Female expatriation is a studied but still quite undertapped question for academics to explore. If expatriation in general has generated a lot of literature with various approaches, female expatriation still revolves around one traditional theme.
Based on the realisation that the number of female expatriates is quite lower than the one of their male counterparts, academics focused on analysing the barriers that would prevent more women to initiate expatriation. Many studies then explored the potential solutions to identify and overcome successfully such obstacles. This type of approach underlines the dynamics and influences prior to departure.
Inhaltsverzeichnis (Table of Contents)
- Traditional expatriation
- The need for corporate expatriates
- Selection process and adjustment
- Self-initiated expatriation (SIE)
- Comparative study of the two groups motivations to expatriate
- Women expatriates
- Traditional approach and myths
- Specifities of female expatriates
- Dual-career management
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This study aims to analyze the complexities of expatriation, particularly focusing on self-initiated expatriation (SIE) and its impact on women's careers. It explores the motivations behind expatriation for both corporate and self-initiated expatriates, highlighting the differences and similarities between the two groups. The study also delves into the challenges and opportunities faced by women expatriates, including the "expatriate glass ceiling" and the role of gender stereotypes in the selection process. Finally, the text examines dual-career management, focusing on the challenges and support systems needed for couples pursuing demanding careers while relocating internationally.
- The distinctions between corporate and self-initiated expatriation
- The motivations and challenges faced by women expatriates
- The role of gender bias and stereotypes in the expatriation process
- The importance of dual-career management in expatriation
- The need for organizational support for expatriates and their families
Zusammenfassung der Kapitel (Chapter Summaries)
- Chapter 1: Traditional Expatriation: This chapter introduces the concept of corporate expatriation, outlining its historical development and its role in the global expansion of multinational corporations (MNCs). It examines the needs and objectives of corporations in sending employees abroad and explores the complex processes involved in selecting, recruiting, and managing corporate expatriates. The chapter also addresses the challenges associated with expatriate adjustment and the importance of providing adequate support for both expatriates and their families.
- Chapter 2: Self-Initiated Expatriation (SIE): This chapter introduces the concept of self-initiated expatriation (SIE), where individuals independently choose to relocate abroad for personal or professional reasons. It explores the motivations, characteristics, and challenges associated with SIE, contrasting it with the more traditional corporate expatriation model. The chapter also examines the role of human resource management (HRM) in supporting SIE, highlighting the potential for developing initiatives that can better facilitate the adjustment of self-initiated expatriates.
- Chapter 3: Comparative Study of the Two Groups Motivations to Expatriate: This chapter compares the motivations of corporate and self-initiated expatriates. It identifies the key drivers that influence individuals to take on international assignments, including career advancement, cultural experience, personal growth, and family considerations. The chapter highlights the differences in motivations between the two groups and explores the impact of these differences on the overall expatriate experience.
- Chapter 4: Women Expatriates: This chapter examines the experiences of women expatriates, highlighting the historical and contemporary challenges they face in pursuing international careers. It debunks common myths surrounding women's willingness and ability to succeed in expatriation, exploring the factors that contribute to the "expatriate glass ceiling" and the systemic biases that often disadvantage women. The chapter also examines the unique characteristics and motivations of women who choose self-initiated expatriation as a career option.
- Chapter 5: Dual-Career Management: This chapter focuses on the challenges and opportunities associated with dual-career management in expatriation. It explores the complex dynamics of couples pursuing demanding careers while relocating internationally, highlighting the need for comprehensive organizational support for both partners and their families. The chapter examines the impact of expatriation on work-life balance and the importance of creating a supportive environment that facilitates adjustment and successful integration into the host country.
Schlüsselwörter (Keywords)
The primary keywords and focus topics of this study are: expatriation, corporate expatriation, self-initiated expatriation (SIE), women expatriates, dual-career management, global talent management, gender bias, expatriate glass ceiling, organizational support, cross-cultural adjustment, career development, cultural experience, and work-family interface.
- Quote paper
- Audrey Noumazalayi Ilounga (Author), 2016, Expatriation. A critical review of the literature on expatriates, Munich, GRIN Verlag, https://www.grin.com/document/335011
