PUBLISHED RESEARCH
Global rainbow families
Rainbow families consist of any Lesbian, Gay, Bisexual, Transgender, Queer, Questioning and Ace (LGBTQ+) person and their immediate family, which could include their partner or children. Despite recent social and legal advances for individuals identifying as LGBTQ+, there is still widespread heterogeneity in the rights, levels of discrimination and organisational policy for LGBTQ+ people across the globe. This publication outlines research on LGTBQ+ global mobility to date and makes recommendations for organisations to better support the careers and lives of global rainbow families in order to attract a broader talent base, reduce failure rates and fulfil their duty of care.
Citation: Michaels, V., & Tamm, G. (2023). Chapter 12 In Research Handbook of Global Families. Kallane, Y., Mutter, J., & Collins, H. (Eds.). Cheltenham, UK: Edward Elgar Publishing.
Rainbow families consist of any Lesbian, Gay, Bisexual, Transgender, Queer, Questioning and Ace (LGBTQ+) person and their immediate family...
Lesbian, gay, bisexual and transgender (LGBT) expatriates:
An intersectionality perspective
Lesbian, Gay, Bisexual and Transgender (LGBT) people are already highly mobile as expatriates but their mobility forces a reinterpretation of their identity. LGBT expatriates have unique safety and security concerns which make a premature return from assignments more likely. In order to better support LGBT expatriates and reduce the likelihood of expatriate failure, researchers first need to understand their unique experiences and challenges. Through the lens of intersectionality, we examine mobility and the interplay of disclosure, passing and concealment as individuals move through overlapping spheres of sociocultural context. Further, we make recommendations for Interntaional Human Resource Managers to support diverse talent.
Citation: Paisley, V., & Tayar, M. (2016). Lesbian, gay, bisexual and transgender (LGBT) expatriates: an intersectionality perspective. The International Journal of Human Resource Management, 27(7), 766-780.
Lesbian, Gay, Bisexual and Transgender (LGBT) people are already highly mobile as expatriates but their mobility forces a reinterpretation of their identity...
Essentials for international human resource management:
Managing people globally
With increasing globalization comes the need to understand human resource management (HRM) more broadly across countries, cultures, institutions, and organizational types. Designed to help readers explore and understand the key concepts and latest research behind the strategic management of people in organizations that operate in a global context, this accessible book provides concise coverage of HRM concepts, balancing comparative approaches and US and non-US schools of thought. Not limited to the multinational firm, the book reflects the most current knowledge in the field and considers all types of organizations embedded in the global context..
Citation: Paisley, V. P., Lazarova, M. B. & Thomas, D. C. (2015). Sage, Vancouver Canada.
With increasing globalization comes the need to understand HRM more broadly across countries, cultures, institutions, and organizational types...
Reflexivity, critical reflection and mindfulness in experiential learning: Developing successful international business graduates
This conceptual and practitioner-oriented chapter draws from the reflexivity, critical reflection, and mindfulness literature to suggest opportunities to heighten the benefits from experiential learning activities in international business. This occurs at two levels with (1) instructors critically reflecting on their own teaching practice and (2) students critically reflecting on their own experiential learning, assumptions, and interactions with other students. The chapter outlines why soft skills should be a vital part of international business education and how this can be developed through experiential activities which, combined with critical reflection, can lead to mindfulness.
Citation: Tayar, M & Paisley, V (2015) in Taras, V. & Gonzalez-Perez, M. A., Handbook of Experiential Learning in International Business. Palgrave Macmilan. London.
This research demonstrates how experiential activities which, combined with critical reflection...
More food for thought:
Other experiential learning projects
Recognizing the effectiveness and necessity of experiential learning in international business, more and more hands-on projects are being developed and successfully used by our colleagues all around the world. A one-stop source of information on the existing experiential learning projects, such as the present Handbook, would be a tremendously valuable resource — one that would allow the future generations of educators to ‘stand on the shoulders of the giants’, learn from the experiences of educators who tried this approach before and use the knowledge to improve and develop new teaching tools.
Citation: Taras, V., Berg, D. M., Buie, C., Hagen, J. M., Johns, A., Meszoely, Paisley, V. & Panina, D. (2015) in Taras, V. & Gonzalez-Perez, M. A., Handbook of Experiential Learning in International Business. Palgrave Macmilan. London.
Recognizing the effectiveness and necessity of experiential learning in international business, more and more hands-on projects are being developed...
Gamification of management students: A quantitative study of learning and engagement
‘Gamification’ is the implementation of game elements into non-game settings. In education, the purpose of gamification is to increase student engagement and motivation through the introduction of game elements such as leaderboards, badges and levels. This study was one of the first quantitative studies to explore the effectiveness of gamification in tertiary management education, and found strong significant links between gamification and student engagement. It also outlines the implications for a wide range of tertiary education fields and identifies areas for further research.
Citation: Paisley, V (2013). ascillite conference for Technology in Education, Macquarie University, Sydney, Australia.
Often misunderstood, ‘gamification’ is the implementation of game elements into non-game settings. In education, the purpose of gamification is to...
Psychological entitlement and organizational citizenship behaviors: the roles of employee involvement climates and affective organizational commitment
This study empirically examines the frequently neglected positive side of psychological entitlement - when an employee believes that they are entitled to more than others regardless of their actual performance. This study collected data from 231 supervisor-subordinate dyads across 41 work teams at a large Chinese automobile manufacturer to demonstrates that a high employee involvement climate helps to engage psychologically entitled employees by circumventing previously unbalanced social exchange relationships. In short, employees that are usually seen as toxic, can become an organisational asset when a team climate of employee involvement is fostered.
Citation: Gary Schwarz, Alexander Newman, Jia Yu & Varina Michaels (2023) Psychological entitlement and organizational citizenship behaviors: the roles of employee involvement climate and affective organizational commitment, The International Journal of Human Resource Management, 34:1, 197-222.
Turn a negative characteristic of your employee into an asset...
