Determinants of migrant career success: a study of recent skilled migrants in Australia

The present study adopts a multilevel approach to explore the determinants of skilled migrant career success. We consider how individual (age, years of settlement, qualifications), national/societal (citizenship and settlement), and organization-level (climate of inclusion) factors influence migrant career success through a survey of skilled migrants in Australia. We find that age at migration matters more than length of settlement in predicting migrant career success. Citizenship uptake and living in a neighbourhood with a greater number of families from the same country of origin also influence career outcomes. Finally, social/informal networks at work -- a dimension of perceived organizational climate of inclusion -- also predicts career success among skilled migrants in Australia

Women's leadership gamut in Saudi Arabia's higher education sector

This paper explores women's leadership in Saudi Arabia's three university settings—gender segregated (women or men-only), unsegregated (co-educational) and the majority of partially segregated universities where women's campuses exist within male-dominated universities. While Saudi Arabia's accelerated reforms are creating new opportunities for women's leadership, these are not reflected in the higher education sector yet. In adopting a feminist institutional theory perspective, this study employed a feminist qualitative approach, including 14 semi-structured interviews in Saudi Arabia's three university settings. The findings revealed that the barriers to women's leadership were most significant within the partially segregated universities, rendering women leaders as effectively powerless. In contrast, women's leadership flourished in the women-only university setting. As such, the findings suggest that the dominating partially segregated model is ineffective and problematic for women's leadership, and contradict the dominant view that gender segregation disempowers women. These insights have implications for the transformation of Saudi Arabia's higher education sector, aligned with the Kingdom's Vision 2030 policy

Determinants of migrant career success: a study of recent skilled migrants in Australia

Australia has been aggressively pursuing skilled migrants to sustain its population and foster economic growth. However, many skilled migrants experience a downward career move upon migration to Australia. Based on a survey of recent skilled migrants, this study investigates how individual (age, years of settlement, qualifications), national/societal (citizenship and settlement), and organization‐level (climate of inclusion) factors influence their career success. Overall, we found that: (1) age at migration matters more than length of settlement in predicting skilled migrant career success; (2) citizenship uptake and living in a neighbourhood with a greater number of families from the same country of origin facilitate post‐migration career success; and (3) perceptions of one's social/informal networks in the workplace – a dimension of perceived organizational climate of inclusion – also have a positive impact on migrant career outcomes

Exploring diversity effects: nationality composition and nationality context in workgroups

The types of conflict that emerge in nationally diverse teams may depend on the number and types of nationalities present in the team. We investigate the possibility that when teams have individuals from multiple different nationalities (i.e., Dutch, Swiss and Indonesian), rather than just two different nationalities (Dutch and Indonesian), performance and task conflict will be higher while process and relationship conflicts will be comparatively lower. A scenario-based study was conducted in two countries in which we examined how nationality composition (size of national diversity or number of nationalities) and context (nature of national diversity or types of nationalities) affected perceived conflict and expected performance. We hypothesized and found that task conflict and performance are higher in nationally diverse workgroups that included multiple dissimilar nationalities compared to workgroups with just two nationalities. Results also showed that relationship and process conflicts are lower in groups that are diverse in size and nature of national diversity. We observed that social distances among nationalities varied in such a way that a distant nationality became more distanced and a close nationality became even closer in a nationally diverse group. Social distance, in that way, moderated the effect of national diversity. We discuss implications for diversity and conflict management

Together from afar: Introducing a diary contact technique for improving intergroup relations

Bringing groups into direct contact is a popular way to break down negative stereotypes but is logistically challenging when groups are geographically distant or otherwise isolated. To address this issue, we present the diary contact technique (DCT), a methodology designed to improve relations between such groups via positive contact. In the DCT, individuals read real diary entries written by a member of their own culture (the in-group) or another culture (the out-group), with the prediction that reading out-group diary entries will reduce stereotyping. In this randomized controlled study, we validate the DCT’s effectiveness in samples of Americans and Pakistanis. Individuals who received out-group diaries perceived less cultural distance between the two groups after the intervention, whereas participants who received in-group diaries showed no change in perceived cultural distance. The reductions in perceived cultural distance mediated decreases in negative stereotyping of the out-groups. These results suggest that the DCT is a promising tool for improving relations between cultures

Cultural collectivism and tightness moderate responses to norm violators: effects on power perception, moral emotions, and leader support

Responses to norm violators are poorly understood. On one hand, norm violators are perceived as powerful, which may help them to get ahead. On the other hand, norm violators evoke moral outrage, which may frustrate their upward social mobility. We addressed this paradox by considering the role of culture. Collectivistic cultures value group harmony and tight cultures value social order. We therefore hypothesized that collectivism and tightness moderate reactions to norm violators. We presented 2,369 participants in 19 countries with a norm violation or a norm adherence scenario. In individualistic cultures, norm violators were considered more powerful than norm abiders and evoked less moral outrage, whereas in collectivistic cultures, norm violators were considered less powerful and evoked more moral outrage. Moreover, respondents in tighter cultures expressed a stronger preference for norm followers as leaders. Cultural values thus influence responses to norm violators, which may have downstream consequences for violators’ hierarchical positions