The Emerald Research Register for this journal is available at http://www.emeraldinsight.com/researchregister The current issue and full text archive of this journal is available at http://www.emeraldinsight.com/0268-3946.htm Are women "better" than men? Personality differences and expatriate selection James P. Guthrie and Ronald A. Ash School of Business, University of Kansas, Lawrence, Kansas, USA Charles D. Stevens College of Business Administration, North Dakota State University, Fargo, North Dakota, USA Keywords Expatriates, Gender, Personality, Selection Abstract Using data from 1,080 study participants, this study simulates a hiring scenario in which personality measures are used to screen candidates for a hypothetical expatriate (expat) position. On the basis of recent research indicating that selected "bigfive"personality variables are related to expat assignment success, an expatriate composite score was computed-based on NEO personality inventory and Hogan personality inventory scale scores. Across these two personality instruments, four samples, and eight selection ratios, a greater proportion of women versus men are consistently "selected". Statistical tests confirm that the use of personality criteria results in gender being significantly associated with selection outcomes. These results are consistent with arguments that women are dispositionaUy advantaged with respect to international assignments. These findings contrast sharply with extant evidence indicating that women hold relatively few expat positions. Are women "better" than men? 229 I've led and worked on projects in Bolivia, Nicaragua, Guatemala, Panama, Tunisia, Sri Lanka, and South Africa. And I've found that international experience, decision-making authority, and sound judgment are valued everywhere - and far outweigh any consideration of gender when it comes to getting the dea! done (Fisher, 1998). Recent years have witnessed growth in the number of firms with multinational operations. International assignments play a major strategic role in the global operations of these firms, with surveys indicating an expansion of expatriate assignments in the future (Windham International and National Foreign Trade Council, Inc., 1998). Expatriates play important roles in joint venture negotiations, subsidiary management, new market development, technology transfer and, more generally, in developing a firm's global competence (Caligiuri, 2000). Thus, the choice of an individual for an expatriate assignment looms large as a key, strategic selection decision. As such, an increasing number of researchers have focused their attention on these critical decisions. An earlier version of this paper was presented to the 16th Annual Conference of the Society for Industrial and Organizational Psychology (SIOP), 27-29 April, 2001, San Diego, CA (P.M. Caligiuri (Chair), "Female expatriates: new insights and trends"). Journal of Managerial Psychology Vol. 18 No. 3, 2003 pp. 129-243 « MCB UP Limited DOI10.1108W>fiH:»ll)310465243