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Articles by Benjamin Bader
Emotional labor, proximity of terrorist attacks, and stress during international assignments: how expatriates cope under the threat of terrorism
Abstract How individuals manage their emotional display at work is an important antecedent of stress. In this study, we apply emotional labor theory to the expatriation context to predict and explain how deep acting (altering felt emotions to comply with required emotional display) and surface acting (suppressing felt emotions and faking required emotions) may help expatriates cope with intense stress experienced during an international assignment.
Novel YAP1/TAZ pathway inhibitors identified through phenotypic screening with potent anti-tumor activity via blockade of GGTase-I / Rho-GTPase signaling
Abstract This study describes the identification and target deconvolution of novel small molecule inhibitors of oncogenic YAP1/TAZ activity with potent anti-tumor activity in vivo. A high-throughput screen (HTS) of 3.8 million compounds was conducted using a cellular YAP1/TAZ reporter assay. Target deconvolution studies identified the geranylgeranyltransferase I (GGTase I) complex, as the direct target of YAP1/TAZ pathway inhibitors.
Female expatriates on the move? Gender diversity management in global mobility
Gender-blind approach to global mobility The first aggregate dimension was informed by five second-order themes. In this first dimension, the global mobility managers described the observed consequences of a gender-blind approach to global mobility practices and strategies for female expatriates.
Cross‐Border Knowledge Transfer in the Digital Age: The Final Curtain Call for Long‐Term International Assignments?
INTRODUCTION Long before the COVID-19 pandemic, multinational companies (MNCs) started to face accelerated changes in technology, which could potentially benefit their ability to transfer knowledge across borders in an increasingly interconnected world (Sousa and Rocha, 2019). Global business environments have become more interconnected, requiring MNCs to integrate global knowledge effectively into the organization.
Does what happens abroad stay abroad? Displaced aggression and emotional regulation in expatriate psychological contracts
Moderating effects of emotion regulation self-efficacy We propose an important boundary condition for the aftermath of unfulfilled PCs, that is, emotion regulation self-efficacy. Individuals are generally able to control emotions, which is a useful form of self-regulation to help individuals realize their goals (Muraven & Baumeister, 2000).
What does global mobility look like in the new normal?
For almost two years, the world has been in the grasp of Covid-19. Because it seems that it isn’t going away anytime soon, it is inevitable that we should start thinking about living with it for the foreseeable future. This affects more or less all areas of life, private and professional, and global mobility is no exception.
Are organisations fulfilling their duty of care around global mobility?
All employers have a duty of care towards their workforce. In a narrow, legal sense, this means employers are required to take all of the reasonable and necessary steps to protect their employees’ health, safety and wellbeing. This, of course, does not end at national borders, and multinational companies who assign expatriates all over the globe are not exempt from this duty when the employee is abroad.
How do HR professionals feel about artificial intelligence?
Digital transformation is certainly one of the most important changes and challenges that society and businesses face today. However, in the commercial world, it would seem that HR functions are sometimes a tad behind when it comes to taking steps towards enhanced digitalisation. Artificial intelligence (AI)-based technologies and robotic process automation (RPA) applications could be the answer to help HR catch up with other areas of the business.
Mentoring international assignees
Mentoring international assignees Benjamin Bader, January 11, 2019 Finding mentors for those on global mobility schemes can be challenging but worthwhile The benefits to be realised from effective mentoring have long been appreciated by HR professionals and line managers alike. Anybody who has had somebody in their career who gave them useful advice, opened doors, or just provided honest feedback would confirm this.
What can companies do when expats face gender discrimination?
The public discussion on gender discrimination has, quite rightly, generated enormous momentum around the globe. And the topic of discrimination against women on international work assignments is also receiving more attention. Women are underrepresented in leadership positions, they earn less than men and they also suffer more from discrimination when on international assignment.
The digitalisation of global mobility
Most companies are only moderately ‘digitalised’ in terms of global mobility. However, they have a clear agenda for what to implement next Will robotics, artificial intelligence and automation extinguish the global mobility workforce of the future? Are fixed office spaces still necessary or does remote work offer an attractive alternative for globally mobility professionals? These are just a few of the questions that are related to digitalisation in the field of global mobility.
Functional characterization of GABAA receptor-mediated modulation of cortical neuron network activity in microelectrode array recordings
In this study the effects of various pharmacological tools on network activity were characterized in MEA recordings at primary neurons from murine frontal cortex, and in our analysis of these data we took advantage of the high-content information provided by multichannel recordings.
Young people think apprenticeships are for 'male' industries
Parents also assume apprenticeships are more prevalent in 'male' sectors Nearly two thirds of 16 to 18 year olds believe most apprenticeship opportunities are in sectors characterised by largely male workforces, according to research from Prudential. More than six in 10 (61%) of the 621 teenagers polled thought that such opportunities would be most prevalent in industries such as construction, manufacturing, agriculture and IT.
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