The disabling effects of enabling social policies on organisations’ human capital development practices for women

Paid parental leave and externally provided childcare are social policies designed to enhance parents' labour force participation. These policies influence not only men's and women's decisions regarding their labour market activity but also organisational decision makers' (ODMs) expectations about their employees' availability to work and thus, their willingness to invest in their employees' human capital. Using a sample of over 13,000 individuals from 19 countries, we investigate the interaction between gender and social policies on human capital development practices. In line with statistical discrimination theory, which suggests that ODMs hold different expectations about female and male productivity, we find that paid parental leave and externally provided childcare are negatively associated with the provision of human capital development for women but not for men.     

Econometric measures of connectedness and systemic risk in the finance and insurance sectors

We propose several econometric measures of connectedness based on principal-components analysis and Granger-causality networks, and apply them to the monthly returns of hedge funds, banks, broker/dealers, and insurance companies. We find that all four sectors have become highly interrelated over the past decade, likely increasing the level of systemic risk in the finance and insurance industries through a complex and time-varying network of relationships. These measures can also identify and quantify financial crisis periods, and seem to contain predictive power in out-of-sample tests. Our results show an asymmetry in the degree of connectedness among the four sectors, with banks playing a much more important role in transmitting shocks than other financial institutions.     

The theory of met expectations applied to expatriate adjustment: the role of crosscultural training

This study will test two hypotheses to determine whether the formation of expectations (prior to the global assignment) affects expatriates' adjustment. This study utilized a sample of seventy-three expatriates who completed questionnaires approximately ten months after arriving in their host countries. All the expatriates had predeparture cross-cultural training, but the training varied in perceived relevance. The expatriates were assigned either to countries where their native language was spoken (e.g. Americans in the UK) or to countries where their native language was not spoken (e.g. Americans in France). The results of the mediated regression analysis suggest that the more tailored and relevant the pre-departure cross-cultural training, the more expectations were either met or positively exceeded. Analyses suggest that both cross-cultural training and the language spoken in the host country affect the accuracy of expatriates' expectations prior to the assignment - and that having accurate expectations, in turn, positively affects cross-cultural adjustment. The results from this study encourage organizations to develop programmes that will ensure their expatriates have realistic expectations prior to their global assignments (e.g. through tailored cross-cultural training).     

Acculturation,coping, and integration success of international skilled migrants: An integrative review and multilevel framework

In this article, we review the limited but growing body of research on international skilled migrants and examine to what extent knowledge generated in adjacent research streams—specifically, work on assigned and self‐initiated expatriates—can be meaningfully applied to aid our understanding of the challenges, coping strategies, and acculturation dynamics of skilled migrants. We develop a framework that explains how variables and processes at multiple levels (individual, organisational, and societal) influence migrant acculturation and coping and result in integration‐related outcomes in the domains of personal/family life and workplace/career. We discuss directions for future research and implications for practice.     

Retaining repatriates: the role of organizational support practices

The issue of repatriate turnover continues to be a challenge for many multinational companies today. This article describes several repatriate support practices offered by organizations—and how effective they are at lowering repatriates’ turnover intentions. We found that supportive repatriate practices offered by companies improved the repatriates’ general perceptions about their companies. Repatriates who were offered more of these supportive practices, and believed that such programs were relevant and important for their successful repatriation, felt as though their company cared about their overall well-being—and ultimately, had a greater desire to remain with the company upon repatriation. These findings were based on a study with 58 expatriates from four North American-based multinational organizations.     

The Marisol case: Challenges of international growth for a successful Brazilian designer apparel firm

Marisol has forged a successful legacy in Brazil in the market for clothes with a sophisticated, stylish look. Success in Brazil enabled the firm to garner overseas customers. The establishment of subsidiaries in Argentina, Italy and Mexico, as well as sales operations in several countries – including Chile, Colombia, Spain, and the USA, among others – represented important steps in Marisol's internationalization. Marisol's executives have to decide on several issues: how to consolidate their position in the USA market and in other countries? What modes of operation – own stores, franchisees, multi-brand stores, private label supply – to use in which countries? Which brands to launch abroad and whether to adapt them to local tastes, while exploiting the image of Brazilianness?