Purpose: The globalization of work has contributed to a great increment in cross-cultural interactions, contributing to a new impetus in the expatriates’ topic. The costs associated with the failed international missions are high, and the identification of effective adjustment strategies is of extreme importance, both for organizations and for individuals. The purpose of this paper is to identify the kind of practices that are developed by organizations and their impact on the adjustment of expatriates. Design/methodology/approach: To achieve the proposed objective, a systematic review of literature (from the late 1980s to the present day) will be carried out. Findings: Based on five articles on the topic, the results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates. Originality/value: The authors feel the lack of studies that have adequate indicators to measure the integration and effectiveness of the adjustment of expatriates.

With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli & Bakker, 2004), engagement may be produced by two types of working conditions: job demands (i.e., role stress) and job resources (i.e., self-efficacy). This study examines the role of role stress (role ambiguity and role conflict) and work engagement as antecedents of job satisfaction. A cross sectional study using online questionnaires was conducted. The sample consisted of 312 Portuguese workers. Hierarchical multiple regressions analyses have revealed that job satisfaction was significantly predicted by role conflict and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction, may be predicted by motivational process and job demands. On a practical level, JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees.

This article presents an overview of empirical research on the role of observer variables in rape victim blaming (female attacked by a male perpetrator). The focus is on literature from the last 15 years. The variables observer gender, ambivalent sexism, rape myth acceptance, and rape empathy are discussed in relation to victim blaming. Most research on rape is conducted using diverse methods and approaches that result in a great disparity regarding the role of these variables in predicting blame assignments. Despite the inconsistencies, most studies show that men hold the victim more responsible for her own victimization than women. Findings further indicate that higher scores on sexist ideologies and rape myth acceptance predict higher victim blame, and that higher rape empathy scores predict lower victim blame. Theoretical and practical implications are discussed.

The Domestic Violence Myth Acceptance Scale was adapted to Portuguese (PDVMAS). The PDVMAS displayed reasonable fit indices (Study 1); was positively correlated with right-wing authoritarianism, social dominance orientation, belief in a just world (Study 2), and ambivalent sexism (Study 3); and negatively correlated with empathetic tendencies (Study 4). PDVMAS significantly predicted victim blame and aggressor exoneration in scenarios of coercion (Study 5) and physical assault (Study 6). Victims and non-victims of domestic violence equally endorsed domestic violence myths. Globally, the PDVMAS is a reliable instrument, and domestic violence myths are pervasive and alter the perception of intimate partner violence.