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PurposeThe goal of this study is to propose and test a model of the effect of the socio-cultural context on the disability inclusion climate of organizations. The model has implications of hiring people with disabilities.Design/methodology/approachTo test the model, we conducted a cross-sectional study across four countries with very different socio-cultural contexts. Data were gathered from 266 managers with hiring responsibilities in Canada, China, Norway and France. Participants responded to an online survey that measured the effect of societal based variables on the disability inclusion climate of organizations.FindingsResults indicated support for the theoretical model, which proposed that the socio-cultural context influenced the disability inclusion climate of organizations through two distinct but related paths; manager's value orientations and their perception of the legitimacy of legislation regarding people with disabilities.Originality/valueThe vast majority of research regarding employment of people with disabilities has focused on supply side factors that involve characteristics of the people with disabilities. In contrast, this research focuses on the less researched demand side issue of the socio-cultural context. In addition, it responds to the "limited systematic research examining and comparing how country-related factors shape the treatment of persons with disability" (Beatty et al., 2019, p. 122).

This paper explores the relationship between national culture and individuals' psychological contracts. Predicted relationships were drawn from prior theory that identified cognitive and motivational mechanisms through which culture manifests its influence. The dominant forms of psychological contracts were evaluated against predictions based on the national-level cultural values of vertical and horizontal individualism and collectivism in four countries. Results of interviews with 57 participants indicated that French interviewees (vertical individualist) described their psychological contracts as primarily exploitive, Canadians (horizontal individualist) as primarily instrumental, Chinese (vertical collectivist) as primarily custodial and Norwegians (horizontal collectivist) as primarily communitarian. Exploration of the conditions under which patterns deviated from those predicted by the theory indicates potential areas for future theoretical development.

Expatriation has been a topic of much research recently. The important role expatriates play in the internationalisation of an organisation and the resultant effects of such a work experience on the expatriates themselves, have fuelled the interest in this domain. This edited volume serves to provide fresh and timely insights into four areas, covering the individual, over the organisational, to the macro-level. First, the career paths of the expatriates, which not only garners them the career capital they may be able to utilise later in their career but also, the impacts of such an experience on their longer-term career success are in focus. The second block concerns the expatriation phase itself. A critical look is taken into the expatriates' identity and how it changes over time. Moreover, it discusses factors influencing the expatriates' well-being, embeddedness, and socio-cultural integration during their time abroad. Third, some key global mobility management challenges that organisations face, when managing expatriation, are introduced —such as flexible language management and how to become an international employer. Finally, insights are provided into the role of the host country policies – more specifically hostile environment and migration policies – on expatriate attitudes and behaviour, which has received less attention in previous research. All four areas are finally brought together to present a rich overview of future research questions that shall stimulate researchers and practitioners in their further deliberations. The chapters are based on selected results from the respective research subprojects of the Early Stage Researchers of the Horizon 2020 Global Mobility of Employees (GLOMO) project. This project was funded under the European Union's Research and Innovation Programme H2020 in the framework of the Marie Skłodowska-Curie Grant Agreement No 765355.

Expatriation has been a topic of much research recently. The important role expatriates play in the internationalisation of an organisation and the resultant effects of such a work experience on the expatriates themselves, have fuelled the interest in this domain. This edited volume serves to provide fresh and timely insights into four areas, covering the individual, over the organisational, to the macro-level. First, the career paths of the expatriates, which not only garners them the career capital they may be able to utilise later in their career but also, the impacts of such an experience on their longer-term career success are in focus. The second block concerns the expatriation phase itself. A critical look is taken into the expatriates' identity and how it changes over time. Moreover, it discusses factors influencing the expatriates' well-being, embeddedness, and socio-cultural integration during their time abroad. Third, some key global mobility management challenges that organisations face, when managing expatriation, are introduced —such as flexible language management and how to become an international employer. Finally, insights are provided into the role of the host country policies – more specifically hostile environment and migration policies – on expatriate attitudes and behaviour, which has received less attention in previous research. All four areas are finally brought together to present a rich overview of future research questions that shall stimulate researchers and practitioners in their further deliberations.