Enhancing student outcomes through staff peer review of learning technologies

Enter our Innovation & Excellence Awards...
Shortland, S. 2023. Enter our Innovation & Excellence Awards... Think Global People. Spring, pp. 42-43.

The Flex Factor
Shortland, S. 2023. The Flex Factor. Think Global People. Spring, pp. 22-25.

Take five practical steps: international experience counts for women
Shortland, S. 2023. Take five practical steps: international experience counts for women. Think Global People. Spring, pp. 15-17.

Wellbeing initiatives the role of mindfulness in international mobility
Shortland, S. 2023. Wellbeing initiatives the role of mindfulness in international mobility. Think Global People. Winter, pp. 34-35.

Going home: the hardest move
Shortland, S. 2023. Going home: the hardest move. Think Global People. Winter, pp. 28-29.

The whole story
Shortland, S. 2023. The whole story. Think Global People. Winter, pp. 22-23.

Do executive remuneration decision-makers know what’s going on? The gap between independence and institutional contexts
Perkins, S.J. and Shortland, S. 2023. Do executive remuneration decision-makers know what’s going on? The gap between independence and institutional contexts. Journal of Organizational Effectiveness: People and Performance. Advanced online publication. https://doi.org/10.1108/JOEPP-08-2022-0219

Upper echelon theory
Perkins S.J. and Shortland, S. 2023. Upper echelon theory. in: Hutchings, K., Michailova, S and Wilkinson, A (ed.) A Concise Guide to Key Theories for Human Resource Management Research Cheltenham Edward Elgar.

Intersectionality theory
Shortland, S. and Perkins S.J. Forthcoming. Intersectionality theory. in: Hutchings, K., Michailova, S and Wilkinson, A (ed.) A Concise Guide to Key Theories for Human Resource Management Research Cheltenham Edward Elgar.

Partner employment access – the triple win
Shortland, S. 2022. Partner employment access – the triple win. Think Global People. Spring, pp. 28-31.

Working from anywhere – the hidden implications of cross-border and remote working
Shortland, S. 2022. Working from anywhere – the hidden implications of cross-border and remote working. Think Global People. Spring, pp. 11-12.

Organisation Development, HR and Global Mobility – working together for future success
Shortland, S. 2022. Organisation Development, HR and Global Mobility – working together for future success. Think Global People. Summer, pp. 30-31.

Wellbeing initiatives: the role of mindfulness in international mobility
Shortland, S. 2022. Wellbeing initiatives: the role of mindfulness in international mobility. in: Guide to International Education and Schools 2022/23 Relocate Global.

The changing role of the global mobility function
Shortland, S. 2022. The changing role of the global mobility function. Think Global People. Autumn.

Climate change – reviewing global mobility policy initiatives
Shortland, S. 2022. Climate change – reviewing global mobility policy initiatives. Think Global People. Autumn.

Resourcing remuneration committees: in the dark or on the dark side of professionalisation?
Shortland, S. and Perkins S.J. 2022. Resourcing remuneration committees: in the dark or on the dark side of professionalisation? Employee Relations. 45 (2), pp. 402-420. https://doi.org/10.1108/ER-01-2022-0006

The changing role of the global mobility function
Shortland, S. 2022. The changing role of the global mobility function. Relocate Extra. Autumn.

Climate change – reviewing global mobility policy initiatives
Shortland, S. 2022. Climate change – reviewing global mobility policy initiatives. Relocate Extra. Autumn 2022.

Organisation Development, HR and Global Mobility – working together for future success
Shortland, S. 2022. Organisation Development, HR and Global Mobility – working together for future success. Relocate Extra.

The social construction of executive pay: governance processes and institutional isomorphism
Perkins, S.J. and Shortland, S. 2022. The social construction of executive pay: governance processes and institutional isomorphism. Journal of Organizational Effectiveness: People and Performance. 9 (4), pp. 610-636. https://doi.org/10.1108/JOEPP-02-2022-0037

What do we know about diversity, intersectionality and inclusion in organisationally-assigned expatriation? A review of relocation management company/consultancy practitioner research
Shortland, S. and Perkins, S.J. 2022. What do we know about diversity, intersectionality and inclusion in organisationally-assigned expatriation? A review of relocation management company/consultancy practitioner research. Career Development International. 27 (2), pp. 274-297. https://doi.org/10.1108/CDI-08-2021-0209

Partner employment access – the triple win
Shortland, S. 2022. Partner employment access – the triple win. Relocate Extra. January.

Working from anywhere – the hidden implications of cross-border and remote working
Shortland, S. 2022. Working from anywhere – the hidden implications of cross-border and remote working. Relocate Extra. January (18 January).

Women and Minority Expatriates
Shortland, S. and Perkins, S.J. 2022. Women and Minority Expatriates. in: Denisi, A. and Toh, S.M. (ed.) Expatriates and Managing Global Mobility Philadelphia, PA Routledge.

Flexibility in policy design
Shortland, S. 2021. Flexibility in policy design. Think Global People. Winter, pp. 17-19.

The power of celebration: Learning from the Relocate Awards
Shortland, S. 2021. The power of celebration: Learning from the Relocate Awards. Think Global People. Autumn, pp. 36-37.

The future of international mobility
Shortland, S. 2021. The future of international mobility. Think Global People. Autumn, pp. 15-16.

Supporting minority expatriate diversity
Shortland, S. 2021. Supporting minority expatriate diversity. Think Global People. Summer, pp. 36-37.

Focusing on the family: Policy issues in the Covid-19 era
Shortland, S. 2021. Focusing on the family: Policy issues in the Covid-19 era. Think Global People. Spring, pp. 26-28.

Managing employee engagement during the pandemic
Shortland, S. 2021. Managing employee engagement during the pandemic. Think Global People. Spring, pp. 20-22.

Remote working: implications for talent management and global teams
Shortland, S. 2021. Remote working: implications for talent management and global teams. Think Global People. Spring, pp. 10-12.

Women’s participation in organisationally-assigned expatriation: an assignment type effect?
Shortland, S. 2021. Women’s participation in organisationally-assigned expatriation: an assignment type effect? International Journal of Human Resource Management. 32 (5), pp. 1113-1138. https://doi.org/10.1080/09585192.2018.1510849

Global mobility policy: good governance and effective communication
Shortland, S. 2020. Global mobility policy: good governance and effective communication. Think Global People. Autumn, pp. 18-21.

Global talent mobility policy professional: a new job title
Shortland, S. 2020. Global talent mobility policy professional: a new job title. Think Global People. Autumn, pp. 42-45.

Higher education – addressing challenges in the years ahead
Shortland, S. 2020. Higher education – addressing challenges in the years ahead. Think Global People. Autumn, pp. 54-57.

International rotational assignments: Women’s challenge to occupational gender segregation
Shortland, S. 2020. International rotational assignments: Women’s challenge to occupational gender segregation . Career Development International. 25 (7), pp. 693-714. https://doi.org/10.1108/CDI-02-2020-0031

Global mobility policies: good governance and effective communication
Shortland, S. 2020. Global mobility policies: good governance and effective communication. Relocate.

Think excellence: the purpose and vision of the Relocate and Global People Awards
Shortland, S. 2020. Think excellence: the purpose and vision of the Relocate and Global People Awards. Relocate. Summer, pp. 8-10.

Knowledge sharing: Learning from the Relocate awards
Shortland, S. 2020. Knowledge sharing: Learning from the Relocate awards. Relocate. Summer, pp. 26-28.

Women’s expatriate careers: losing trust in organisational equality and diversity policy implementation?
Shortland, S. and Perkins, S.J. 2020. Women’s expatriate careers: losing trust in organisational equality and diversity policy implementation? Journal of Global Mobility. 8 (2), pp. 183-208. https://doi.org/10.1108/JGM-01-2020-0007

Using emergent strategies to lead effectively
Shortland, S. 2020. Using emergent strategies to lead effectively. Relocate. Spring 2020.

Corporate social responsibility: good for business and your brand
Shortland, S. 2020. Corporate social responsibility: good for business and your brand. Relocate. Spring 2020.

Extreme expatriation: the challenge of newly emerging economies
Shortland, S. 2020. Extreme expatriation: the challenge of newly emerging economies. Relocate. Spring 2020.

Unlocking inhibitors to women’s expatriate careers: can job-related training provide a key?
Shortland, S. and Porter, C. 2020. Unlocking inhibitors to women’s expatriate careers: can job-related training provide a key? Journal of Global Mobility. 8 (1), pp. 85-105. https://doi.org/10.1108/JGM-10-2019-0051

People analytics data – its value to HR professionals
Shortland, S. 2020. People analytics data – its value to HR professionals. Relocate. January, pp. 26-27.

Data analytics: building a data driven culture
Shortland, S. 2020. Data analytics: building a data driven culture. Relocate. January, p. 21.

Career cooperation, coordination, compatibility and co-working: how female expatriates mobilise dual-career strategies
Shortland, S. 2020. Career cooperation, coordination, compatibility and co-working: how female expatriates mobilise dual-career strategies . Gender in Management: An International Journal. 35 (2), pp. 121-139. https://doi.org/10.1108/GM-07-2019-0117

‘Female expatriates’ motivations and challenges: the important case of oil and gas
Shortland, S. 2019. ‘Female expatriates’ motivations and challenges: the important case of oil and gas. University of Westminster Research Matters Conference 2019. London, UK 18 Jun 2019

Pay practice selection in the UK private sector: the role of human capital based employment groups
Jones, S.E., Perkins, S.J. and Shortland, S. 2019. Pay practice selection in the UK private sector: the role of human capital based employment groups. 7th Reward Management Conference (RMC 2019). Brussels, Belgium 13 - 14 Dec 2019

Leveraging employee networks for global mobility success
Shortland, S. 2019. Leveraging employee networks for global mobility success. Relocate. Autumn 2019, pp. 24-26.

Flexible & remote working in global mobility
Shortland, S. 2019. Flexible & remote working in global mobility. Relocate. Autumn 2019, pp. 14-15.

Tailoring international assignments to working mothers
Shortland, S. 2019. Tailoring international assignments to working mothers. Relocate. Summer 2019, p. 40.

Corporate social responsibility: a critical role for global mobility professionals
Shortland, S. 2019. Corporate social responsibility: a critical role for global mobility professionals. Relocate. Spring, pp. 20-21.

Repatriation: can social media make a difference?
Shortland, S. 2019. Repatriation: can social media make a difference? Relocate. Spring, pp. 10-11.

Towards an inclusive workplace: Fostering a culture of authenticity, inclusiveness and well-being
Shortland, S. 2019. Towards an inclusive workplace: Fostering a culture of authenticity, inclusiveness and well-being. Relocate. January, pp. 18-20.

Assessing risk and the role of trust: managing in a world of global uncertainty
Shortland, S. 2019. Assessing risk and the role of trust: managing in a world of global uncertainty. Relocate. January, pp. 22-23.

Great expectations? Female expatriates’ perceptions of organisational performance and development reviews in supporting access to international assignments
Shortland, S. and Perkins, S.J. 2019. Great expectations? Female expatriates’ perceptions of organisational performance and development reviews in supporting access to international assignments. Career Development International. 24 (2), pp. 110-126. https://doi.org/10.1108/CDI-07-2018-0183

Supporting Ghanaian micro-entrepreneurships: The role of mobile technology
Asiedu, E.M., Shortland, S., Nawar, Y., Jackson, P. and Baker, L. 2019. Supporting Ghanaian micro-entrepreneurships: The role of mobile technology. Journal of Entrepreneurship in Emerging Economies. 11 (3), pp. 306-327. https://doi.org/10.1108/JEEE-05-2018-0046

Segmenting international assignments: theorising expatriate reward
Shortland, S. and Perkins, S.J. 2019. Segmenting international assignments: theorising expatriate reward. in: Perkins, S.J. (ed.) Routledge Companion to Reward Management Routledge. pp. 191-199

International assignment reward policies: the importance of compensation and benefits to women’s expatriate participation
Shortland, S. 2019. International assignment reward policies: the importance of compensation and benefits to women’s expatriate participation. in: Perkins, S.J. (ed.) Routledge Companion to Reward Management Routledge. pp. 309-318

Determining executive pay: remuneration committees’ remit, composition and context
Perkins, S.J. and Shortland, S. 2018. Determining executive pay: remuneration committees’ remit, composition and context. University of Westminster WBS Research Seminar Series 2018. London, UK Nov 2018

The implications of age diversity in multicultural team working
Paldo, V. and Shortland, S. 2018. The implications of age diversity in multicultural team working. Relocate. Summer 2018, p. 28.

Employer branding – a relocation revolution
Shortland, S. 2018. Employer branding – a relocation revolution. Relocate. Autumn 2018, pp. 46-47.

Millennials on the move
Shortland, S. 2018. Millennials on the move. Relocate. Autumn 2018, pp. 40-43.

Female expatriates’ motivations and challenges: the case of oil and gas
Shortland, S. 2018. Female expatriates’ motivations and challenges: the case of oil and gas. Gender in Management: An International Journal. 33 (1), pp. 50-65. https://doi.org/10.1108/GM-02-2017-0021

What seals the deal? How compensation and benefits affect women’s decisions to accept expatriation in the oil and gas industry
Shortland, S. 2018. What seals the deal? How compensation and benefits affect women’s decisions to accept expatriation in the oil and gas industry. Personnel Review. 47 (3), pp. 765-783. https://doi.org/10.1108/PR-11-2016-0294

The global mobility agenda: current trends and looking ahead
Shortland, S. 2017. The global mobility agenda: current trends and looking ahead. Relocate. Spring 2017, pp. 30-31.

Group moves: managing strategic choices
Shortland, S. 2017. Group moves: managing strategic choices. Relocate. Spring 2017, pp. 10-12.

Innovation – The relocation perspective
Shortland, S. 2017. Innovation – The relocation perspective. Relocate. Summer 2017, p. 19.

Family support: Policy implications for domestic and international moves
Shortland, S. 2017. Family support: Policy implications for domestic and international moves. Relocate. Autumn 2017, pp. 32-33.

Group moves: Raising engagement in mergers, acquisitions and joint ventures’
Shortland, S. 2017. Group moves: Raising engagement in mergers, acquisitions and joint ventures’. Relocate. Autumn 2017, pp. 10-12.

How assignment types affect women’s organizationally-assigned expatriation decisions
Shortland, S. 2017. How assignment types affect women’s organizationally-assigned expatriation decisions. UWL Research Conference. London 30 Jun 2017

Expatriate dual career strategies: making a contribution to theory and practice
Shortland, S. 2016. Expatriate dual career strategies: making a contribution to theory and practice. University of Westminster WBS Research Seminar Series 2016. London, UK Dec 2016

Mind the gap: Reality and expectations of the global mobility function
Shortland, S. 2016. Mind the gap: Reality and expectations of the global mobility function. Relocate. Autumn 2016, pp. 14-16.

The intersection of mobility and talent – the role of gender diversity
Shortland, S. 2016. The intersection of mobility and talent – the role of gender diversity. Global Heads Mobility Summit. Dec 2016

Relocation policy design and review
Shortland, S. 2016. Relocation policy design and review. Relocate. Autumn 2016, pp. 42-44.

Reality and expectations of the global mobility function
Shortland, S. 2016. Reality and expectations of the global mobility function. Relocate. pp. 14-16.

Managing talent: current issues
Shortland, S. 2016. Managing talent: current issues. Relocate. Winter 2016/17, pp. 42-44.

"Isn’t it just all hard hats and remote rigs?" Women pursuing oil and gas exploration expatriate careers via rotational assignments
Shortland, S. 2016. "Isn’t it just all hard hats and remote rigs?" Women pursuing oil and gas exploration expatriate careers via rotational assignments. London Metropolitan Staff Development: Research & Scholarship Conference by Guildhall School of Business and Law: The contribution of research to internationalisation and change. London 23 Jun 2016

Employee pay preferences: transnational investigations drawing on postgraduate student data
Shortland, S. and Perkins, S. J. 2016. Employee pay preferences: transnational investigations drawing on postgraduate student data. London Metropolitan Staff Development: Research & Scholarship Conference by Guildhall School of Business and Law: The contribution of research to internationalisation and change. London 23 Jun 2016

The Purpose of Expatriation: Why Women Undertake International Assignments
Shortland, S. 2016. The Purpose of Expatriation: Why Women Undertake International Assignments. Human Resource Management. 55 (4), pp. 655-678. https://doi.org/10.1002/hrm.21686

Extreme Expatriation: The Effect of Location Factors and Masculine Environments on Women’s International Assignment Participation in Oil and Gas Exploration and Production
Shortland, S. 2016. Extreme Expatriation: The Effect of Location Factors and Masculine Environments on Women’s International Assignment Participation in Oil and Gas Exploration and Production. in: Connerley, M.L. and Wu, J. (ed.) Handbook on Well-Being of Working Women Springer. pp. 393-411

Long-term assignment reward (dis)satisfaction outcomes: hearing women’s voices
Shortland, S. and Perkins, S.J. 2016. Long-term assignment reward (dis)satisfaction outcomes: hearing women’s voices. Journal of Global Mobility. 4 (2), pp. 225-250. https://doi.org/10.1108/JGM-04-2015-0011

Educating global citizens: exploring UK universities
Shortland, S. 2015. Educating global citizens: exploring UK universities. Relocate. Spring 2015, p. 33.

Expatriate dual career strategies: making a contribution to theory and practice
Shortland, S. 2015. Expatriate dual career strategies: making a contribution to theory and practice. London Met Guildhall Faculty of Business & Law Research & Scholarship Conference: The academic/practitioner interface: Making a contribution. London Jul 2015

The Russian connection: knowledge, know-how and networking
Shortland, S. and McKearney, A. 2015. The Russian connection: knowledge, know-how and networking. London Met Learning & Teaching Conference. London 07 Jul 2015

The ‘expat factor’: the influence of working time on women's decisions to undertake international assignments in the oil and gas industry
Shortland, S. 2015. The ‘expat factor’: the influence of working time on women's decisions to undertake international assignments in the oil and gas industry. International Journal of Human Resource Management. 26 (11), pp. 1452-1473. https://doi.org/10.1080/09585192.2014.938681

Chair, ‘Expatriate Management and Global Mobility Forum 2014’
Shortland, S. 2014. Chair, ‘Expatriate Management and Global Mobility Forum 2014’. Expatriate Management and Global Mobility Forum. Hilton London Canary Wharf 08 Jul 2014

Global mobility: a changing landscape?
Shortland, S. 2014. Global mobility: a changing landscape? Relocate. Autumn 2014, pp. 35-37.

Assignment compensation: issues to consider in expatriate reward
Shortland, S. 2014. Assignment compensation: issues to consider in expatriate reward. Relocate. Winter 2014/15, pp. 16-18.

If the cap fits? Challenging the image of women in masculine industries
Shortland, S. and Neal-Smith, J. 2014. If the cap fits? Challenging the image of women in masculine industries. Social Justice Summer School. London Metropolitan University, London 11 Jul 2014

Women Expatriates: A Research History
Shortland, S. 2014. Women Expatriates: A Research History. in: Hutchings, K. and Michailova, S. (ed.) Research Handbook on Women in International Management Cheltenham Edward Elgar. pp. 18-44

Role models: expatriate gender diversity pipeline or pipe-dream?
Shortland, S. 2014. Role models: expatriate gender diversity pipeline or pipe-dream? Career Development International. 19 (5), pp. 572-594. https://doi.org/10.1108/CDI-10-2013-0123

Networking
Shortland, S. 2014. Networking. in: Hartung, P.J., Savickas, M.L. and Walsh, W.B. (ed.) APA Handbook of Career Intervention. Volume 2: Applications American Psychological Association. pp. 351-363

Trends in international relocation assignment types and remuneration strategies
Shortland, S. 2013. Trends in international relocation assignment types and remuneration strategies. Relocate. Summer 2013, pp. 30-31.

Long-term assignments: the full package
Shortland, S. 2013. Long-term assignments: the full package. Relocate. Spring 2013, pp. 28-31.

Localisation policy and practice
Shortland, S. 2013. Localisation policy and practice. Relocate. Spring 2013, pp. 14-16.

Repatriation: managing career paths in uncertain times
Shortland, S. 2013. Repatriation: managing career paths in uncertain times. Relocate. Summer 2013, pp. 20-23.

The effect of work life balance on gender diversity in expatriation: issues, problems and organisational interventions
Shortland, S. 2013. The effect of work life balance on gender diversity in expatriation: issues, problems and organisational interventions. Comparative Organisation and Equality Research Centre. London Metropolitan University, London Apr 2013

The Effects of Children’s Education and Supporting Organizational Policy and Practice on Corporate Expatriation
Shortland, S. 2013. The Effects of Children’s Education and Supporting Organizational Policy and Practice on Corporate Expatriation. in: Pearce, R. (ed.) International Education and Schools: Moving Beyond the First 40 Years London Bloomsbury. pp. 37-57

Women’s participation in expatriation: the contribution of organisational policy & practice. A case study of the oil & gas exploration & production sector
Shortland, S. 2012. Women’s participation in expatriation: the contribution of organisational policy & practice. A case study of the oil & gas exploration & production sector. PhD thesis University of Westminster Westminster Business School

If the cap fits? Challenging the image of women in masculine industries
Shortland, S. and Neal-Smith, J. 2012. If the cap fits? Challenging the image of women in masculine industries. London Metropolitan Business School Research Conference. London Jun 2012

Partner work visas: a global change agenda?
Shortland, S. 2012. Partner work visas: a global change agenda? Relocate. Spring 2012, p. 8.

Developing a global mindset
Shortland, S. 2012. Developing a global mindset. Relocate. Autumn 2012, pp. 8-10.

Top spots, hotspots and policy implications
Shortland, S. 2012. Top spots, hotspots and policy implications. Relocate. Autumn 2012, pp. 12-14.

Trends in international relocation policies
Shortland, S. 2012. Trends in international relocation policies. Relocate. Autumn 2012, pp. 44-46.

Dual careers: the impact of work-permit restrictions on international business
Shortland, S. 2012. Dual careers: the impact of work-permit restrictions on international business. Relocate. Winter 2012/13, pp. 28-30.

Flexpatriate assignments: trends and policy implications
Shortland, S. 2012. Flexpatriate assignments: trends and policy implications. Relocate. Winter 2012/13, pp. 10-12.

Cost control versus support: striking the right balance
Shortland, S. 2012. Cost control versus support: striking the right balance. Relocate. Winter 2012/13, p. 8.

The role of performance management and development reviews in female expatriate participation in the oil and gas industry
Shortland, S. 2012. The role of performance management and development reviews in female expatriate participation in the oil and gas industry. Comparative Organisation and Equality Research Centre. London Metropolitan University, London Mar 2012

Gender diversity in expatriation: relocation policy implications
Shortland, S. 2012. Gender diversity in expatriation: relocation policy implications. The Totally Expat Show. Business Design Centre, London 14 May 2012

Beyond expatriation: women’s creation of place in oil and gas gendered geographies
Shortland, S. 2012. Beyond expatriation: women’s creation of place in oil and gas gendered geographies. 7th International Interdisciplinary Gender, Work & Organization conference. University of Keele, North Staffordshire 27 Jun 2012

Women’s expatriate careers: a challenge to traditional career path models?
Shortland, S. 2012. Women’s expatriate careers: a challenge to traditional career path models? British Academy of Management Conference 2012 (BAM2012). Cardiff University, Cardiff 11 - 13 Sep 2012

Drilling through gender stereotypes: improving prospects for female expatriation in oil and gas exploration and production?
Shortland, S. 2011. Drilling through gender stereotypes: improving prospects for female expatriation in oil and gas exploration and production? British Academy of Management Conference 2011 (BAM2011). Aston University, Birmingham 13 Sep 2011

Drilling through gender stereotypes: improving prospects for female expatriation in oil and gas exploration and production?
Shortland, S. 2011. Drilling through gender stereotypes: improving prospects for female expatriation in oil and gas exploration and production? Comparative Organisation and Equality Research Centre. London Metropolitan University, London Apr 2013

Rewarding performance in an international environment
Shortland, S. 2011. Rewarding performance in an international environment. Relocate. Spring 2011, pp. 20-21.

The changing nature of international assignments
Shortland, S. 2011. The changing nature of international assignments. Relocate. Summer 2011, pp. 10-11.

The changing nature of expatriate demographics
Shortland, S. 2011. The changing nature of expatriate demographics. Relocate. Summer 2011, pp. 16-17.

Emerging markets: tapping in to new talent
Shortland, S. 2011. Emerging markets: tapping in to new talent. Relocate. Autumn 2011, pp. 12-14.

Are flexible policies the smart solution?
Shortland, S. 2011. Are flexible policies the smart solution? Relocate. Winter 2011/12, pp. 22-24.

The ‘precondition effect’: The role of financial elements in relocation policy in supporting women’s expatriate participation in the oil and gas industry
Shortland, S. 2011. The ‘precondition effect’: The role of financial elements in relocation policy in supporting women’s expatriate participation in the oil and gas industry. London Metropolitan Business School Research Conference. London Metropolitan Business School, London Jul 2011

Drilling through gender stereotypes: improving prospects for female expatriation in oil and gas exploration and production?
Shortland, S. 2011. Drilling through gender stereotypes: improving prospects for female expatriation in oil and gas exploration and production? Comparative Organisation and Equality Research Centre. London Metropolitan University Feb 2011

Theoretical Perspectives on Expatriate Gender Diversity
Shortland, S. 2011. Theoretical Perspectives on Expatriate Gender Diversity. in: Mariano, S., Mohamed, M. and Mohiuddin, Q. (ed.) The Role of Expatriates in MNCs Knowledge Mobilization Bingley Emerald. pp. 3-24

What do we really know about corporate career women expatriates?
Shortland, S. and Altman, Y. 2011. What do we really know about corporate career women expatriates? European Journal of International Management. 5 (3), pp. 209-234. https://doi.org/10.1504/EJIM.2011.039939

Networking: a valuable career intervention for women expatriates?
Shortland, S. 2011. Networking: a valuable career intervention for women expatriates? Career Development International. 16 (3), pp. 271-292. https://doi.org/10.1108/13620431111140165

Relocation policy development and review: trends and tips
Shortland, S. 2010. Relocation policy development and review: trends and tips. Relocate. Spring 2010, pp. 18-20.

Recent trends in international assignments
Shortland, S. 2010. Recent trends in international assignments. Relocate. Spring 2010, pp. 15-16.

Managing relocation: the role of change and communications management
Shortland, S. 2010. Managing relocation: the role of change and communications management. Relocate. Summer 2010, pp. 15-17.

In the wake of the volcano
Shortland, S. 2010. In the wake of the volcano. Relocate. Summer 2010, pp. 8-9.

Latest trends in international relocation unpacked
Shortland, S. 2010. Latest trends in international relocation unpacked. Relocate. Autumn 2010, pp. 18-21.

Spousal employment: the impact on international relocation
Shortland, S. 2010. Spousal employment: the impact on international relocation. Relocate. Winter 2010/11, pp. 16-17.

The changing nature of assignees and assignment types
Shortland, S. 2010. The changing nature of assignees and assignment types. Relocate. Autumn 2010, pp. 16-17.

New government: all change for relocation?
Shortland, S. 2010. New government: all change for relocation? Relocate. Autumn 2010, pp. 8-9.

An insight into the future of relocation
Shortland, S. 2010. An insight into the future of relocation. Relocate. Winter 2010/11, p. 11.

Women’s expatriate participation in oil and gas exploration and production
Shortland, S. 2010. Women’s expatriate participation in oil and gas exploration and production. Comparative Organisation and Equality Research Centre. London Metropolitan University, London May 2010

Networking: a valuable career intervention for women expatriates?
Shortland, S. 2010. Networking: a valuable career intervention for women expatriates? London Metropolitan Business School Research Conference. London Metropolitan Business School, London Jul 2010

Feedback within peer observation: continuing professional development and unexpected consequences
Shortland, S. 2010. Feedback within peer observation: continuing professional development and unexpected consequences. Innovations in Education and Teaching International. 47 (3), pp. 293-302. https://doi.org/10.1080/14703297.2010.498181

Chair, ‘Winning Strategies in Relocation’
Shortland, S. 2009. Chair, ‘Winning Strategies in Relocation’. Re:Locate Conference 2009. London Nov 2009

International dual careers: latest policy and practice
Shortland, S. 2009. International dual careers: latest policy and practice. Relocate. Spring 2009, pp. 20-21.

Mergers and acquisitions
Shortland, S. 2009. Mergers and acquisitions. Relocate. Spring 2009, pp. 16-17.

Spouses partners and international assignments
Shortland, S. 2009. Spouses partners and international assignments. Relocate. Summer 2009, p. 17.

International policy design and review
Shortland, S. 2009. International policy design and review. Relocate. Summer 2009, pp. 12-13.

Winning strategies event showcases best practice
Shortland, S. 2009. Winning strategies event showcases best practice. Relocate. Winter 2009/10, p. 25.

Cultural issues: dealing with subtle cultural differences
Shortland, S. 2009. Cultural issues: dealing with subtle cultural differences. Relocate. Winter 2009/10, p. 24.

Alternative assignment types
Shortland, S. 2009. Alternative assignment types. Relocate. Winter 2009/10, pp. 18-19.

Policy design in challenging times
Shortland, S. 2009. Policy design in challenging times. Re:Locate Conference 2009. London Jun 2009

What do we really know about corporate career women expatriates?
Shortland, S. and Altman, Y. 2009. What do we really know about corporate career women expatriates? London Metropolitan Business School Research Conference. London Metropolitan Business School, London Jul 2009

Gender diversity in expatriation: evaluating theoretical perspectives
Shortland, S. 2009. Gender diversity in expatriation: evaluating theoretical perspectives. British Academy of Management Conference 2009 (BAM2009). Brighton Centre, Brighton 15 - 17 Sep 2009

Gender diversity in expatriation: evaluating theoretical perspectives
Shortland, S. 2009. Gender diversity in expatriation: evaluating theoretical perspectives. Gender in Management. 24 (5), pp. 365-386. https://doi.org/10.1108/17542410910968814

Chair, ‘Best Practice in Relocation’
Shortland, S. 2008. Chair, ‘Best Practice in Relocation’. Re:Locate Conference 2008. London Nov 2008

Expatriates and work-life balance
Shortland, S. 2008. Expatriates and work-life balance. Relocate. Winter 2007/08, pp. 12-14.

Change in the international arena
Shortland, S. 2008. Change in the international arena. Relocate. Spring 2008, pp. 28-29.

Making sense of international experiences
Shortland, S. 2008. Making sense of international experiences. Relocate. Autumn 2008, pp. 29-30.

What's hot in relocation?
Shortland, S. 2008. What's hot in relocation? Relocate. Autumn 2008, pp. 21-22.

Talent management: implications for relocation professionals
Shortland, S. 2008. Talent management: implications for relocation professionals. Relocate. Winter 2008, pp. 30-31.

Calling relocation heroes!
Shortland, S. 2008. Calling relocation heroes! Relocate. Winter 2008, pp. 22-23.

Women and international assignments: Taking stock-a 25-year review
Altman, Y. and Shortland, S. 2008. Women and international assignments: Taking stock-a 25-year review. Human Resource Management. 42 (2), pp. 199-216. https://doi.org/10.1002/hrm.20208

Managing internationally mobile personnel
Shortland, S. 2008. Managing internationally mobile personnel. in: Porter, C., Bingham, C. and Simmonds, D.A.J. (ed.) Exploring human resource management London, UK McGraw-Hill. pp. 399-421

Chair, ‘What’s Happening in International HR?’
Shortland, S. 2007. Chair, ‘What’s Happening in International HR?’. CIPD International Forum. London Oct 2007

Off-shoring: a cultural dilemma?
Shortland, S. 2007. Off-shoring: a cultural dilemma? Relocate. Spring 2007, pp. 14-16.

The new face of the trailing spouse
Shortland, S. 2007. The new face of the trailing spouse. Relocate. Summer 2007, pp. 24-25.

International reward and recognition: recent research findings
Shortland, S. 2007. International reward and recognition: recent research findings. Relocate. Summer 2007, pp. 22-23.

Role models, mentors, sponsors and networks: facilitators of international adjustment
Shortland, S. 2007. Role models, mentors, sponsors and networks: facilitators of international adjustment. Relocate. Autumn 2007, pp. 14-15.

Inspirational relocation!
Shortland, S. 2007. Inspirational relocation! Relocate. Autumn 2007, pp. 22-23.

Culture: a question of difference, dilemma or diversity?
Shortland, S. 2007. Culture: a question of difference, dilemma or diversity? Relocate. Autumn 2007, pp. 14-15.

Managing international assignments: ensuring a smoother ride
Shortland, S. 2007. Managing international assignments: ensuring a smoother ride. Relocate. Autumn 2007, pp. 24-25.

Work-life balance: expatriates reflect the international dimension
Shortland, S. and Cummins, S. 2007. Work-life balance: expatriates reflect the international dimension. Global Business and Organizational Excellence. 26 (6), pp. 28-42. https://doi.org/10.1002/joe.20172

Conference and survey roundup: Autumn 2007
Shortland, S. 2007. Conference and survey roundup: Autumn 2007. Relocate. Winter 2007/08, pp. 24-25.

Women’s participation in international mobility as expatriates: current trends and issues
Shortland, S. 2007. Women’s participation in international mobility as expatriates: current trends and issues. Managing Expatriates and Globally Mobile Employees Conference. London Nov 2007

Participation, justice and trust within developmental peer observation of teaching: a model and research agenda
Shortland, S. 2007. Participation, justice and trust within developmental peer observation of teaching: a model and research agenda. International Journal of Management Education. 6 (1), pp. 27-37.

Women’s participation in international mobility
Shortland, S. 2006. Women’s participation in international mobility. Re:Locate Conference 2006. London Jun 2006

Women’s participation in international mobility
Shortland, S. 2006. Women’s participation in international mobility. Re:Locate Conference 2009. London Jun 2009

Chair, 'Managing Expatriates and Globally Mobile Employees'
Shortland, S. 2006. Chair, 'Managing Expatriates and Globally Mobile Employees' . Taylor & Francis Conference. London Sep 2006

Management development in an international context
Shortland, S. 2006. Management development in an international context. Relocate. Spring 2006, pp. 12-13.

Commuting: the alternative to relocation?
Shortland, S. 2006. Commuting: the alternative to relocation? Relocate. Summer 2006, pp. 14-16.

When mentoring matters most
Shortland, S. 2006. When mentoring matters most. Relocate. Summer 2006, pp. 8-10.

Cream of the crop
Shortland, S. 2006. Cream of the crop. Relocate. Autumn 2006, pp. 20-21.

Virtual working versus relocation
Shortland, S. 2006. Virtual working versus relocation. Relocate. Autumn 2006, pp. 18-19.

Clearing the mobility hurdles
Shortland, S. 2006. Clearing the mobility hurdles. Relocate. Autumn 2006, pp. 8-9.

Conference and survey round-up
Shortland, S. 2006. Conference and survey round-up. Relocate. Winter 2006/07, pp. 24-25.

The rise and rise of female expatriates
Shortland, S. 2006. The rise and rise of female expatriates. Relocate. Winter 2006/07, pp. 8-10.

Dual career and family issues in domestic and international relocation
Shortland, S. 2006. Dual career and family issues in domestic and international relocation. Re:Locate Conference 2006. London Jun 2006

Women’s participation in international mobility
Shortland, S. 2006. Women’s participation in international mobility. ORC Conference. London Oct 2006

Strategic International Human Resource Management: Choices and Consequences in Multinational People Management. Second edition
Perkins, S.J. and Shortland, S. 2006. Strategic International Human Resource Management: Choices and Consequences in Multinational People Management. Second edition. Kogan Page.

Cultural awareness: an essential, not an add-on
Shortland, S. 2005. Cultural awareness: an essential, not an add-on. Relocate. Spring 2005, pp. 26-27.

Welcome returns
Shortland, S. 2005. Welcome returns. Relocate. Spring 2005, pp. 22-23.

A moving experience
Shortland, S. 2005. A moving experience. Relocate. Summer 2005, pp. 24-26.

Prepared for abroad
Shortland, S. 2005. Prepared for abroad. Relocate. Summer 2005, pp. 22-23.

Employer of choice: the relocation dimension
Shortland, S. 2005. Employer of choice: the relocation dimension. Relocate. Summer 2005, pp. 8-12.

Women and international mobility: alien invader or superior assignee?
Shortland, S. 2005. Women and international mobility: alien invader or superior assignee? Innovations in International HR. 31 (3), pp. 5-6.

The impact of expatriation on spouses' career paths
Shortland, S. 2005. The impact of expatriation on spouses' career paths. Developing HR strategy. March 2005, pp. 23-25.

Work-life balance: the impact of policy and practice on the human resource function
Shortland, S. 2005. Work-life balance: the impact of policy and practice on the human resource function. IRConcepts Newsletter. Summer 2015, pp. 1-17.

The state we're in
Shortland, S. 2005. The state we're in. Relocate. Autumn 2005, pp. 22-23.

Appointing an A-Team
Shortland, S. 2005. Appointing an A-Team. Relocate. Autumn 2005, pp. 12-14.

Think cross-cultural for international success
Shortland, S. 2005. Think cross-cultural for international success. Relocate. Winter 2005, pp. 22-24.

Supporting the partners
Shortland, S. 2005. Supporting the partners. Relocate. Winter 2005, pp. 14-16.

The role of peer observation in Continuing Professional Development (CPD)
Shortland, S. 2005. The role of peer observation in Continuing Professional Development (CPD). HE Academy Conference. HE Academy, London Apr 2005

International relocation policy design: key principles
Shortland, S. 2004. International relocation policy design: key principles. Relocate. Summer 2004, pp. 18-19.

Short-term assignments: the solution to global mobility?
Shortland, S. 2004. Short-term assignments: the solution to global mobility? Relocate. Autumn 2004, pp. 18-19.

Communication: the aim of the group move game
Shortland, S. 2004. Communication: the aim of the group move game. Relocate. Autumn 2004, pp. 14-15.

Women and international assignments: from the 1980s to the 21st century
Shortland, S. and Altman, Y. 2004. Women and international assignments: from the 1980s to the 21st century. Academy of Management Conference. New Orleans, Louisiana, USA 06 Aug 2004

Peer observation: a tool for staff development or compliance?
Shortland, S. 2004. Peer observation: a tool for staff development or compliance? Journal of Further and Higher Education. 28 (2), pp. 219-228. https://doi.org/10.1080/0309877042000206778

‘Observing Teaching in HE: A case study of classroom observation within peer observation
Shortland, S. 2004. ‘Observing Teaching in HE: A case study of classroom observation within peer observation. International Journal of Management Education. 4 (2), pp. 3-15.

Student teacher collaborative reflection: perspectives on learning together
Peel, D. and Shortland, S. 2004. Student teacher collaborative reflection: perspectives on learning together. Innovations in Education and Teaching International. 41 (1), pp. 51-61. https://doi.org/10.1080/1470329032000172711

Learning through international experience
Shortland, S. 2003. Learning through international experience. Managing Internationally Mobile Employees Briefing. (36), pp. 4-7.

Managing international assignment stress
Shortland, S. 2003. Managing international assignment stress. Managing Internationally Mobile Employees Briefing. (37), pp. 12-15.

Women expatriates: a rare breed?
Shortland, S. 2003. Women expatriates: a rare breed? Managing Internationally Mobile Employees Briefing. (40), pp. 5-7.

The impact of expatriation on spouses' career paths
Shortland, S. 2003. The impact of expatriation on spouses' career paths. Managing Internationally Mobile Employees Briefing. (41), pp. 7-10.

Observing teaching in HE: a case study of classroom observation within peer observation
Shortland, S. 2003. Observing teaching in HE: a case study of classroom observation within peer observation. LTSN-BEST Conference. Brighton 09 Apr 2003

The impact of culture on international assignments
Shortland, S. 2002. The impact of culture on international assignments. Managing Internationally Mobile Employees Briefing. (30), pp. 2-4.

Breaking down the dual career mobility barrier
Shortland, S. 2002. Breaking down the dual career mobility barrier. Managing Internationally Mobile Employees Briefing. (33), pp. 8-10.

Why have an international assignment policy?
Shortland, S. 2002. Why have an international assignment policy? Managing Internationally Mobile Employees Briefing. (35), pp. 2-5.

Women, aliens and international assignments
Altman, Y. and Shortland, S. 2001. Women, aliens and international assignments. Women In Management Review. 16 (3), pp. 141-146. https://doi.org/10.1108/09649420110390291

Women managers abroad: a bright future from the ashes of the past?
Shortland, S. 2000. Women managers abroad: a bright future from the ashes of the past? Managing Internationally Mobile Employees Briefing. (10), pp. 8-10.

A Woman’s Guide to Managing Men
Hibbert, V. and Baker, S. 1995. A Woman’s Guide to Managing Men. Bowerdean Publishing.

International Relocation: A Global Perspective
Coyle, W. and Shortland, S. 1992. International Relocation: A Global Perspective. Butterworth Heinemann.

Relocation: a Practical Guide
Shortland, S. 1990. Relocation: a Practical Guide. Institute of Personnel Management.

Managing Relocation
Shortland, S. 1987. Managing Relocation. Macmillan.