Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Institutional discrimination of women and workplace harassment of female expatriates

Institutional discrimination of women and workplace harassment of female expatriates The purpose of this paper is to investigate workplace gender harassment of female expatriates across 25 host countries and consider the role of institutional-level gender discrimination as a boundary condition. Further, the study investigates the effects of workplace gender harassment on frustration and job satisfaction and general job stress as a moderator.Design/methodology/approachThe sample is comprised of 160 expatriates residing in 25 host countries. The authors test the model using partial least-squares structural equation modeling.FindingsThe results show that female expatriates experience more workplace gender harassment than male expatriates. This effect is particularly pronounced in host countries with strong institutional-level gender discrimination. Moreover, the authors found significant main effects of gender harassment on expatriates’ frustration and job satisfaction. Further, the authors identified a significant association between frustration and job satisfaction. No significant moderation effect of general job stress was found.Research limitations/implicationsThe study’s data are cross-sectional. Future studies are encouraged to use longitudinal research designs. Further, future studies could center on perpetrators of harassment, different manifestations of harassment, and effective countermeasures.Practical implicationsThe study raises awareness on the challenges of harassment of female expatriates and the role of the host country context. Further, the study shows the detrimental effects of gender harassment on female expatriates’ job satisfaction which is a central predictor of variables crucial to international assignments, for example, performance or assignment completion.Originality/valueThe study is among the first endeavors to include institutional-level gender discrimination as a boundary condition of workplace gender harassment of female expatriates, and therefore puts the interplay between macro- and micro-level processes into perspective. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Global Mobility: The Home of Expatriate Management Research Emerald Publishing

Institutional discrimination of women and workplace harassment of female expatriates

Download PDF
19 pages

Loading next page...
 
/lp/emerald-publishing/institutional-discrimination-of-women-and-workplace-harassment-of-dDihoIprVQ
Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
2049-8799
DOI
10.1108/jgm-06-2017-0022
Publisher site
See Article on Publisher Site

Abstract

The purpose of this paper is to investigate workplace gender harassment of female expatriates across 25 host countries and consider the role of institutional-level gender discrimination as a boundary condition. Further, the study investigates the effects of workplace gender harassment on frustration and job satisfaction and general job stress as a moderator.Design/methodology/approachThe sample is comprised of 160 expatriates residing in 25 host countries. The authors test the model using partial least-squares structural equation modeling.FindingsThe results show that female expatriates experience more workplace gender harassment than male expatriates. This effect is particularly pronounced in host countries with strong institutional-level gender discrimination. Moreover, the authors found significant main effects of gender harassment on expatriates’ frustration and job satisfaction. Further, the authors identified a significant association between frustration and job satisfaction. No significant moderation effect of general job stress was found.Research limitations/implicationsThe study’s data are cross-sectional. Future studies are encouraged to use longitudinal research designs. Further, future studies could center on perpetrators of harassment, different manifestations of harassment, and effective countermeasures.Practical implicationsThe study raises awareness on the challenges of harassment of female expatriates and the role of the host country context. Further, the study shows the detrimental effects of gender harassment on female expatriates’ job satisfaction which is a central predictor of variables crucial to international assignments, for example, performance or assignment completion.Originality/valueThe study is among the first endeavors to include institutional-level gender discrimination as a boundary condition of workplace gender harassment of female expatriates, and therefore puts the interplay between macro- and micro-level processes into perspective.

Journal

Journal of Global Mobility: The Home of Expatriate Management Research – Emerald Publishing

Published: Mar 21, 2018

Keywords: Discrimination; Job satisfaction; Harassment; Expatriation; PLS-SEM; Female assignees

References

  • Women do not want international careers: and other myths about international management
    Adler, N.J.
  • Pacific basin managers: a gaijin, not a woman
    Adler, N.J.
  • Women and international assignments: taking stock – a 25-year review
    Altman, Y.; Shortland, S.
  • Estimating nonresponse bias in mail surveys
    Armstrong, J.S.; Overton, T.S.
  • What are the odds? How demographic similarity affects the prevalence of perceived employment discrimination
    Avery, D.R.; McKay, P.F.; Wilson, D.C.
  • Terrorism and expatriates? Withdrawal cognitions: differential role of the work and non-work domains
    Bader, A.K.; Reade, C.; Froese, F.J.
  • An empirical investigation of terrorism-induced stress on expatriate attitudes and performance
    Bader, B.; Berg, N.
  • Expatriate social networks in terrorism-endangered countries: an empirical analysis in Afghanistan, India, Pakistan, and Saudi Arabia
    Bader, B.; Schuster, T.
  • Expatriate performance in terrorism-endangered countries: the role of family and organizational support
    Bader, B.; Berg, N.; Holtbrügge, D.
  • On the evaluation of structural equation models
    Bagozzi, R.P.; Yi, Y.
  • The partial least squares (PLS) approach to causal modeling: personal computer adoption and use as an illustration
    Barclay, D.W.; Higgins, C.A.; Thompson, R.
  • Workplace harassment: double jeopardy for minority women
    Berdahl, J.L.; Moore, C.
  • Input-based and time-based models of international adjustment: meta-analytic evidence and theoretical extensions
    Bhaskar-Shrinivas, P.; Harrison, D.A.; Shaffer, M.A.; Luk, D.M.
  • Toward a comprehensive model of international adjustment: an integration of multiple theoretical perspectives
    Black, J.S.; Mendenhall, M.; Oddou, G.
  • Thinking about one’s gender group’s privileges or disadvantages: consequences for well-being in women and men
    Branscombe, N.R.
  • Repatriation outcomes affecting corporate ROI: a critical review and future agenda
    Breitenmoser, A.; Bader, B.
  • An empirical examination of self-reported work stress among U.S. managers
    Cavanaugh, M.A.; Boswell, W.R.; Roehling, M.V.; Boudreau, J.W.
  • A global measure of perceived stress
    Cohen, S.; Kamarck, T.; Mermelstein, R.
  • Managing cultural diversity: implications for organizational competitiveness
    Cox, T.H.; Blake, S.
  • Personal and organizational predictors of workplace sexual harassment of women by men
    Dekker, I.; Barling, J.
  • Status matters: the asymmetric effects of supervisor-subordinate disability incongruence and climate for inclusion
    Dwertmann, D.J.G.; Boehm, S.A.
  • Redefining interactions across cultures and organizations: moving forward with cultural intelligence
    Earley, P.C.
  • Antecedents and consequences of sexual harassment in organizations: a test of an integrated model
    Fitzgerald, L.F.; Drasgow, F.; Hulin, C.L.; Gelfand, M.J.; Magley, V.J.
  • The incidence and dimensions of sexual harassment in academia and the workplace
    Fitzgerald, L.F.; Shullman, S.L.; Bailey, N.; Richards, M.; Swecker, J.; Gold, Y.; Ormerod, M.; Weitzman, L.
  • Evaluating structural equation models with unobservable variables and measurement error
    Fornell, C.; Larcker, D.F.
  • Exploring expatriates’ behavioural reaction to institutional injustice on host country level
    Forstenlechner, I.
  • A model of work frustration-aggression
    Fox, S.; Spector, P.E.
  • PLS-SEM: indeed a silver bullet
    Hair, J.F.; Ringle, C.M.; Sarstedt, M.
  • The use of partial least squares structural equation modeling in strategic management research: a review of past practices and recommendations for future applications
    Hair, J.F.; Sarstedt, M.; Pieper, T.M.; Ringle, C.M.
  • Working in the Middle East: western female expatriates’ experiences in the United Arab Emirates
    Harrison, E.C.; Michailova, S.
  • Antecedents and consequences of employees’ adjustment to overseas assignment: a meta‐analytic review
    Hechanova, R.; Beehr, T.A.; Christiansen, N.D.
  • Goodness-of-fit indices for partial least squares path modeling
    Henseler, J.; Sarstedt, M.
  • A new criterion for assessing discriminant validity in variance-based structural equation modeling
    Henseler, J.; Ringle, C.M.; Sarstedt, M.
  • Fit indices in covariance structure modeling: sensitivity to underparameterized model misspecification
    Hu, L.; Bentler, P.M.
  • Exploring Arab middle eastern women’s perceptions of barriers to, and facilitators of, international management opportunities
    Hutchings, K.; Metcalfe, B.D.; Cooper, B.K.
  • Neither ghettoed nor cosmopolitan: a study of western women’s perceptions of gender and cultural Stereotyping in the UAE
    Hutchings, K.; Michailova, S.; Harrison, E.C.
  • The expatriate glass ceiling: the layer of glass second
    Insch, G.S.; McIntyre, N.; Napier, N.K.
  • India must have zero tolerance for workplace sexual harassment
  • Successful female expatriates as agents: positioning oneself through gender, hierarchy, and culture
    Janssens, M.; Cappellen, T.; Zanoni, P.
  • Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment
    Lim, S.; Cortina, L.M.
  • Workplace sexual harassment 30 years on: a review of the literature
    McDonald, P.
  • Female expatriates in international business: empirical evidence from the German clothing industry
    Mayrhofer, W.; Scullion, H.
  • Exploring cultural dimensions of gender and management in the Middle East
    Metcalfe, B.D.
  • Women, management and globalization in the Middle East
    Metcalfe, B.D.
  • Experiences of women professionals abroad: comparisons across Japan, China and Turkey
    Napier, N.K.; Taylor, S.
  • The benefits of climate for inclusion for gender-diverse groups
    Nishii, L.H.
  • Job complexity and learning opportunities: a silver lining in the design of global virtual work
    Nurmi, N.; Hinds, P.J.
  • Sexual harassment: the relationship of personal vulnerability, work context, perpetrator status, and type of harassment to outcomes
    O’Connell, C.E.; Korabik, K.
  • The behavioral and affective consequences of performance-relevant situational variables
    Peters, L.H.; O’Connor, E.J.; Rudolf, C.J.
  • Gender harassment, job satisfaction, and distress among employed white and minority women
    Piotrkowski, C.S.
  • Common method biases in behavioral research: a critical review of the literature and recommended remedies
    Podsakoff, P.M.; MacKenzie, S.B.; Lee, J.-Y.; Podsakoff, N.P.
  • Does it really work? Re-assessing the impact of pre-departure cross-cultural training on expatriate adjustment
    Puck, J.F.; Kittler, M.G.; Wright, C.
  • An empirical analysis of managers’ adjustment to working in multi-national project teams in the pipeline and plant construction sector
    Puck, J.F.; Mohr, A.; Rygl, D.
  • Once, twice, or three times as harmful? Ethnic harassment, gender harassment, and generalized workplace harassment
    Raver, J.L.; Nishii, L.H.
  • The social construction of status value: gender and other nominal characteristics
    Ridgeway, C.L.
  • Women’ s emotional responses to the pervasiveness of gender discrimination
    Schmitt, M.T.; Branscombe, N.R.; Postmes, T.
  • An examination of the nature and correlates of ethnic harassment experiences in multiple contexts
    Schneider, K.T.; Hitlan, R.T.; Radhakrishnan, P.
  • Expatriates’ psychological withdrawal from international assignments: work, nonwork, and family influences
    Shaffer, M.A.; Harrison, D.A.
  • Gender diversity in expatriation: evaluating theoretical perspectives
    Shortland, S.
  • Expatriate stress and burnout
    Silbiger, A.; Pines, A.M.
  • Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health
    Spector, P.E.; Jex, S.M.
  • Learning and development experiences of self-initiated expatriate women in the United Arab Emirates
    Stalker, B.; Mavin, S.
  • Culture matters: the influence of national culture on inclusion climate
    Stoermer, S.; Bader, A.K.; Froese, F.J.
  • Person-environment fit and expatriate job satisfaction
    Stoermer, S.; Haslberger, A.; Froese, F.J.; Kraeh, A.L.
  • A critical review of expatriate adjustment research through a multiple stakeholder view: progress, emerging trends, and prospects
    Takeuchi, R.
  • An examination of crossover and spillover effects of spousal and expatriate cross-cultural adjustment on expatriate outcomes
    Takeuchi, R.; Yun, S.; Tesluk, P.E.
  • Working in Japan: lessons from women expatriates
    Taylor, S.; Napier, N.
  • Abusive supervision in work organizations: review, synthesis, and research agenda
    Tepper, B.J.
  • Current issues relating to psychosocial job strain and cardiovascular disease research
    Theorell, T.; Karasek, R.A.
  • Cultural intelligence: a theory-based, short form measure
    Thomas, D.C.; Liao, Y.; Aycan, Z.; Cerdin, J.-L.; Pekerti, A.A.; Ravlin, E.C.; Stahl, G.K.; Lazarova, M.B.; Fock, H.; Arli, D.; Moeller, M.; Okimoto, T.G.; van de Vijver, F.
  • Career success for international professional women in the land of the equal? Evidence from Norway
    Traavik, L.; Richardsen, A.
  • Gender issues and family concerns for women with international careers: female expatriates in western multinational corporations in Taiwan
    Tzeng, R.
  • Women in international management: an international perspective on women’s ways of leadership
    van der Boon, M.
  • A new perspective on the female expatriate experience: the role of host country national categorization
    Varma, A.; Toh, S.M.; Budhwar, P.
  • How and when social network is important? – Comparing European expatriates’ adjustment in China and in Turkey
    Wang, X.; Nayir, D.Z.
  • A Meta-analysis of the antecedents and Consequences of Workplace Sexual Harassment
    Willness, C.R.; Steel, P.; Lee, K.
  • The global gender gap report
  • The influence of terrorism on expatriate performance: a conceptual approach
    Bader, B.; Berg, N.
  • Gender discrimination and job-related outcomes: a cross-cultural comparison of working women in the United States and China
    Shaffer, M.A.; Joplin, J.R.W.; Bell, M.P.; Lau, T.; Oguz, C.