The purpose of this paper is to examine the role of organisational performance and development review policy and practice on women’s access to international careers via long-term expatriate assignments in the oil and gas industry, with a specific focus on women’s perceptions of procedural justice.,A qualitative cross-sectional case study research design is used to analyse performance and development review, and international assignment policies in two firms, together with in-depth, semi-structured interviews with 14 Human Resource policy custodians and 21 female long-term current assignees.,Women assignees do not see performance and development reviews as effective mechanisms to access expatriate roles. Nonetheless, women use these procedures while also operating within senior male networks to signal their desire to expatriate.,This study identifies differences between organisational policy objectives and policy implementation, and female assignees’ experiences and expectations of accessing expatriate roles. Women’s perceptions of organisational justice are not harmed because women place more emphasis on process and conversations than on policy. Research propositions are suggested extending organisational justice theory.,Clear articulation of performance and development review processes aids organisational succession planning. Formalised, transparent expatriate career management supports women’s access to expatriation. The roles of key personnel in determining access to expatriate career paths require clarification.,This paper extends our knowledge of women’s organisationally assigned expatriate careers and perceptions of procedural justice. Women use performance and development reviews to access expatriate opportunities. Employer action aligned to policy intent could help increase female expatriate participation.

中文翻译：

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寄予厚望？女性外籍人士对支持国际任务的组织绩效和发展审查的看法

本文的目的是研究组织绩效和发展审查政策和实践在妇女通过石油和天然气行业的长期外派任务进入国际职业中的作用，特别关注妇女对程序正义的看法。定性的横截面案例研究设计用于分析绩效和发展审查以及两家公司的国际分配政策，以及对14位人力资源政策保管人和21位长期女性现任受让人的深入半结构化访谈妇女受让人没有将绩效和发展审查视为获得外派人员角色的有效机制。尽管如此，妇女仍在使用这些程序的同时也在高级男性网络中运作，以表明她们有移居国外的愿望。这项研究确定了组织政策目标与政策实施之间的差异，以及女性受让人在获得外派职位方面的经验和期望之间的差异。妇女对组织公正的看法没有受到损害，因为妇女更加重视过程和对话，而不是政策。建议提出研究建议，以扩展组织公正理论。绩效和发展审查流程的清晰表达有助于组织继任计划。正式，透明的外籍人士职业管理为妇女提供外派服务。需要明确关键人员在确定外派职业道路途径中的作用。本文扩展了我们对妇女在组织上分配的外派职业的了解以及对程序正义的认识。妇女利用绩效和发展审查获得外籍机会。符合政策意图的雇主行动可以帮助增加女性外籍人士的参与。