Implications of Flexpatriates’ Lifestyles on HRM Practices

Mayerhofer, Helene; Müller, Bárbara; Schmidt, Angelika

doi:10.5771/0935-9915-2010-2-155

Cited by 28 publications

(24 citation statements)

References 23 publications

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“…Our results from the qualitative study among 94 international business travelers concerning the factors influencing WLB are supported by other studies, such as from Welch and Worm (2006), Mayerhofer, Müller, and Schmidt (2010) and DeFrank, Konopaske, and Ivancevich (2000). The high stress level related to travelling itself combined with high work intensities due to frequent travelling 10 are referred to as one of the main stressors for all international business travelers, regardless of gender.…”

Section: Discussionsupporting

confidence: 81%

Work Life Balance up in the Air – Does Gender Make a Difference between Female and Male International Business Travelers?

Kollinger-Santer¹,

Fischlmayr²

2013

German Journal of Human Resource Management: Zeitschrift für Pe

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Work life balance up in the air-Does gender make a difference between female and male international business travelers? ** Managing work-life balance (WLB) has become an issue for both employees and HR departments since WLB tensions may reduce performance, overall job satisfaction and finally, increase the fluctuation rate. Having a balance between job and non-work is a particular challenge for international business travelers, but research on this topic is still in its very infancy. The aim of this article and its underlying qualitative study was to discover factors that influence WLB of those employees, and to explore potential differences among male and female. The results clearly show a big difference in the perception of factors influencing WLB depending on the family situation. This highlights the need of HR departments to offer individually tailored support for the different groups of international business travelers. Work Life Balance als Vielflieger-Gibt es Geschlechtsunterschiede zwischen weiblichen und männlichen internationalen Geschäftsreisenden? Das Managen der Work-Life Balance (WLB) ist für immer mehr Arbeitnehmerinnen und Arbeitnehmer als auch Personalabteilungen ein Thema geworden, da ein Ungleichgewicht zwischen Arbeit und "Nicht-Arbeit" nicht nur Leistung sowie die allgemeine Jobzufriedenheit reduzieren, sondern letztendlich auch zu höheren Fluktuationsraten führen kann. Diese Balance zu halten, ist besonders für internationale Geschäftsreisende eine Herausforderung. Dennoch befindet sich die Forschung zu diesem Thema noch stark in den Kinderschuhen. Ziel dieses Artikels und der zugrundeliegenden qualitativen Studie ist es, die WLB dieser Gruppe von Arbeitnehmern sowie potenzielle Unterschiede zwischen weiblichen und männlichen Vielfliegern zu erörtern. Die Resultate zeigen, dass die Einflussfaktoren auf die WLB in Abhängigkeit von der Familiensituation unterschiedlich wahrgenommen werden. Diese Ergebnisse betonen den Bedarf nach Unterstützungsmaßnahmen seitens der Personalabteilungen, welche für die einzelnen Gruppen von internationalen Geschäftsreisenden maßgeschneidert sind.

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Section: Discussionsupporting

confidence: 81%

Work Life Balance up in the Air – Does Gender Make a Difference between Female and Male International Business Travelers?

Kollinger-Santer¹,

Fischlmayr²

2013

German Journal of Human Resource Management: Zeitschrift für Pe

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“…Welch et al (2007) observed that IBTs acquired broad knowledge about aspects of their job, foreign markets, and subsidiary operations. Furthermore, IBTs consider traveling as instrumental in developing personal resources like cognitive flexibility (Mayerhofer, Müller, & Schmidt, 2010). Beyond human capital, IBTs can gain social capital resources.…”

Section: International Business Travel Through the Lens Of Cor Theorymentioning

confidence: 99%

“…Beyond human capital, IBTs can gain social capital resources. Frequent travels allow IBTs to develop contacts abroad (Demel & Mayrhofer, 2010) and to expand their professional connections and social networks (Mayerhofer et al, 2010). Gustafson (2014) observed that travelers especially appreciate meeting colleagues and clients face-to-face, which helps them establish trust and build relationships.…”

Section: International Business Travel Through the Lens Of Cor Theorymentioning

confidence: 99%

Of discovery and dread: The importance of work challenges for international business travelers' thriving and global role turnover intentions

Dimitrova

2020

J Organ Behavior

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As frequent travel across international borders has become common for an everincreasing number of workers, it is essential to understand what helps these international business travelers (IBTs) thrive and embrace their global work responsibilities.This study's purpose is to examine the role of developmental opportunities (i.e., work role challenges) in helping IBTs see frequent travel as a predominantly beneficial experience. By integrating two theories of motivation-conservation of resources theory and the challenge-hindrance demands framework-I build a moderated mediation model of IBTs' intent to cease their global work responsibilities (i.e., global role turnover intentions). Using latent moderated structural equation modeling, I test the model on a sample of 204 IBTs collected at two time points. Results show that, through the psychological state of thriving at work, travel frequency has a negative indirect association with IBTs' global role turnover intentions when IBTs' work roles are challenging and a positive association when their work lacks challenge. This is primarily the case regarding the challenge of being responsible for others at work. The novelty of IBTs' work tasks is also a salient challenge but to a lesser extent. This study contributes to literatures on global work, work role design, and thriving. K E Y W O R D S conservation of resources (COR) theory, global role turnover intentions, international business travel, thriving, work role challenges

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“…Die eigentliche Herausforderung für Expatriates besteht nun nicht nur darin, den Arbeitsauftrag zu erledigen, mit dem sie ins Ausland entsendet worden sind, sondern vor allem müssen sie sich in einer anderen Lebenswelt, einem anderen Kulturkreis zurechtfinden, in dem das bisherige Rezeptwissen zur Orientierung hinfällig wird (Mayerhofer, Müller, & Schmidt 2010). In beruflicher Hinsicht stellt die Konfrontation mit ungewohnten Geschäftsgepflogenheiten und einer unvertrauten betrieblichen Sozialordnung (dazu zusammenfassend Kotthoff, 2010), in denen Expatriates sich einerseits als Experten stilisieren (müssen) und andererseits in der Tendenz als Außen-seiter stigmatisiert sind, eine Herausforderung dar.…”

Section: Expatriates Und Ihr Psychologischer Vertrag: Herausforderungunclassified

Psychologischer Vertrag und Anerkennung. Das Beispiel Expatriates

Minssen

Wehling

2011

German Journal of Human Resource Management: Zeitschrift für Pe

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in Psychological Contract and Recognition. The Example of ExpatriatesIn research on the psychological contract, it is assumed that workers' psychological contracts are undergoing fundamental change: long-term relational contracts are being replaced by shorter transactional contracts. Using the example of expatriates, workers in highly flexible work conditions, we show that this development is not as clear-cut as assumed, but rather that the psychological contract is characterized by the coexistence of relational and transactional elements. We argue that new contradictions arise from this co-existence, which are expressed in expatriates' perceived lack of recognition for their achievements abroad. However, as expatriates regard this as a breach but not a fundamental violation of their psychological contract, this does not lead them to terminate their working relationship.

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Implications of Flexpatriates’ Lifestyles on HRM Practices

Cited by 28 publications

References 23 publications

Work Life Balance up in the Air – Does Gender Make a Difference between Female and Male International Business Travelers?

Work Life Balance up in the Air – Does Gender Make a Difference between Female and Male International Business Travelers?

Of discovery and dread: The importance of work challenges for international business travelers' thriving and global role turnover intentions

Psychologischer Vertrag und Anerkennung. Das Beispiel Expatriates

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