Disruptive decisions to leave home: Gender and family differences in expatriation choices

Phyllis Tharenou

Organizational Behavior and Human Decision Processes, 2008, vol. 105, issue 2, 183-200

Abstract: I developed a theoretical model predicting how gender and family status would influence employee willingness to expatriate, international job search behavior, and expatriation decisions and tested the model in a longitudinal investigation. Australian employees comprising 230 females and 401 males with partners and/or children and 208 female and male childless singles were surveyed three times over three years. Employees who had greater personal agency and less family barriers were more willing to expatriate, to search for international jobs, and to eventually leave their home countries. Having a family restricted females' ability to transform their willingness to expatriate into an international job search to a greater extent than it did males'. In turn, international job search predicted actual expatriation for a job. Overall, the expatriation interests of women with partners and/or children were least realized (most inhibited) in international job search and subsequent expatriation behavior. The interests of childless single employees were most realized. The study challenges current thinking on women's willingness to expatriate by demonstrating that women are willing to expatriate, but family factors lead to women being less able to transform their willingness into an international job search than men, subsequently flowing on to women expatriating less for work than men.

Date: 2008
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Persistent link: https://EconPapers.repec.org/RePEc:eee:jobhdp:v:105:y:2008:i:2:p:183-200

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