Journal of Business Ethics 43 (1-2):125 - 136 (2003)
Despite the growing interest in female expatriates, few empirical studies have focussed on corporate career development activities available to women. Given the faltering corporate support for female business expatriates in general, one may presume that such organizational activities are less available to women than to men. To test this proposition, a large number of Western female and male business expatriates assigned to Hong Kong responded to a mail survey. Controlling for differences between the two gender groups, three significant gender differences were found, all indicating a lower availability of these corporate activities to women than to men, partially supporting expectations. These corporate career development activities were fast track programs, individual career counseling and career planning workshops. Implications of these findings for globalizing firms as well as for their female employees are discussed in detail.
|Keywords||career development corporate activities expatriates female globalization international management|
|Categories||categorize this paper)|
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Citations of this work BETA
The Expatriate Glass Ceiling: The Second Layer of Glass.Gary S. Insch, Nancy McIntyre & Nancy K. Napier - 2008 - Journal of Business Ethics 83 (1):19-28.
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Women's Self-Initiated Expatriation as a Career Option and Its Ethical Issues.Phyllis Tharenou - 2010 - Journal of Business Ethics 95 (1):73 - 88.
A New Framework for Understanding Inequalities Between Expatriates and Host Country Nationals.Victor Oltra, Jaime Bonache & Chris Brewster - 2013 - Journal of Business Ethics 115 (2):291-310.
Women’s Self-Initiated Expatriation as a Career Option and Its Ethical Issues.Phyllis Tharenou - 2010 - Journal of Business Ethics 95 (1):73-88.
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