Long-term assignment reward (dis)satisfaction outcomes: hearing women's voices. Issue 2 (13th June 2016)

• Record Type: Journal Article
• Authors: Shortland, Susan; Perkins, Stephen J.
• Is Part Of: Journal of global mobility. Volume 4:Issue 2(2016)
• Page Start: 225
• Page End: 250
• Publication Date: 2016-06-13
• Subjects: Gender -- Expatriates -- Women -- Organizational justice -- Oil and gas industry -- Reward -- Balance sheet; Aliens -- Periodicals; Foreign workers -- Periodicals; Labor mobility -- Periodicals; Labor and globalization -- Periodicals; 305.90691
• DOI: 10.1108/JGM-04-2015-0011
• Languages: English
• ISSNs: 2049-8799

Abstract

Abstract : Purpose: – Drawing upon compensating differentials, equity theory, and the psychological contract, women's voices illustrate how organisational policy dissemination, implementation and change can lead to unintended assignee dissatisfaction with reward. Implications arise for organisational justice which can affect women's future expatriation decisions. The paper aims to discuss these issues. Design/methodology/approach: – A qualitative case study methodology was employed. Reward policies for long-term international assignments (IAs) were analysed. In-depth semi-structured interviews were conducted confidentially with 21 female long-term assignees selected using stratified sampling, and with two managers responsible for international reward policy design/implementation. Findings: – Policy transparency is required. Women perceive inequity when allowances based on grade are distorted by family status. Women in dual career/co-working couples expect reward to reflect their expatriate status. Reward inequity is reported linked to specific home/host country transfers. Policy change reducing housing and children's education are major causes of reward dissatisfaction. Research limitations/implications: – This case study research was cross-sectional and set within one industry. It addressed reward outcomes only for long-term IAs from the perspectives of women who had accepted expatriation in two oil and gas firms. Practical implications: – Reward policy should be transparent. Practitioners might consider the inter-relationship between policy elements depending on grade and accompanied status, location pairings, and the effects of policy content delivery to dual career/co-working couples. Originality/value: – This paper advances the field of IA reward by examining compensating differentials, equity and the psychological contract and takes these forward via implications for organisational justice. It identifies reward elements that support women's expatriation and address their low share of expatriate roles, thereby fostering gender diversity. Future research themes are presented.