Work And Family Interface In The International Career Context

This book focuses on the interface of work and personal life of international professionals. The globalization of business has led to an increasing number of people who work in international roles either through working abroad on different kinds of assignments or through international travelling. This book provides novel knowledge on the topic from different perspectives, highlighting not only the inherent challenges but also the positive side of working in a modern globalized world. Moreover, the book contributes by bringing together international professionals’ own experiences, family members’ experiences, organizational aspects and new theoretical discussions and models. The book covers several different perspectives on the work and personal life interface offering insights on the areas like adjustment, social support, dual-career issues and organizational practices. The book examines the situations of several different types of international employee such as organizational expatriates, self-initiated expatriates and international business travellers. The new interesting research evidence is provided from various country contexts from North America, Europe and Asia by researchers around the world.

Based on a sweeping, ten country study, The Work-Family Interface in Global Context comprises the most comprehensive and rigorous cross-cultural study of the work-family interface to date. Just as work-family conflict is associated with negative consequences for workers, organizations, and societies, so too can the work and family domains interact positively to enhance or enrich one another. Drawing on qualitative, quantitative, and policy-based data, chapters in this collection explore the influence of culture on the work-family interface in order to help researchers and managers understand the applicability of work-family models in a variety of contexts and further conceptualize work-family interactions through the development of a more universal knowledge. Members of the Project 3535 Team: Karen Korabik, University of Guelph, Canada. Zeynep Aycan, Koç University, Turkey. Roya Ayman, Illinois Institute of Technology, USA. Artiawati, University of Surabaya, Indonesia. Anne Bardoel, Monash University, Australia. Anat Drach-Zahavy, University of Haifa, Israel. Leslie B. Hammer, Portland State University, USA. Ting-Pang Huang, Soochow University, Taiwan. Donna S. Lero, University of Guelph, Canada. Tripti Pande-Desai, New Delhi Institute of Management, India. Steven Poelmans, EADA Business School, Spain. Ujvala Rajadhyaksha, Governors State University, USA. Anit Somech, University of Haifa, Israel. Li Zhang, Harbin Institute of Technology, China.

With contributions from thirty authors from fifteen countries, this is a 'white book' for international work-family research and practice. The authors offer a bold look at the future and provide guidelines for future research, focusing on applied, international work-family research.

Based on a sweeping, ten country study, The Work-Family Interface in Global Context comprises the most comprehensive and rigorous cross-cultural study of the work-family interface to date. Just as work-family conflict is associated with negative consequences for workers, organizations, and societies, so too can the work and family domains interact positively to enhance or enrich one another. Drawing on qualitative, quantitative, and policy-based data, chapters in this collection explore the influence of culture on the work-family interface in order to help researchers and managers understand the applicability of work-family models in a variety of contexts and further conceptualize work-family interactions through the development of a more universal knowledge. Members of the Project 3535 Team: Karen Korabik, University of Guelph, Canada. Zeynep Aycan, Koç University, Turkey. Roya Ayman, Illinois Institute of Technology, USA. Artiawati, University of Surabaya, Indonesia. Anne Bardoel, Monash University, Australia. Anat Drach-Zahavy, University of Haifa, Israel. Leslie B. Hammer, Portland State University, USA. Ting-Pang Huang, Soochow University, Taiwan. Donna S. Lero, University of Guelph, Canada. Tripti Pande-Desai, New Delhi Institute of Management, India. Steven Poelmans, EADA Business School, Spain. Ujvala Rajadhyaksha, Governors State University, USA. Anit Somech, University of Haifa, Israel. Li Zhang, Harbin Institute of Technology, China.

Exploring global career issues in-depth, this important collection works at the intersection of career management and international HRM. It uses a multitude of perspectives to explore global career drivers, experiences and outcomes for individuals, as well as career systems and management within organisations and societies. Both long-term and short-term careers are discussed and examined alongside the impact that they have on elements of family life, providing a useful guide for academic scholars, HR managers and professionals operating in global environments.

The fully revised and updated second edition of this core textbook builds on the previous edition's success to bring an even sharper exploration of HRM in a real-world global context. With a critical approach that is woven into the chapters and encourages students to question assumptions in HRM, there is a consistent focus on the impact of globalization, the ways in which theory has addressed the implications of a globalized workforce, and the way HRM works in multinational corporations. Boasting a truly global orientation, this textbook draws on the expert knowledge of chapter authors from around the world, combining international case studies with a strong offering of pedagogical features. While adopting a rigorous academic approach, the book is also designed to engage students and elicit independent thought. This is an ideal core textbook for undergraduate and postgraduate students studying on general business and management degrees, specialist HRM degrees, and international business degrees. In addition, this an important supplementary text for International HRM modules and HRM modules on MBA programmes. New to this Edition: - Brand new chapters on Talent Management, International Assignments, Managing Global and Migrant Workers, and Sustainable HRM - Revised and refreshed international case studies including an array of examples from diverse, non-western regions of the world - 'HRM in the news' boxes, comprising issues from the media that are relevant to each chapter topic - 'Stop and reflect' boxes containing thought-provoking questions that encourage critical thinking

This edited volume builds on the previously published Self-Initiated Expatriation: Individual, Organizational, and National Perspectives, which served to give in-depth insights into the concept and the processes of self-initiated expatriation and presented different groups undertaking self-initiated foreign career moves. While more than a hundred articles on self-initiated expatriation (SIE) have been published in the meanwhile, an examination of the research questions and samples of SIEs in published SIE research shows that the role of context and its impact on SIEs’ career-related decisions and behaviors has not been explored sufficiently. This raises the question in how far existing research results are comparable. The aim of this follow-up volume is to deepen the understanding of SIEs’ careers, focusing on the contextual influences of space, time, and institutions on the heterogeneous SIE population. More specifically, the editors aim to shed light on spatial conditions in terms of the home and host country conditions on the self-initiated expatriation experience and examine developments over time in terms of temporality of conditions and SIEs’ life-course. Moreover, the influence of the institutional context in terms of occupational, organisational, and societal specificities will be analysed. All chapters are based on strong theoretical foundations that serve to conceptualise "context" and are written by both established and emerging global academics and researchers. Self-Initiated Expatriates in Context contributes to conceptual clarity in the burgeoning field of SIE research by drawing attention to the importance of exploring context and, thus, boundary conditions to careers. It offers specific guidance for an improvement of future SIE-related research in order to enhance the validity of future empirical studies as well as for an improvement of managerial practice. It will be of interest to researchers, academics, practitioners, and students in the fields of international business, human resource management, organisational studies, and strategic management. Chapters 1, 4, and 12 of this book are freely available as downloadable Open Access PDFs at http://www.taylorfrancis.com under a Creative Commons Attribution-Non Commercial-No Derivatives (CC-BY-NC-ND) 4.0 license.

Multinational enterprises continue to rely heavily upon expatriates as part of their global workforce. These expatriates, whose exact employment contract may take different forms, are assigned to help them develop global skills as well as to foster knowledge transfer. But managing this expatriate workforce is extremely complex, requiring a questioning of assumptions and sensitivity to new social and cultural dynamics. This book sets out to examine the problem of expatriate management through an I/O Psychology lens. Each chapter draws upon the expertise of scholars from around the world to provide insights into the latest research findings and remaining needs, pertaining to a wide variety of issues. The contributors of this book review the current state of the research of the issue at hand and then make recommendations for where the new frontiers of the research should be in the coming decades. This volume covers four sets of issues pertaining to expatriate management and global mobility in depth. First, the different decision points organizations must make about assigning someone to an overseas location for some period of time; second the different categories of employees in the multinational corporation and their unique characteristics and challenges; third, the various issues and implications of managing a globally mobile workforce; and fourth, the unique contexts of global mobility. Overarching future research themes are identified that lay out the research agenda for the coming decades. By bringing together key research, this book aims to help I/O psychologists understand, explore, and identify new ways of contributing to the understanding of the issues involved in managing an expatriate workforce. Incorporating state-of-the art I/O psychology research in this unique context bears the promise of yielding important new paradigms and practices.