Career capital development of self-initiated expatriates in Qatar: cosmopolitan globetrotters, experts and outsiders

Contextualizing privilege and disadvantage: Lessons from women expatriates in the Middle East

This article explores how the simultaneity of privilege and disadvantage shapes the experiences of women expatriates in the Middle East. The article problematizes the simultaneity of being an elite group (e.g. expatriates) and a disadvantaged group (e.g. women) within the context of Gulf Cooperation Council countries. Drawing on the literature about women and work expatriation, the article analyses the narratives of women expatriates to highlight the complexity and multidimensionality of their experiences, positioning the discussion within the framework of gendered institutions. The article concludes that privilege and disadvantage are inseparable to the way the experiences of women expatriates unfold in the Middle East, and that institutional settings articulate this inseparability in order to regulate and help to maintain the gender social order. The article contributes a nuanced understanding of the experiences of women expatriates, challenging dominant views that present this group as generally privileged by virtue of their skilled and mobile status.

Using narratives to understand the motivational factors and experience of being a self-initiated academic expatriate in South Africa

Orientation: A growing movement of foreign nationals is settling in South Africa. Given this, there is a need to understand not only those factors influencing foreign nationals to settle in South Africa but also their lived experiences as a basis for individual career development.Research purpose: To investigate the expatriation motivational factors and experiences of selfinitiated academic expatriates in South Africa.Motivation for the study: Calls have been made within the careers literature for more empirical focus on understanding career development using some of the neglected sample groups.Research approach, design and method: The interpretive paradigm was adopted to understand the main purpose of the study. Guided by study objectives, unstructured interviews were conducted using a sample of foreign academics working in South Africa (n = 25).Main findings: Individual stories and narratives highlighted that academics relocated for the following reasons: (1) individual preference, (2) economic meltdown and (3) political conditions. Furthermore, the lived experiences of the expatriates reflected discrimination within the workplace and the community of residences in South Africa.Practical and managerial implications: Research findings indicate that the human resources (HR) function can come up with interventions that positively influence the lived experience and career development of foreign academics working in South Africa.Contribution: The expatriate experience framed in this study provides a picture of the career development processes of neglected sample groups in the extant literature. Such an understanding is key in advancing literature and proposing interventions. All this is important given the global trend on labour and skills movement added to the role South Africa plays in the international arena. 

Perceived employability development of Western self-initiated expatriates in local organisations in China

Purpose

– The purpose of this paper is to reveal the subjective perspectives on the development process of perceived employability (PE) among Western self-initiated expatriates (SIEs) working for a local organisation in China.

Design/methodology/approach

– This empirical qualitative study is based on 23 in-depth interviews of Western SIEs, both repatriated and those who seek to continue their careers in local Chinese organisations in China.

Findings

– This study adds to the current understanding of PE development by highlighting how the long-term PE development of Western SIEs is not only impacted by the perceptions of lost and acquired resources, but also by the host-country cultural context, which contribute to the levels and development of PE as a personal resource.

Practical implications

– The findings of the study are highly relevant because today’s labour markets and the employability of skilled professionals are increasingly shaped by international career contexts. These are also emerging number of individuals who independently seek career opportunities in cross-cultural career and labour market settings. The findings also help explain why SIEs in cross-cultural career settings often express negative feelings when asked to review their assignments.

Originality/value

– This study is one of the first to explore the career trajectories of Western SIEs, and to address the dynamic aspect of PE from the perspectives of the conservation of resources theory and non-local employees in cross-cultural career settings.

Employer perceptions of self-initiated expatriate employability in China

Purpose

– The purpose of this paper is to offer an employer perceptive on the employability of self-initiated expatriates (SIEs) by contrasting SIEs with other identified staffing groups available for the staffing of MNC subsidiaries in China.

Design/methodology/approach

– This qualitative study is based on in-depth interviews with 24 Westerners with direct staffing responsibilities in subsidiaries of western MNCs located in China. The employability of each identified staffing group was assessed using the person-to-environment fit approach from four-fit perspectives (person-to-job and to-group, organisation and cultural context).

Findings

– The study revealed how from the employer perspective SIEs do not form a heterogeneous group, but instead there are two groups with different fit profiles. The study illustrates how western SIEs are an uncommon and under-used staffing group in cross-cultural staffing settings in China due to their low employability in comparison to alternative staffing groups. The study also revealed the prevalent bipolarity (the Westerners vs the Chinese) and heterogeneity within the identified staffing groups.

Research limitations/implications

– The study recognises the lack of employer perspective in SIE literature and also that SIEs are an under-represented group in the staffing literature.

Practical implications

– The findings help explain how MNC staffing is culturally bound and how the staffing process should incorporate more than just an assessment of job-related qualifications. The findings also help explain the challenges SIEs can experience in cross-cultural career settings.

Originality/value

– The study is one of the first to provide an employer perspective on SIE careers and contrast SIEs to the other alternative staffing groups available to MNC subsidiaries in China.