Female expatriates’ motivations and challenges
The case of oil and gas
Bibliographic Data
| ID | 12920912 |
|---|---|
| Authors | Shortland (0000-0002-7462-3775, University of West London, corresponding author) |
| Year | 2018 |
| Volume | 33 |
| Issue | 1 |
| Pages | 50-65 |
| Publication date | 2018-01-15 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Gender in Management An International Journal (JOURNAL) |
| Journal identifiers | ISSN: 1754-2413 • E-ISSN: 1754-2421 |
| Publisher | Emerald Publishing Limited (PUBLISHER • GB) |
| DOI | 10.1108/gm-02-2017-0021 |
| OpenAlex | W2783512055 |
| Language | EN |
| Citations received | 4 |
| References cited | 60 |
Purpose This case study is designed as a teaching exercise and this paper aims to highlight the key issues for organisations’ expatriating women within masculine industry sectors and/or into challenging international environments. Design/methodology/approach This case study draws together key published findings relating to women’s expatriation in the oil and gas exploration and production sector. It demonstrates a triangulated research design, drawing upon organisational policy from two oil and gas firms, semi-structured interviews with 14 human resource professionals and 26 female expatriates, as well as from 71 female assignees’ questionnaire responses. Findings Career and financial drivers underpin women’s motivations for accepting organisationally assigned expatriation. Women expatriates engage in satisficing and career compromise. The main challenges women face in masculine industries include access to expatriate roles because of limited female networks, family concerns, managing working time and work-life balance and coping with loneliness. Research limitations/implications The oil and gas case findings are based on a cross-sectional research design. The majority of female expatriates undertook long-term assignments; limited numbers engaged in flexpatriation. Practical implications While organisational policy supporting expatriation does not usually address gendered expatriate concerns specifically, inclusion of interventions that are identified by women as helpful to their expatriate participation can assist in increasing expatriate gender diversity. Originality/value This oil and gas research case brings together and presents a summary of the motivations, problems and challenges faced by women in male-dominated expatriate environments, together with relevant theoretical approaches and organisational interventions to help us understand and increase expatriate gender diversity
Business · Compromise · Expatriate · Inclusion (mineral · Originality · Political science · Psychological intervention · Public relations · Qualitative research · Sociology · Family Business Performance and Succession · Gender Diversity and Inequality · International Student and Expatriate Challenges · Psychology · Social Psychology
Why do female expatriates “fit‐in” better than males
The roles of expatriates' spouses among dual career couples
Different perspectives on selection for international assignments
Same ticket, different trip
Gender issues and family concerns for women with international careers
Senior female international managers
Evidence of back‐home selection bias against US female expatriates
The spouse of the female manager
Gender diversity in expatriation
Gender influences on career success outcomes
Personal Characteristics of Female vs Male Business Expatriates
Explaining Women's Employment Patterns
Gender Relations and Employment
| Unique citing works | 4 |
|---|---|
| Citations per year | 0,67 |
| Citation span | 2020 - 2023 (4) |
| Citation velocity | historical |
| Highly cited | No |
| Citation types | Neutral: 4 |