Successful female expatriates as agents: Positioning oneself through gender, hierarchy, and culture

Abstract

While most studies on female expatriates take a structural approach, this study considers female expatriates as active agents, capable of producing effective professional identities when interacting with men. We propose that female expatriates are agents who selectively interpret interactions with male actors and actively position themselves within these interactions. Within these two processes of interpreting and positioning, we examine how they draw from gender, hierarchy and culture as three power-laden identity discourses that not only constrain but also enable their actions. Through the analysis of in-depth interviews with successful female expatriates, we show how these women counter their (perceived) lower status along one identity discourse by strategically positioning themselves through a more empowering identity. #

Women Expatriate Leaders: How Leadership Behaviors Can Reduce Gender Barriers

“…The findings of this research suggest that organizations should not hesitate to send women overseas in expatriate roles; however, the women themselves should be prepared to be flexible and understand that their gender can create barriers in most cultures. This study, along with others that have researched female expatriate success (Adler, 1987;Caligiuri, Joshi, & Lazarova, 1999;Janssens et al, 2006;Selmer & Leung, 2003) have found that females can adjust and succeed in the expatriate environment. Where this study departs from the research that has been done up to this point, is how female expatriates can use applied leadership behaviors to break down gender barriers and create an environment where they can flourish as leaders.…”

“…In fact, female expatriates displayed slightly higher interpersonal interaction and work adjustment than their male counterparts, while male expatriates reported a higher degree of psychological adjustment than female expatriates. Janssens, Cappellen and Zanoni (2006) conducted a study to determine how female expatriates created identities that assisted in their overseas professional success. They interviewed 12 female expatriates that were considered successful, based on several criteria determined by the researchers, to include nomination by the females' own organization.…”

Self-Initiated Expatriates: An Interpretative Phenomenological Analysis of Professional Female Expatriates

“…The paradoxical nature of this is twofold; even though there is a shortage of international managers there is still a shortage of women in international management and these shortages exist despite the evidence in recent research that indicates that female managers are successful in their global assignments (Tung, 2004). Given that the success of women on global assignments has been highlighted, Janssens, Cappellen and Zanoni (2006) point out that there continues to be a lack of research in this area and argue that there should be more academic research conducted illustrating female success on a global front.…”

Women expatriates: A research history

“…thus, even in feminine cultures, she suggests, male solidarities keep women out. Yet, Janssens, cappellen and Zanoni (2006) find that women expatriates can produce effective professional identities when they interact with men: as active agents they can interpret their interactions with men and position themselves drawing from gender, hierarchy and culture to enable, rather than constrain their actions. in essence, successful female expatriates interpret and make sense of male-female interactions, positioning themselves using individual strategies to enable them to feel most powerful.…”