Women in International Assignments in Multinational Enterprises
An Exploration of their Participation
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Research in the US, Europe and Australia shows that women s participation in international assignments is low. This book seeks to understand why this is the case. A conceptual framework of the factors related to the participation of women in international assignments was developed. Areas covered include the organisational environment, interpersonal factors and support, individual variables, characteristics and repatriation factors. Three studies were conducted using international assignees, repatriates and human resource managers. The conceptual framework was empirically supported by the three...
Research in the US, Europe and Australia shows that
women s participation in international assignments
is low. This book seeks to understand why this is
the case. A conceptual framework of the factors
related to the participation of women in
international assignments was developed. Areas
covered include the organisational environment,
interpersonal factors and support, individual
variables, characteristics and repatriation factors.
Three studies were conducted using international
assignees, repatriates and human resource managers.
The conceptual framework was empirically supported
by the three studies. It is anticipated
that this knowledge will assist women, HR managers
and the HR function to develop selection systems,
environments and attitudes that are supportive of
women participating in international assignments in
MNEs. The research should be useful to
practitioners, and academics who are interested in
the field of international human resource
management, and to women considering participating
in an international assignment.
women s participation in international assignments
is low. This book seeks to understand why this is
the case. A conceptual framework of the factors
related to the participation of women in
international assignments was developed. Areas
covered include the organisational environment,
interpersonal factors and support, individual
variables, characteristics and repatriation factors.
Three studies were conducted using international
assignees, repatriates and human resource managers.
The conceptual framework was empirically supported
by the three studies. It is anticipated
that this knowledge will assist women, HR managers
and the HR function to develop selection systems,
environments and attitudes that are supportive of
women participating in international assignments in
MNEs. The research should be useful to
practitioners, and academics who are interested in
the field of international human resource
management, and to women considering participating
in an international assignment.
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