Bibliographic record
Abstract
Companies with large expatriate population most often use international assignments for early career development or training, whereas companies with fewer than 250 expatriates use them mostly to fill a senior management position. There are increasing numbers of female domestic managers, particularly in Canada and the United States, and this means more of these women candidates for foreign assignments. Many international firms want their top executives to have international experience. This implies that if women are to reach the top they need to accept expatriate assignments. Many international organisations are concerned about assigning women to countries like Japan where there is likelihood that they would not be well accepted by male counterparts. Social psychology studies explore the role of individual values in perpetuating discrimination in selection through the use of schema and stereotyping. Such studies suggest that individual selectors develop schemata of ‘ideal job-holders’ and use them as a yardstick against which all prospective candidates are measured during the process of selection. In groups where there is dominance of one gender, job-holder schemata are likely to be gender-typed. An ‘open’ system is one in which all vacancies are advertised, anyone with appropriate qualifications and experience may apply, and a ‘closed’ system is one in which selectors at corporate headquarters nominate ‘suitable’ candidates to line managers who then have the option of accepting or rejecting the offer. Keywords: Expatriate, Discrimination, Employment, Foreign assignments, Managers, Competent, International, Effectiveness, Formal/ Informal system, Open/ Closed system.
Fetched live from OpenAlex and de-inverted. Abstracts are not stored in this database: the inverted indexes are 8.6 GB of the frame’s 9.3 GB of text, and the host has 13 GB free.
How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.002 | 0.005 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.001 |
| Science and technology studies | 0.004 | 0.002 |
| Scholarly communication | 0.004 | 0.002 |
| Open science | 0.000 | 0.004 |
| Research integrity | 0.001 | 0.001 |
| Insufficient payload (model declined to judge) | 0.015 | 0.002 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".