Comparing the success of male and female expatriates from a US-based multinational company
Comparing the success of male and female expatriates from a US-based multinational company
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比较一家美国跨国公司的男性和女性外派人员的成功
DOI：
10.1080/095851999340143
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发表时间：
1999
影响因子：
5.6
通讯作者：
Rosalie L. Tung
中科院分区：
文献类型：
--
作者：
Paula M. Caligiuri;Rosalie L. Tung
本文根据全球外派的三个标准考察了男性和女性外籍员工之间的差异：(1) 跨文化调整，(2) 终止外派的意愿，以及 (3) 主管评价的绩效。参与者是来自一家美国跨国组织的 98 名外籍员工。这些外派人员被派往的国家根据霍夫斯泰德（Hofstede，1980）提出的四种工作价值观而有所不同。这些维度首先用于确定哪些基本文化工作价值观与担任管理职位的女性人数相关。结果表明，除男性气质外，所有维度都与女性参与管理角色有关。其次，这些维度被用来检验这些工作价值观是否对男性和女性外派人员的成功产生不同的影响。两种工作价值观（权力距离和男性气质）对外籍女性的跨文化适应产生负面影响（与男性同行相比......
This paper examines the differences between male and female expatriate employees along three criteria of global assignments: (1) cross-cultural adjustment, (2) desire to terminate the assignment and (3) supervisor-rated performance. Participants were ninety-eight expatriate employees from a US-based multinational organization. The countries to which these expatriates were assigned varied along the four work values proposed by Hofstede (1980). These dimensions were used first to determine which of the underlying cultural work values are associated with the number of women in managerial positions. The results suggest that all of the dimensions, except masculinity, were related to the participation of women in managerial roles. Second, these dimensions were used to examine whether these work values differentially affect male and female expatriates' success. Two work-values (power distance and masculinity) negatively affect the cross-cultural adjustment of expatriate women (compared to their male counterparts...