While there has been progress for women in globally mobile work, there are enduring problems and challenges. In particular, women continue to be under-represented in management and leadership roles worldwide. In this chapter, we summarise current knowledge about women and globally mobile work and present a framework of factors that may either facilitate or hinder global mobility for women. We identify some important gaps in knowledge and suggest areas for future research to improve understanding of the experiences of women and their participation in global mobility. Finally, we offer practical recommendations for policy-makers, organisations that manage globally mobile workers, leaders and managers, and women who are currently and/or aspire to be globally mobile.

Adjustment is the process of changing behaviour, feelings, and cognitions to achieve a balance with the environment. Adjustment is needed whenever an individual transfers from a familiar setting to an unfamiliar setting to interact effectively and to feel a sense of belonging. Expatriates experience adjustment in the cognitive, affective, and behavioural dimensions and across different domains such as for example work, culture, and personal domains. The needed change includes new routines and uncertainty which might cause anxiety. Adjustment to the new situational context is essential for expatriation success. In this chapter, we examine what we have learnt from the literature. We discuss antecedents to adjustment and critically reflect on the most common approaches to analysing expatriate adjustment. Furthermore, new alternatives on how to understand adjustment that mitigate the limitations of previous models will be highlighted and we will provide insights on how to apply a holistic assessment. Finally, we will provide our readers with some practical and research implications.

This chapter explores international working options other than expatriation and migration, focusing, in particular, on three of the main alternative ‘other’ ways of arranging international work: short-term assignments (STAs), international business travel (IBTs), and international commuting (McNulty & Brewster, 2019). These ‘other’ ways of working in another country tend to be shorter and, crucially, do not involve relocating ‘home’ or taking the family, if there is one, with them. The chapter explores some of the advantages and disadvantages of these alternative forms of international experience.

Self-initiated expatriates (SIEs) are an important group of the globally mobile workforce. In contrast to assigned expatriates (AEs), SIEs relocate on their own volition and without company support. In recent years, the literature on SIEs has started to burgeon leading to an enhanced knowledge of SIEs. The purpose of this chapter is to first review and summarize central findings in the nascent body of research concerned with SIEs. In this regard, we focus on the following key areas of inquiry: definitions of SIEs, their (demographic) profiles, main motivations to relocate, cross-cultural adjustment, as well as career experiences, and outcomes of self-initiated expatriation. In second step, based on our overview of the extant literatures, we outline directions for future research on SIEs in each key area. The suggested future research avenues will be helpful to guide the next generation of studies on SIEs and to move this stream of research ahead.

Electricity decision-makers often choose to build wind and solar power for economic reasons. Renewable energy development may lead to economic growth, innovation in new sectors, and better employment options. This chapter examines which industrial policies states might choose to encourage these outcomes and whether Brazil and South Africa were successful in this. When private firms are involved – both countries chose private companies to build most of their electricity, through procurement auctions – it creates significant rents for the sector that must be managed to ensurecollective rather than narrow benefits. This chapter works within theoretical literatures on state–business relations. Brazil uses an initial local requirements stage and later public finance to encourage strong growth in wind power installation and manufacturing. The difficulty in developing a solar power industry accounts for its puzzling delay. In South Africa, similar coalitions as in Chapter 2 fight about whether the public or the private sector should produce renewable energy, pitting the powerful labor movement against the state’s industrial policies, in the absence of effective just transition policies.

Governance in higher education has been described as ambiguous, elusive, and abstract. Both the concept and the practice of governance are recognized as contested, given tensions between different levels of authority and constituency interests: lay or state, academic or institutional, faculty or students. We focus on developments in public and private higher education to illuminate potentially contradictory trends of convergence and divergence in emerging governance arrangements. The chapter draws on a range of disciplinary and theoretical perspectives for interpreting current governance arrangements in the field of higher education and to highlight gaps in our understanding. The first section addresses the changing landscape of higher education and public–private distinctions in particular. The second focuses on governance arrangements in the arenas of public and private higher education and at the levels of system and institutional governance. The third section discusses theories of governance and their application to public and private higher education domains. The conclusion draws the analyses together, noting gaps and pointing to directions for further research.

This chapter is focused on describing how systemic governance in higher education has changed in the two Northern American federal countries. To grasp the characteristics of governance and accountability in the higher education systems of Canada and the USA, the chapter shed lights on the systemic characteristics of such systems (the types of institutions are distinguished by their respective missions and ownership), on the role of and eventual changes to the state/provincial and federal governments across time, on the impact on New Public Management in the activities of the systems, and, finally, on the characteristics and roles of policy networks. By focusing on these four dimensions, it is possible to better describe and understand how systemic governance works in the USA and Canada, and how the countries have been changing by remaining quite different each other.