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Acknowledgements |
5 |
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Contents |
6 |
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Contributors |
8 |
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1 Introduction: The Psychology of Global Mobility |
10 |
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A Human Dimension |
12 |
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Psychology in Global Mobility |
13 |
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Person |
14 |
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Environment |
15 |
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A Road Less Traveled |
17 |
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Structure and Content |
19 |
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Context |
19 |
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Motives |
20 |
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Adjustment |
21 |
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Performance |
22 |
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Human Development: D=f(M,A,P) 2 |
23 |
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References |
24 |
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Part I Context |
29 |
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2 Human Mobility in a Global Era |
30 |
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Types of Travelers |
36 |
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Culture Shock |
38 |
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Business Travelers and Business Support |
42 |
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Adaptation and Adjustment |
46 |
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Reducing Expatriate Stress |
48 |
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Conclusion |
49 |
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References |
51 |
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3 Mixed-Methods Approaches to Contextually Grounded Research in Settings of Armed Conflict and Natural Disaster |
53 |
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Armed Conflict, Natural Disaster, and Forced New Settlement |
54 |
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Contextually Grounded Mental Health Research with War and Disaster-Affected Populations |
55 |
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Blending Qualitative and Quantitative Methods |
56 |
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Research in Afghanistan: Development of the Afghan Symptom Checklist |
57 |
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Research in Sri Lanka: War Exposure, Natural Disaster, and Daily Stressors as Predictors of Mental Health among Youth in Eastern Sri Lanka |
60 |
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Development of the Childrens Daily Stressor Scale |
61 |
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Conclusion |
64 |
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References |
64 |
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4 Ethical Psychological Practice with Geographically Mobile Individuals and Groups |
67 |
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Ethical Dilemmas of Service Provision |
69 |
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Competing Theories of Ethics |
69 |
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Competing Ethical Responsibilities |
70 |
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Case Example Dr N |
73 |
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Competing Levels of Responsibility |
74 |
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Case Example Dr S |
77 |
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Whose Ethics? |
78 |
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Competing Constructions of Cultural Competence |
79 |
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Ethical Reasoning and Decision Making |
80 |
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Theory of Prima Facie Duty |
81 |
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Professional Development and Self Care |
84 |
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Case Example Dr X |
86 |
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Conclusion |
87 |
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References |
87 |
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Part II Motives |
91 |
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5 Mobility and Personality |
92 |
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The Mobile Personality |
93 |
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Motivation and the Mobile Personality |
93 |
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Achievement Motivation |
94 |
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Power Motivation |
95 |
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Affiliation Motivation |
96 |
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Place Attachment |
97 |
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Deciding Where and When to Go |
98 |
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Temporary Mobility: Sojourners and Enjoyment of Leisure Travel |
99 |
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Policy and Research Implications |
101 |
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Personality and Mobility |
101 |
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Adaptation and Mobility |
102 |
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Effects of Leaving on the Home Country |
104 |
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Policy Implications |
104 |
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Directions for Future Research |
105 |
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References |
105 |
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6 Identity and Global Mobility |
109 |
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Theories of Identity |
111 |
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Components of Identity Relevant to Professionals Global Mobility |
113 |
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Career Identity |
113 |
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Family Identity |
116 |
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Combined Family-Gender Identity |
118 |
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National Cultural Identity |
119 |
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Conclusion, Research Questions, and Recommendations |
121 |
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References |
124 |
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7 Global Mobility, Local Economy: Its Work Psychology, Stupid |
128 |
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Dual Salary |
129 |
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Why is Dual Salary Problematic? |
131 |
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How is Dual Salary Problematic? |
131 |
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What Can Be Done About Dual Salary? |
135 |
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Defensive Routines |
136 |
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Why Should We Expect Barriers to Boundary-Less Mobility? |
138 |
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How Can We Expect the Barriers to Manifest? |
139 |
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What Can Be Done to Manage These Barriers? |
141 |
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Brain Drain? |
142 |
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Why the Term is Misleading |
142 |
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How the Term is Misleading |
143 |
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What New Foci Can Be Included? |
145 |
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Conclusion |
148 |
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References |
148 |
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8 The Psychology of Enforced Mobility |
154 |
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The Nature and Scope of Forced New Settlement |
156 |
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Psychological Perspectives on the Experience of Refugees |
158 |
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Box 8.1 Interventions appropriate for different groupings within refugee populations |
161 |
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Case Studies in Enforced Mobility |
162 |
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Flight from Civil Conflict: Mozambicans in Mala--i 1988--1992 |
162 |
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Box 8.2 Categories of need amongst Mozambican refugees in Malai |
164 |
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Natural Disaster: The Soufriere Hills Volcanic Eruption, Montserrat |
164 |
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Box 8.3 Identified threats to childrens wellbeing |
165 |
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Box 8.4 Symbolism in cultural loss and adjustment 8 |
166 |
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Seeking to Make a New Home in Scotland |
166 |
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Using Knowledge to Shape Policy and Practice |
168 |
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Mapping the Process of Integration |
169 |
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Training for Psychosocial Support of Refugees |
170 |
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Conclusion |
171 |
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References |
171 |
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Part III Adjustment |
174 |
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9 Global Mobility and Cross-Cultural Training |
175 |
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Does Cross-Cultural Training Work? |
177 |
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Content of Cross-Cultural Training |
177 |
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New Dimensions of Cross-Cultural Training |
178 |
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Individual Dimensions |
178 |
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Psychological Barriers to Adjustment |
178 |
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Cross-Cultural Training Implications |
179 |
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Coping Strategies for Successful Adjustment |
179 |
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Cross-Cultural Training Implications |
179 |
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Matching Personal Expatriate Characteristics with a Host Culture |
180 |
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Cross-Cultural Training Implications |
180 |
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Language Proficiency and Adjustment |
180 |
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Organizational Dimensions |
182 |
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Assignment to Tough Organizational Contexts |
182 |
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Training of Host Nationals |
183 |
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Situational Dimensions |
184 |
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Training for Going Home |
184 |
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Cross-Cultural Training Implications |
185 |
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Size of the Host Location and Adjustment |
185 |
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Cross-Cultural Training Implications |
185 |
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Country-Level Dimensions |
185 |
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Adjusting to a Similar Vs. a Dissimilar Culture |
185 |
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Cross-Cultural Training Implications |
186 |
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Conclusions |
186 |
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Cross-Cultural Training Works |
187 |
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Culture-Specific Cross-Cultural Training |
187 |
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Custom-Made Cross Cultural Training |
187 |
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Recurring Cross-Cultural Training |
188 |
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Everybody Needs Cross-Cultural Training |
188 |
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References |
189 |
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10 Mobility and Acculturation |
194 |
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Mobility and Contact |
195 |
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Acculturation |
197 |
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Acculturation Strategies |
199 |
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Research Examples |
203 |
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Conclusions and Implications |
209 |
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References |
210 |
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11 Mobility and Inclusion |
212 |
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What Does It Mean to Be Inclusive? |
214 |
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Why Inclusion Doesnt Come Naturally |
216 |
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The Role of the Environment |
217 |
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The Micro-System |
218 |
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The Meso-System |
219 |
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The Exo-System |
220 |
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The Macro-System |
221 |
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The Person-Situation Interaction |
222 |
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The New Settlers Perspective |
223 |
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The Life Narrative |
223 |
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Mobility History |
224 |
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Reasons for Moving |
224 |
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Permanence |
225 |
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The Flow of Time |
227 |
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Conclusions and Recommendations for Policy |
228 |
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Policy Implications |
228 |
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References |
230 |
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12 New Settlement and Wellbeing in Oppressive Contexts: A Liberation Psychology Approach |
235 |
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Wellbeing, Acculturation and Power |
237 |
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Exploring the Relationship Between Cultural Adaptation and Wellbeing in Oppressive Contexts: The Case of Moroccan New Settlers in Southern Spain |
240 |
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A Liberation Psychology Approach to the Wellbeing of Moroccan New settlers in Southern Spain: Lessons Learned |
244 |
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Community Level |
244 |
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Relational Level |
248 |
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Personal Level |
250 |
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Implications for Practice and Directions for Future Research |
251 |
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References |
253 |
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Part IV Performance |
257 |
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13 Mobility and Careers |
258 |
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Mobile and Immobile Careers |
259 |
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Elements of Career Studies |
260 |
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Career Transitions |
261 |
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Dimensions of Career Mobility |
262 |
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Boundary-Less Careers |
263 |
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Career Mobility and Career Capital |
265 |
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Geographical Mobility A Neglected Area of Career Studies |
265 |
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Geographical Career Mobility: Causes and Types |
266 |
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Benefits and Drawbacks of International Mobility |
269 |
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New Zealand: A Case Study of Mobile Careers and Career Capital Transfer |
270 |
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Conclusion |
273 |
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References |
274 |
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14 Global Mobility and Bias in the Workplace |
278 |
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Global Mobility and Inequality |
279 |
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Inequalities in the Labor Market |
279 |
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Case Study 1: Labor Market Participation in New Zealand |
280 |
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Inequalities in Organizations |
280 |
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Bias in the Workplace |
281 |
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Employment Bias |
281 |
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Bias in Pre-screening Applicants |
281 |
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Bias in the Choice of Recruitment Methods |
282 |
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Bias in the Choice of Selection Methods |
282 |
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Bias in the Choice and Appraisal of Selection Criteria |
283 |
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A Case Study of Employment Bias |
284 |
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Case Study 2: Recruiting and Selecting Employees in New Zealand |
284 |
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Performance Bias |
285 |
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Socio-Psychological Processes Underlying Bias |
286 |
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Categorization and Comparison |
286 |
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Similarity and Dissimilarity on Individual, Organizational and Socio-Cultural Levels |
286 |
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Social Identity, Categorization and Comparison |
287 |
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Stereotypes and Attributions |
287 |
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Inter-Group Conflict, Competition and Threat |
288 |
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The Influence of Personal Factors |
289 |
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The Influence of Situational Factors |
289 |
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Intercultural Contact |
289 |
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Workforce Demographics and Group Composition |
290 |
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Societal-Level Attitudes and Perceptions of New Settlers |
291 |
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Counteracting Bias in the Workplace |
291 |
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References |
294 |
|
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15 Technology, Mobility, and Poverty Reduction |
300 |
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Todays Information and Communication Technology Landscape |
302 |
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Access Trends |
302 |
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Utilization Trends |
304 |
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Implications for Brain Drain, Gain, and Circulation |
305 |
|
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Innovating Poverty Reduction |
311 |
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Information and Communication Technologies, Farming, and Global Development |
311 |
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Global Positioning Systems |
311 |
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Text Messaging and Web 2.0 |
312 |
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Recruitment and Fundraising |
314 |
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Online Volunteerism |
315 |
|
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UNV Online Volunteering Service |
315 |
|
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SmartAid: Consultants Without Costs |
316 |
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Summary and Conclusion |
317 |
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References |
318 |
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Index |
322 |
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