外派员工工作－家庭冲突及其干预策略研究

随着中国企业国际化的加深，越来越多的员工面临着自身职业生涯的国际化。来自工作与家庭的冲突成为企业和外派员工共同面对的难题，且已危及企业和员工个人的发展。文章分析了外派员工家庭难题及其产生的根源，探讨企业如何帮助外派员工解决家庭难题，提出了从制度和程序两个层面构建外派前、中、后三个阶段的组织支持策略，以期实现企业与员工双赢，员工职业成功与家庭幸福的和谐共融。     

台湾外派人员无边界职业观的实证研究

论文通过对中国台湾外派人员的问卷调查,实证研究的结果支持了Tung(1998)的结论,即无边界职业观的确成为接受国际任职外派人员的新兴职业观.为此笔者认为,组织设计明确的职业发展计划具有重要的现实意义.     

Exploring the motivation and willingness of self-initiated expatriates,in the civil engineering industry,when considering employment opportunities in Qatar

This paper provides empirical and contextual insight into the complexity of Self-Initiated Expatriates’ (SIEs) experiences in a unique setting. Factors that influence SIEs in the civil engineering industry, when considering overseas employment in Qatar, are identified and considered. Drawing comparison to organizational expatriates (OEs), this paper uses semi-structured interviews conducted with professionals from the civil engineering and construction industries. The research surfaced that different factors interconnect to affect individuals’ decisions about overseas employment. Three factors, specifically; location appeal, host country as an employment setting and effect of expatriation on the family, appear to be more influential to participants when the proposed destination is Qatar.     

Going global: professional mobility and concerns for LGBT workers

The world of work has regularized the practice of people moving from one country to another to accept job assignments. Travel and relocation are stress-laden endeavours. For LGBT people, the risks can be more complicated than they are for heterosexuals. This article explores particular challenges that LGBT people face when they travel and relocate for business, both domestically and internationally. The article is contextualized with a literature review on sexual minorities and workplace issues, and uses auto-ethnographic stories of three of the authors’ lived experiences as sexual minorities relocating for professional reasons in order to examine issues related to LGBT relocation. These issues include legal, social, cultural and familial considerations. Implications and suggestions for human resource developers are presented, which include acquiring awareness around the psychological and physiological reactions to new and diverse ecologies, or ‘eco-shocks’.     

Imagining a Life

ABSTRACT

Born in Ohio in 1876 to wealthy parents, Natalie Clifford Barney is today better known for the freedom of her lesbian life-style than for her writing. Nevertheless, she was a serious writer, and consciously engaged in writing from a specifically lesbian point of view. With her lover Renée Vivien, she attempted to revive the cult of Sappho, and thus to revitalize a lost lesbian literary tradition. Through her weekly salon, Barney encouraged women writers, serving as a mentor and muse, and often as a lover. She enjoyed enduring friendships with many well-known women and men of letters, such as Gertrude Stein, Remy de Gourmont, Colette, and Dolly Wilde. Fictional characters based on Barney appear in novels by Lucie Delarue-Mardrus, Liane de Pougy, Djuna Barnes, and Radclyffe Hall. Barney's own writing consists of one novel (The One Who Is Legion, an eccentric meditation on gender and personality); a few collections of plays, poetry, and “portraits” of women; several volumes of memoirs; and two major volumes of “pensées,” or aphorisms, in which she comments on society, politics, and sexuality using a variety of urbane personae. Natalie Barney's work deserves more recognition than it has received, and her life still can serve as a model of self-creation uninhibitied by social strictures.     

Learning and development experiences of self-initiated expatriate women in the United Arab Emirates

The article explores self-initiated expatriate women's experiences of working and learning in the United Arab Emirates (UAE). Adler's (Adler, N. 1987. Pacific basin managers: A Gaijin, not a woman. Human Resource Management 26, no. 2: 169–91) seminal study and Tung's (Tung, R.L. 2004. Female expatriates: The model of the global manager. Organizational Dynamics 33: 243–53) research suggest that expatriate women operating in a foreign host culture are categorized as a ‘Third Gender’: host nationals would perceive them as ‘foreign’ first and ‘women’ second, consequently according them different privileged treatment inworkplaces than host national women colleagues. This qualitative study of self-initiated expatriate women highlights how the women's constructions of themselves as ‘foreign’ and ‘female’ in the UAE provide a lens through which they reflect upon their own experiences of learning and development. In the absence of support from their own organizations and/or driven by their own aspirations, the women embarked upon their professional development initiatives; networking, coaching and formal qualifications. Key themes of vulnerability in being a foreigner, gendered workplaces, informal learning and women's agency in their own learning and development emerge from the analysis. The women's experiences suggest that their ‘Third Gender’ identity frames both constraints and opportunities within their social and work environment. The research focus on self-initiated expatriate women developing their professional practice, without the organizational Human Resource Development (HRD) support normally provided for assigned expatriates, is a key contribution to HRD, expatriate and international management literature where gender has tended to be ignored.     

Migrants of Privilege: The Political Transnationalism of Americans in Mexico

This article applies the literature on political transnationalism to the unique case of a growing population of Americans, born and bred in the United States, who are choosing to live in Mexico. With few exceptions, this population, moving from north to south, fits the model of transnational migrants who reside in a country of settlement while maintaining ties, political and otherwise, to their country of origin. They vote in U.S. elections, raise money for U.S. campaigns, meet with U.S. politicians, and form civic organizations dedicated to the values of their homeland all while residing in Mexico. The exceptions in the case, however, point to the need for minor refinements in the literature on transnationalism to take account of a sending state that is privileged in relation to the receiving state and migrants who are privileged relative to their host society. The case also has important political and policy implications given that this population of U.S. emigrants, many of them retirees, is likely to increase in coming years, as is their cross-border political engagement.     

中国大陆海外留学人员的新特点

中国大陆海外留学人员中有相当多的外向型、创新型、复合型和协作型人才 ,他们是各国人才争夺的主要对象。对于这些类型的人才需求 ,是未来人力资源发展的普遍趋势。中国大陆海外留学人员是中国人才资源的重要组成部分 ,是中国现代化建设不可缺少的生力军。中国要实现现代化和中华民族的伟大复兴事业 ,深入研究和探讨中国大陆海外留学人员出现的新特点与回国服务的新亮点 ,无疑具有重要的现实意义。     

Rooted in relative privilege: US ‘expats’ in Granada,Nicaragua

This article investigates how US citizens living in Granada, Nicaragua, negotiate transnational belonging. Best known for a revolution and covert US intervention, Nicaragua, and in particular, the colonial town of Granada, has become a popular site for settlers from the Global North. Similar to other cases of ‘lifestyle migration’, these migrants enjoy spacious homes, maids, and upscale restaurants in a country ranked second poorest in Latin America, and governed by none other than El Comandante Ortega himself. They do not sever ties with their homeland, and form strong attachments in their new land. Fieldwork conducted in 2016 reveals that despite their international mobility, cosmopolitanism does not characterize how these migrants belong in the world. Instead, they practice privileged transnationalism in which their economic, political, and cultural power relative to that of their hosts facilitates both their mobility and their comfortable sense of rootedness in their sites of origin and settlement.     

The Determinants of the Boundary-spanning Functions of Japanese Self-initiated Expatriates in Japanese Subsidiaries in China: Individual Skills and Human Resource Management

Self-initiated expatriates (SIEs) who work for a subsidiary of a multinational enterprise from their country of origin and hence are familiar with both countries' language and culture can be expected to act as boundary-spanners between the assigned expatriates sent from the parent country and host country nationals, and between the headquarters and the subsidiary. We develop a new model of boundary-spanning that encompasses both individual and organizational antecedents and validate the model using survey data from Japanese-affiliated companies in China. We find that familiarity with Chinese language and culture and the potential dual allegiance of SIEs contribute to enhancing their boundary-spanning behavior. We also find that relationships of trust among the parties concerned (social capital) and global career opportunities for such self-initiated expatriates (geocentric staffing) have positive influences on their dual allegiance. Finally, normative and systems integration of human resource management are associated with increasing levels of social capital and geocentric staffing.