Long-term assignment reward (dis)satisfaction outcomes: hearing women’s voices

Published on Jun 13, 2016
· DOI :10.1108/JGM-04-2015-0011
Susan Shortland10
Estimated H-index: 10
(London Metropolitan University),
Stephen J. Perkins6
Estimated H-index: 6
(London Metropolitan University)
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 re...
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