Taking stock of expatriates’ career success after international assignments: A review and future research agenda

IF 8.2 1区管理学 Q1 MANAGEMENT Human Resource Management Review Pub Date : 2023-03-01 DOI:10.1016/j.hrmr.2022.100913

Rodrigo Mello , Vesa Suutari , Michael Dickmann

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引用次数: 13

Abstract

This systematic literature review explores studies addressing the objective career success and subjective career success of company-assigned and self-initiated expatriates after their long-term international assignments. Expatriate work is defined as high-density work that affects employee learning and career trajectories. We develop a holistic expatriate career success framework exploring the following questions: 1) What individual career impact results from international assignments? 2) What are the antecedents of such career success? and 3) What are the outcomes of assignees’ career success? A previously neglected range of theoretical perspectives, antecedents, and outcomes of expatriate career success is identified. Subsequently, a threefold contribution is made. First, we extend the conceptualization of international work density to unveil the differences between general and global career concepts. Second, we identify promising theories that have not been utilized in expatriation research, emphasizing context-related and learning theories that chime with the specific nature of global careers. Lastly, we suggest an extensive future research agenda.

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评估外派人员在海外工作后的职业成功:回顾与未来研究议程

本系统的文献综述探讨了公司外派和自主外派人员在长期国际外派后的客观职业成功和主观职业成功的研究。外派工作被定义为影响员工学习和职业轨迹的高密度工作。我们开发了一个全面的外派人员职业成功框架，探讨以下问题:1)国际派遣对个人职业的影响是什么?这种事业成功的前提是什么?3)外派员工事业成功的结果是什么?一个以前被忽视的理论视角的范围，前因，以及外籍职业成功的结果被确定。随后，做出了三方面的贡献。首先，我们扩展了国际工作密度的概念，以揭示一般和全球职业概念之间的差异。其次，我们确定了尚未在外派研究中使用的有前途的理论，强调与全球职业的具体性质相一致的情境相关和学习理论。最后，我们提出了一个广泛的未来研究议程。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.