordenamiento jurídico nacional e internacional. En este trabajo revisamos las principales causas que alejan a la mujer de los puestos internacionales y, en consecuencia, de la alta dirección, resaltando las derivaciones motivacionales y legales que dicha tendencia pudiese tener.

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Women’s Self-Initiated Expatriation as a Career Option and Its Ethical Issues

Abstract: self-initiated expatriate, gender, ethical theory, discrimination, justice, business leaders, career advancement, self-repatriation,

Cited by 128 publications

References 49 publications

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

Pioneers across war zones: The lived acculturation experiences of US female military expatriates

Steel barrier: Legal implications from a gender equal opportunity perspective

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