|
1
|
Taking stock of expatriates’ career success after international assignments: A review and future research agenda. HUMAN RESOURCE MANAGEMENT REVIEW 2022. [DOI: 10.1016/j.hrmr.2022.100913] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
|
|
2
|
Abstract
PurposeThe purpose of this paper is to examine the motives of female childless self-initiated expatriates (SIEs) in deciding to work abroad, so far under-researched.Design/methodology/approachThe study departs from prior research in using a new methodological approach, i.e. the analysis of online diaries (blogs) to explore the motives of a specific population to relocate.FindingsThe emergent model of motivations is based upon four main dimensions that emerged from the socially constructed experience of these single childless female SIEs: escape as main motivation, confrontation to reality, identity reconstruction and purpose of expatriation.Originality/valueThe findings reveal new elements of motivations to move abroad such as the complete absence of the notion of career from the blog posts, replaced, however, by a feminist and existentialist reflection.
Collapse
|
|
3
|
How and why does expatriation management influence expatriates’ employability? JOURNAL OF GLOBAL MOBILITY: THE HOME OF EXPATRIATE MANAGEMENT RESEARCH 2016. [DOI: 10.1108/jgm-11-2015-0058] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to offer a timely assessment of the influence of human resource (HR) processes and policies on expatriates’ employability, using a Dutch international engineering firm as the study setting.
Design/methodology/approach
The qualitative study, based on in-depth interviews with 15 respondents in various roles, such as expatriates, repatriates, HR managers and line managers, is complemented by a document analysis of HR policy reports about expatriation processes.
Findings
Expatriation management influences the internal employability of engineering expatriates, yet most HR policies related to expatriation work are counterproductive in terms of in-company employability of expatriates.
Research limitations/implications
Further research could extend this single case study by differentiating engineering from management functions and addressing employability implications for other assignments and other forms of expatriation. Comparisons are also possible across various stakeholders with regard to social support.
Practical implications
HR management can follow several prescriptions revealed by this study to increase expatriates’ employability within the organization.
Originality/value
This study is among the first to relate expatriation processes to the dimensions of employability.
Collapse
|