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Are Corporate Career Development Activities Les Available to Female Than to Male Expatriates?

16 references·16 citing·48 second hopsampled

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References

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1995

Individual, Organizational/Work and Environmental Influences on Expatriate Turnover Tendencies: An Empirical Study

263 cited

1990A Multifaceted Approach to Expatriate Retention in International Assignments256 cited

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2014Influence of pre-graduation international experiences on early career internationalization: The mediation effect of career capital30 cited
2013Challenges and strategies for global human resource executives: Perspectives from Canada and the United States28 cited
2018Yes, they can do it! Exploring female expatriates’ effectiveness21 cited
2019Cross-cultural professional experiences of female expatriates20 cited
2022Organizational career management: a review and future prospect20 cited
2022Impacts of career commitment, gender, and job position on turnover intentions among athletic department employees: a moderated mediation model19 cited
2014International Careers and Career Success of Indian Women in Science and Technology: The Importance of Career Capital and Organizational Capital16 cited
2013The challenge of dual career expatriate management in a specific host national environment: An exploratory study of expatriate and spouse adjustment in Switzerland based MNCs16 cited
2008Business Ethics in Greater China: An Introduction15 cited
2021No room at the top? A system dynamics view of the recursive consequences of women's underrepresentation in international assignments12 cited
2017Mentoring Female Global Managers: A Social Comparison Perspective10 cited
2015The Barriers to Increasing the Productivity in Expatriate Management: Examples in the World and Turkey9 cited
2011An investigation into international assignment directions of R&D MNE employees: evidence from Greece8 cited