Tania Saba

Gender, family ties, and international mobility: Cultural distance matters

This study empirically tests a model of associations between family-domain variables and willingness to accept an international assignment, and applies the general model to sub-samples of men and women to examine gender differences in the pattern of relationships. We further explore these patterns in culturally similar and culturally distant country destinations. Analyses conducted with a sample of 148 men and 79 women employed MBA graduates from dual-earner couples revealed that perceived spouse willingness to relocate, beliefs regarding spouse and couple mobility, relative income, and the presence of children are associated with willingness to accept an international assignment. Moreover, consistent with social role theory, significant gender differences in willingness were found across low and high cultural distance country destinations.

Extending Employment beyond Retirement Age: The Case of Health Care Managers in Quebec:

Baby boomers in public agencies are getting ready to retire and there are concerns about retaining the existing workforce apart from recruiting younger managers. Recent studies of workplace patterns of older workers have shown that the workforce of older workers should no longer be seen as a unidirectional journey to retirement. Older workers may value bridge employment or even prefer to extend their working lives. The motives for deciding to leave the workplace permanently can be related to unmet expectations, the desire for change, and the need to enjoy a new phase of life. Based on a survey conducted on 402 older managers working in health care institutions in Quebec, this study sheds light on the new alternatives to traditional early retirement that organizations will have to take into account while considering the preferences and intentions of employees who are approaching retirement.

Managing Career Plateauing in the Quebec Public Sector

Many events in recent decades have made promotion opportunities increasingly scarce, thus significantly changing the career prospects of a large number of individuals. Feelings of career failure can have negative consequences for both individuals and organizations. Based on a survey of 192 managers and professionals in the Quebec public sector, our results indicate that the absence or inadequacy of practices linked to career planning, development, and support, as well as the lack of opportunities to play new roles and participate in work groups, accentuates the perception of career plateauing. In order for working conditions to be conducive to individual development, Quebecs public sector organizations will need to modify management practices related to the career plateau phenomenon.

Intrinsic motivation for an international assignment

Purpose - This study aims to explore how the motivational construct of intrinsic motivation for an international assignment relates to variables of interest in international expatriation research. Design/methodology/approach - Questionnaire data from 331 employed business school alumni of a high-ranking Canadian MBA program was analyzed. The sample consisted of respondents from a wide variety of industries and occupations, with more than half of them in marketing, administration or engineering. Findings - Higher intrinsic motivation for an international assignment was associated with greater willingness to accept an international assignment and to communicate in a foreign language. Externally driven motivation for an international assignment was associated with perceiving more difficulties associated with an international assignment. Intrinsic and extrinsic motivations for an international assignment were, however, associated with comparable reactions to organizational support. Originality/value - Drawing from self-determination theory, this study explores the distinction between authentic versus externally controlled motivations for an international assignment. It underscores the need to pay more attention to motivational constructs in selecting, coaching, and training individuals for international expatriation assignments. It extends a rich tradition of research in the area of motivation to the international assignment arena.

International mobility policies and practices: are there gender differences in importance ratings?

Because the low participation rate of women in international management is problematic, this study seeks to identify which international mobility policies and practices appear to be most responsive to the needs of women. Based upon 337 responses to a questionnaire survey, the results show significant gender differences on five career‐related international mobility policies and practices. While career support has been recognized as an important condition of expatriate success, the study results suggest that this form of support is critical for encouraging women to accept international assignments. No significant gender differences were found on family‐supportive international mobility policies and practices. Financial support received generally high importance ratings by both women and men.

Trends and emerging practices in human resource management ‐ The Canadian scene

Focuses on new trends that have been identified for Canadian human resources (HR): the emergence of new roles for HR; new forms of partnerships, particularly in the labor‐management relations; globalizations in daily HR operations; work life issues; programs to tackle the shifting demographics; pressure to effect downsizing and cope with mergers and acquisitions; and pressures to demonstrate its usefulness to the organisation.

Career success: fit or marketability?

Purpose – In response to the conclusions of a meta-analysis of career success studies (Ng et al., 2005), the purpose of this paper is to expand the range of variables being examined as predictors of career success by weaving the person-organization fit and external marketability perspectives into current career success frameworks. Design/methodology/approach – A survey was administered in partnership with an association of human resource professionals located in Canada. The questionnaire was transmitted electronically to human resource professionals. The final sample included 546 full-time, permanent, human resource professionals from multiple organizations. Findings – Confirmatory factor analysis supported the measurement model. In the final structural model, external marketability exerted a significant direct effect on career success. Person-organization fit was strongly associated with organizational sponsorship. Organizational sponsorship, in turn, exerted a significant effect on subjective career suc...

Challenges to professional identities and emotional exhaustion

– This study seeks to examine the identity‐relevant stress proposition according to which events occurring in highly‐salient identity domains have a greater impact on psychological well‐being than events occurring in less salient identity domains. The aim of the study is to integrate identity theory into occupational stress research by investigating the proposition that the lack of verification of a salient role identity will be associated with higher levels of emotional exhaustion., – Using a questionnaire methodology, data were obtained from full‐time, permanent, human resource professionals from multiple organizations., – As predicted, the lack of verification that occurs when an employer denies a professional the opportunity to engage in the responsibilities associated with a salient role was associated with more emotional exhaustion. Moreover, in a way consistent with identity theory, both role prestige and affective commitment to the profession moderated this relationship, providing additional support for the identity‐relevant stress proposition., – Identity theory offers a valuable perspective for work stress research, one that appears to be especially applicable to highly professionalized occupations.

Generational Conflict and its Impact of Work Behavior and Attitudes

Building commitment and preventing costly turnover are key challenges facing organizations today. This paper examines whether the fulfilled elements of the employment relationship that predict commitment and willingness to change companies vary significantly with age. Using a sample of 270 employees working in retail stores, it was found that in comparison to those under 30, fulfilling the need for a pleasant environment is more strongly related to the commitment of more senior workers. Providing for career advancement opportunities enhances the desire of younger employees to remain with their companies. In contrast, employees aged 45 and over are more willing to remain with the organization when employers provide for adequate resources and support. Providing employability development opportunities enhances commitment and reduces the willingness to quit and neglectful behavior for employees as a whole.