International Work in Domestic Jobs: an Individual Explanation

This study sought to understand the factors related to the amount of international work individuals perform in domestic jobs, a type of work that is increasing in Australia and elsewhere. Alumni from a single university were surveyed, providing 1046 fulltime domestic employees working in a range of industries. Regression analysis showed that, beyond individual and organizational controls, the amount of international work performed in domestic jobs was related to working in organizations at higher than lower levels of internationalizaton (e.g., MNCs) and human resource support, to working at high managerial levels, and to having international skills (e.g., prior international assignments), but little to attitudes related to international work and none to family factors. As predicted, the managerial level of the job made a difference in response to the work environment. Working in MNCs and domestic organizations with operations abroad was more related to the amount of international work senior managers and executives perform in domestic jobs than lower and middle managers or subordinates and supervisors. Analysis of open-ended responses showed the major reasons Australians would take DJIRs were money, professional development, and challenging content, and the major reasons they would not were family commitments/disruption, in contrast to the quantitative results for family factors. The difference between the quantitative and qualitative results and the importance of family factors, international skills (versus attitudes), and HR support was discussed

International careers

United States of Americ

Does mentor support increase women's career advancement more than men's? The differential effects of career and psychosocial support.

United Kingdo

Self-initiated international careers: Gender differences and career outcomes

United States of Americ

Why do women expatriate for jobs abroad less than men?

Melbourne, VI

A test of reciprocal causality for absenteeism

The aim of the study was to test reciprocal causality hypotheses for absence, investigating self‐ and supervisor‐attitudes and behaviors as consequences, as well as antecedents of absence. Reciprocal relationships were proposed between absence and each of job satisfaction, performance, training achievement, and supervisory style. Questionnaire data on job satisfaction and supervisory style and organizational data on employee performance and absence were collected at time 1 from the 262 apprentices of an electricity authority and a year later at time 2 from the 241 then employed apprentices. The repeated data collection (n = 200) consisted of the time 1 first, second and third year apprentices, who became the second, third and fourth years at time 2. Causal tests indicated that uncertified frequency absence and time lost, but not certified absence, were more likely to lead to lower job satisfaction, training achievement, and supervisor‐rated performance and attendance than the reverse. Supervisory style, especially support, led to less uncertified but not certified absence. Absence did not influence supervisory style. The reasons for the direction of the significant causal effects and the alternative explanations for such effects were discussed

Identity and global mobility

New Yor