Documents Hutchings, Kate 3 results

"The research presented in this paper addresses an important gap in the expatriation literature in examining perceptions of opportunities, barriers and challenges for expatriation of lesbian and gay (LG) expatriates. This is an area that is under-researched despite such individuals representing a growing sector of the global talent pool. Based on an analysis of interviews with 20 LG expatriates, the study draws on social capital theory as a lens for highlighting LG expatriates' unique attributes and networks. The research is significant in suggesting that the expatriates' sexual minority status is viewed as both a disabler and enabler in expatriation. We suggest that there is a corporate ceiling for LG expatriates, and that they experience discrimination and stereotyping, and oftentimes limited organizational and host-country support. Significantly, the findings also extend research in suggesting that LG workers may have more opportunities in global staffing than previously thought and a valuable role in contributing to inclusivity debates and policy development on the global business stage. Furthermore, LG expatriates may be accepted in host countries when homosexuality is deemed legally or socially unacceptable for locals, and legal and financial independence within LG partnerships may provide them with more mobility than their heterosexual counterparts."

"Over the last two decades there has been an unprecedented increase in the number of organizations that have internationalized their operations. The international movement of labour that has been concomitant with such expansion of international business has meant that issues associated with the management of human resources across international borders are increasingly important to international human resource managers and academics. The research presented in this paper examines international human resource management (IHRM) pedagogy and practice in Australia. It reports IHRM academicians' and practitioners' understanding of the major issues for teaching and practice in IHRM and elucidates current developments and directions for this field."

"The unprecedented internationalization of organizations in the past two decades has made the need for cross-cultural awareness, appreciation and understanding in the daily operations of international businesses increasingly prevalent. In both academic circles and the popular press much has been written about the need for individuals to be cross-culturally sensitive, adaptive and responsive when managing across national borders. One of the key aspects identified in literature as contributing towards achieving cross-cultural sensitivity of expatriates is correct selection, pre-departure and post-arrival training and in situ support for the expatriate and his/her family. The research presented in this paper examines the selection, training and support of Australian expatriates in China, a nation that has loomed large in the current and future trading and expansion plans of many Australian corporations since it opened its doors to international commerce in the late 1970?s. Based on information gathered through semi-structured interviews conducted with expatriate Australians in Shanghai in 1999 and 2001, the results of this research indicate that, while organizations are recognizing the need to employ Australians who have prior China knowledge, organizational preparation remains negligible."