A study in the European Journal of International Management sheds light on gender differences in how job embeddedness affects expatriates. This is especially true when individual face unexpected challenges, the research suggests.
Job embeddedness theory says that individuals who feel a strong sense of integration with their work environment and community are less inclined to leave their jobs, even during difficult times. The theory hinges on three primary dimensions: fit, links, and sacrifices. “Fit” describes the alignment an individual feels with their job and community. “Links” refer to their interpersonal connections, both at work and within the community. “Sacrifices” are the perceived costs associated with leaving their current environment. The more embedded someone is in terms of these various factors, the less likely they are to leave their job, particularly when they face unexpected events, “external shocks”, that might prompt them to reconsider their position.
Sonja Sperber of Vienna University of Economics and Business in Vienna, Austria and Christian Linder of the University of Côte d’Azur, Suresnes, France, explain that research in this area has tended to focus on male expatriates. As such, there is an obvious and significant gap in our understanding of job embeddedness. The team hopes to begin to fill this gap. They have analysed data from expatriates in the United Kingdom and used Qualitative Comparative Analysis (QCA) to identify what factors influence employment turnover intentions among male and female expatriates having faced some kind of shock.
Migration and the movement of skilled female workers in particular has become an important trend in recent years and is not expected to decline. It is known that many female expatriates face issues not experienced by their male counterparts. Many of these issues are associated with why they have migrated, the cultural adjustments they must make, the balancing of family responsibilities, and the management of gender stereotypes. These factors can affect their experience and also whether they choose to remain in their position when faced with shocks.
The team found that the concept of “fit” appears to be more crucial for female expatriates. This suggests that women tend to prioritize how well they align with their job and community. In contrast, male expatriates apparently emphasize the “sacrifices” involved in leaving their job, indicating a greater focus on the costs of leaving their current position.
Such differences point to a need to consider gender-specific perspectives in job embeddedness theory and human resource management practices. Understanding the differences will allow HR managers and others to develop more nuanced and effective support mechanisms for expatriate employees. A one-size-fits-all approach is wholly inadequate, the work would suggest. Gender-sensitive human resource policies could be critical in helping expatriate employees cope with shocks, and at the same time help organizations with the retention of their skilled international workforce.
Sperber, S. and Linder, C. (2024) ‘When the going gets tougher: international assignments, external shocks and the factor of gender’, European J. International Management, Vol. 23, No. 4, pp.537–567.