ABSTRACT. The expatriation process is largely influenced by the assessment expatriates make of the local business environment of the host country. However, expatriates’ assessment of the local business environment is likely to vary significantly, especially in host countries in the Arab Middle East. Following the idea of moving from mean-based to variance-based measures, we conducted a latent profile analysis and identified three different profiles of expatriates regarding their assessment of the local business environment. We then analysed several individual and organizational-level predictors and found that nationality, mode of expatriation, organization size and host country were associated with specific assessments of the local business environment. Self-initiated expatriates made overall more positive assessments when compared to assigned expatriates. Furthermore, results showed that expatriates in Qatar and Saudi Arabia made more extreme assessments of the local business environment (either very negative or very positive), when compared to those in the United Arab Emirates, Bahrain and Kuwait.

ABSTRACT. This study explores career experiences and tactics that self - initiated expatriates ( SIEs ) adopt in managing and developing their career individually. SIEs provided an example for individual career management in the literature but this study provided a deeper understanding and more integrated experiences on how this cohort manage their career handle self - assessment,  goal setting, skill development and career awareness and the extent that this individual management can be classified as with or without organizational support. 50 SIEs working in Saudi Arabia will be recruited in order to understand steps and tactics that they adopt in man aging their career individually.

ABSTRACT. The role of country context has been widely addressed in the international human resource management (HRM) literature. The focus has largely centred around developing our understanding about the role culture plays in influencing both the appropriateness and efficacy of the HRM practices used by multinational corporations (MNCs) as they seek to globally extend their operations (Dowling, Festing and Engle, 2013). Our research contributes to this burgeoning research agenda by examining how country context impacts on the work‐related well‐being outcomes of employees. To make this assessment we consider two countries with distinctly different employment relations contexts– New Zealand, with its well‐developed employment relations environment often characterised as progressive, stable and robust and Turkey, which has an employment relations environment which is characterised as emergent and developing in nature. Our study finds some interesting well‐being differences across these two countries, particularly in relation to the gender of employees and their position.

ABSTRACT. The present analyses the role played by gender and team diversity (gender leader vs. gender subordinate) as antecedents of LMX. Following the similarity-attraction paradigm at the dyad and at the team level, our results support prior research, about demographic variables positive related to quality of LMX development, adding evidence on the importance of combine many demographic variables together. Focusing on gender role in the development of LMX and team composition, this investigation point out that the gender of the leader is not the unique determinant for developing high LMXs, but the gender of the team members is highly and positively related to quality LMXs, regardless leader gender.

ABSTRACT. Previous HRM research advocate for a strategic involvement of HRM. However, empirical evidence of a stronger strategic involvement is still limited, especially for the contextual influence of HR strategy and cross - country institutional differences. Based on the new institutionalism, his study examines whether HR strategy and HR partnership (i.e., sharing responsibilities between HRM and line management) are beneficial for organizations. Drawing on responses from 588 German and US - based organizations, this study shows that a formal HR strategy moderates the negative effect of HR partnership on employee turnover. HR strategy and business strategy, however, do not appear to be complements for decreasing turnover. Moreover, we find cross - country differences in the existence of a formal HR strategy and the relationship between HR partnership and employee turnover. However, a more pronounced HR partnership increases employee turnover in the USA, whereas no significant changes in turnover are encountered in Germany.

ABSTRACT. Organisations are increasingly utilising flexible modes of global mobility to meet their intern ational obligations. However, research has continued to lag practice. The purpose of this study is to understand the implications of living with contemporary global mobility.

This study uses interviews to give voice to the families of international sailo rs employed across the continuum of contemporary global mobility.. The limitations of the context - specific sample are considered justifiable in exchange for access to the often ignored voice of the child.

The findings make theoretical,, methodological and p ractical contributions to contemporary global mobility and work - family scholarship. They enhance understanding of the demands borne by those who stay behind, and the resources they utilise to manage their ever - evolving situation. The development of the W ork Family Mobility Framework, as viewed through the lens of contemporary global mobility, is the overarching contribution of the study.

ABSTRACT. This paper looks into the factors that determine satisfaction with life of an expatriate spouse. This study adapted the model advanced by Shaffer and Harrison (2001). Social identity and identity disruption theories inform the testing of hypotheses. This study utilized snowball sampling. The initial survey started by sending emails to expatriate spouses who were in Malaysia and Singapore. They were encouraged to forward the link to other expatriate spouses. The number of respondents was 128. The survey was undertaken from September 2016 to April 2017. Regression results support the predictions on the individual determinants of satisfaction with life, namely, change in employment status and self-efficacy. The study did not find support for the hypotheses regarding interpersonal and environmental factors. Future research can further look into the mediating role of self-efficacy on the relationship between support from family and satisfaction with life and nuances of the relationship between support from friends and satisfaction with life.

ABSTRACT. The resolution of workplace conflict is recognized as an important area of HRM and IHRM. Recent scholarship in the US has pointed to the emergence and increasing prevalence of a strategic approach to conflict prevention and resolution in major US international corporations through the development of alternative dispute resolution (ADR) practices and, in particular, integrated ‘conflict management systems’ (CMSs). CMSs involve sophisticated combinations of ‘rights-based’ firm-level mechanisms for the investigation and adjudication of grievances) and ‘interest-based’ firm-level mechanisms for finding mutually satisfactory way of resolving grievances without apportioning blame or fault. Scholarship in other global locations, especially Europe, Australia and New Zealand, has failed to identify the emergence or transference CMSs within firms in these countries and regions. The paper accounts for the emergence of CMSs and their virtual confinement to US firms within the US in terms of ‘American exceptionalism’: the special and distinctive features of the US employment, HRM and legal contexts which lead firms to develop CMSs.

ABSTRACT. This paper explores factors affecting the training transfer among Class I officers of the Sri Lanka Administrative Service (SLAS). Examining the determinants of transfer of training is especially important as the effectiveness of the service delivery is significantly dependent upon the competency and productivity of its employees. For this study, Data was collected from 217 Class 1 SLAS officers using stratified random sampling through a structured questionnaire. Key measures focused on the domains; training design, characteristics of the trainee, and work environment. Data was analyzed using Ordinary Least Squares (OLS) method. Findings of this study reveal that training design and characteristics of the trainee are critical for effective transfer of training. Interestingly, work environment was found to have a significant but negative effect on transfer of training. This could be due to the hierarchical nature of the Sri Lankan public sector.

Key Words: Training transfer, Training design, Characteristics of trainee, Organization culture and environment, Public sector, Sri Lanka

ABSTRACT. Crowdsourcing platforms facilitate crowd work as a new form of temporary virtual work organization, often on a global scale. While t hese platforms usually claim to be neutral mediators matching clients and crowd workers, they hold an influential position in determining the conditions of online work relations by means of their digital infrastructures. This powerful position directs attention to topics and iss ues known from “offline ” employment relations  such as worker participation. W orker participation grants workers a “voice” to exert influence on managerial decision - making in work contexts. Drawing on data of a participant observation on six Germany - based crowd work platforms, we explore whether and how crowd work platforms organize worker participation. W e show that participation plays a role, although not in substantial topics. The result s have important implications for the roles of crowd - based digital labor market intermediaries in supporting freelance crowd workers and in improving working conditions in online environments.

ABSTRACT. The article considers the work life balance of migrant workers, in the United Kingdom, an under - research area in the migrant literature. Three migrant communities were selected to provide a degree of comparison: Sub - Saharan Africans, Central and Eastern Europeans and Latin Americans.. A sample of migrant workers was surveyed and migrant workers were interviewed in five focus groups. The survey identified several issues which had an impact upon work life balance e.g. family, childcare responsibilities, long hours of work, and the pressure to send money back to their home countries to support left - behind relatives. These isssues were examined in more depth in the focus groups. The research concluded that, despite the issues they faced and working more hours, the migrant workers researched were more satisfied with their work life balance than their UK counterparts. This is explained by reference to their expectations and values. The article, however, advocates further inquiry into the work life balance of migrant workers, particularly with regard to remittance and work life balance.