Pub Date : 2023-06-12DOI: 10.1108/jgm-09-2022-0049
Aziz Madi, Abdelrahim Alsoussi, Omar M. Shubailat
PurposeThis research aims to replicate the work of Oberholster et al. (2013) on expatriation motivation through a generalization and extension replication. Additionally, it aims to contribute to the Self-Initiated Expatriates (SIEs) literature by studying the Basic Psychological Needs (BPNs) of SIEs as proposed by the Self-Determination Theory (SDT).Design/methodology/approachThis research used Latent Class Analysis (LCA) with covariate estimation to create five clusters based on survey data from 179 SIEs. Additionally, the replication procedure followed recommendations by Dau et al. (2022) to produce a constructive replication.FindingsBesides validating clusters in the original study, one new cluster was found. Furthermore, identifying the BPNs of the clusters helped in understanding the mechanism that motivates them.Research limitations/implicationsBy studying the BPNs as per the SDT, this research contributes to our understanding of the psychological factors that shape expatriates' motivations and experiences. This can inform the knowledge developed in the international mobility theories and the models related to SIEs' psychological well-being.Practical implicationsBuilding on the results of this research, organizations can tailor recruiting and retaining strategies to the specific BPNs of different SIEs groups. Organizations can motivate SIEs, enhance their job satisfaction and loyalty, predict their success, and support their psychological well-being.Originality/valueA generalization and extension replication value lies in testing the validity and reliability of previous findings in new contexts. The originality in this research stems from its utilization of the BPNs from SDT to explain SIEs' motivation and evaluate their psychological well-being.
{"title":"Self-initiated expatriates motivation and basic psychological needs – a generalization and extension replication","authors":"Aziz Madi, Abdelrahim Alsoussi, Omar M. Shubailat","doi":"10.1108/jgm-09-2022-0049","DOIUrl":"https://doi.org/10.1108/jgm-09-2022-0049","url":null,"abstract":"PurposeThis research aims to replicate the work of Oberholster et al. (2013) on expatriation motivation through a generalization and extension replication. Additionally, it aims to contribute to the Self-Initiated Expatriates (SIEs) literature by studying the Basic Psychological Needs (BPNs) of SIEs as proposed by the Self-Determination Theory (SDT).Design/methodology/approachThis research used Latent Class Analysis (LCA) with covariate estimation to create five clusters based on survey data from 179 SIEs. Additionally, the replication procedure followed recommendations by Dau et al. (2022) to produce a constructive replication.FindingsBesides validating clusters in the original study, one new cluster was found. Furthermore, identifying the BPNs of the clusters helped in understanding the mechanism that motivates them.Research limitations/implicationsBy studying the BPNs as per the SDT, this research contributes to our understanding of the psychological factors that shape expatriates' motivations and experiences. This can inform the knowledge developed in the international mobility theories and the models related to SIEs' psychological well-being.Practical implicationsBuilding on the results of this research, organizations can tailor recruiting and retaining strategies to the specific BPNs of different SIEs groups. Organizations can motivate SIEs, enhance their job satisfaction and loyalty, predict their success, and support their psychological well-being.Originality/valueA generalization and extension replication value lies in testing the validity and reliability of previous findings in new contexts. The originality in this research stems from its utilization of the BPNs from SDT to explain SIEs' motivation and evaluate their psychological well-being.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-06-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81406260","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-01DOI: 10.1108/jgm-06-2022-0030
Lena Maria Fischer, Marc Schwarzkopf
Purpose In the context of international assignments, repatriates are confronted with social, organisational and cultural challenges. However, the impact of community and social support on the reintegration process has gone unnoticed. The purpose of this paper is to identify the influencing factors on the reintegration process of expatriates who were sent to Asia, especially considering social support and the role of the community. In the context of the community, this paper discusses which factors influence the reintegration process after repatriates return to Germany. Design/methodology/approach In order to research reintegration problems as well as social support and the role of the community, seven semi-structured interviews were conducted with repatriates from Germany. Findings The central results of the study show that there are variables in different areas that influence the reintegration process of repatriates sent to Asia, which have both reintegration-promoting and reintegration-inhibiting effects. Furthermore, it was found that a lack of support from social networks in the home country has negative effect on the reintegration process causing repatriates to stay in known repatriate communities. Originality/value The results of the study demonstrate that social networks and communities in the home country represent crucial challenges in the reintegration process. Furthermore, it demonstrates the need for future exploratory research into this area to gain further insights into this topic.
{"title":"Reintegration of repatriates: a qualitative study of influencing factors in the context of communities","authors":"Lena Maria Fischer, Marc Schwarzkopf","doi":"10.1108/jgm-06-2022-0030","DOIUrl":"https://doi.org/10.1108/jgm-06-2022-0030","url":null,"abstract":"Purpose In the context of international assignments, repatriates are confronted with social, organisational and cultural challenges. However, the impact of community and social support on the reintegration process has gone unnoticed. The purpose of this paper is to identify the influencing factors on the reintegration process of expatriates who were sent to Asia, especially considering social support and the role of the community. In the context of the community, this paper discusses which factors influence the reintegration process after repatriates return to Germany. Design/methodology/approach In order to research reintegration problems as well as social support and the role of the community, seven semi-structured interviews were conducted with repatriates from Germany. Findings The central results of the study show that there are variables in different areas that influence the reintegration process of repatriates sent to Asia, which have both reintegration-promoting and reintegration-inhibiting effects. Furthermore, it was found that a lack of support from social networks in the home country has negative effect on the reintegration process causing repatriates to stay in known repatriate communities. Originality/value The results of the study demonstrate that social networks and communities in the home country represent crucial challenges in the reintegration process. Furthermore, it demonstrates the need for future exploratory research into this area to gain further insights into this topic.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136161897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-23DOI: 10.1108/jgm-06-2022-0023
Paula M. Caligiuri
PurposeThis paper aims to understand how these competencies gained will help human resource (HR) leaders become more strategic about when and how to use global mobility for talent development.Design/methodology/approachIn this paper, the author defines the construct of cultural agility and describes the theoretical mechanisms through which employees can gain cultural agility through culturally novel situations such as global mobility. Cultural agility enables individuals to work comfortably and effectively with people from different cultures and in situations of cultural novelty. People with cultural agility have task-management competencies (cultural minimization, adaptation and integration), self-management competencies (tolerance of ambiguity, resilience, curiosity) and relationship-management competencies (humility, relationship building and perspective taking).FindingsThis study aims at focusing on the development of cultural agility, this paper focuses on four cascading features of a culturally novel experience that can help individuals gain this competence: (1) the level of cultural novelty in the experience, (2) the readiness of an individual for that level of cultural novelty, (3) the individual's level of awareness of the cultural norms and values inherent in the culturally novel experience and (4) the level of social support offered to that individual to learn how to understand and respond in that experience.Originality/valueEach feature is discussed, concluding with the implications for future research and practitioners in global mobility and talent development.
{"title":"Development of cultural agility competencies through global mobility","authors":"Paula M. Caligiuri","doi":"10.1108/jgm-06-2022-0023","DOIUrl":"https://doi.org/10.1108/jgm-06-2022-0023","url":null,"abstract":"PurposeThis paper aims to understand how these competencies gained will help human resource (HR) leaders become more strategic about when and how to use global mobility for talent development.Design/methodology/approachIn this paper, the author defines the construct of cultural agility and describes the theoretical mechanisms through which employees can gain cultural agility through culturally novel situations such as global mobility. Cultural agility enables individuals to work comfortably and effectively with people from different cultures and in situations of cultural novelty. People with cultural agility have task-management competencies (cultural minimization, adaptation and integration), self-management competencies (tolerance of ambiguity, resilience, curiosity) and relationship-management competencies (humility, relationship building and perspective taking).FindingsThis study aims at focusing on the development of cultural agility, this paper focuses on four cascading features of a culturally novel experience that can help individuals gain this competence: (1) the level of cultural novelty in the experience, (2) the readiness of an individual for that level of cultural novelty, (3) the individual's level of awareness of the cultural norms and values inherent in the culturally novel experience and (4) the level of social support offered to that individual to learn how to understand and respond in that experience.Originality/valueEach feature is discussed, concluding with the implications for future research and practitioners in global mobility and talent development.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77768628","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-10DOI: 10.1108/jgm-09-2022-0050
M. Ridgway, Hélène Langinier
PurposeA decade has passed since Dabic et al. (2015) published a systematic review of the evolution of the expatriate literature from 1970 to 2012. Moreover, the past five years have been turbulent, with many global crises affecting organizational approaches to the global movement of people, particularly expatriate workers. Thus, this article seeks to understand how global mobility has continued to evolve during such turbulence and propose avenues for future research.Design/methodology/approachIn this study, the authors undertook a constructive replication (Köhler and Cortina, 2021) of the systematic literature review conducted by Dabic et al. (2015), informed by guidelines offered by Donthu et al. (2021) for the period 2013 to 2022. The authors conducted a performance analysis of 1,517 academic articles about expatriates and broader globally mobile workers. Additionally, the authors analyzed all expatriate-related special issues published in the past decade and provide a narrative review of seminal works from the past five years.FindingsThe expatriation field has grown exponentially; greater attention has been paid to contextualizing research, particularly concerning emerging markets, although the field remains Western-dominant. This analysis stresses the increasingly strategic nature of expatriation at a time when global staffing has become dramatically challenging. Thus, this review highlights the need for more interdisciplinarity at different levels between expatriation and the field of strategy. The authors argue the need for a multifaceted understanding of the expatriation experience.Originality/valueThe authors offer a constructive replication of a bibliometric literature review extended by a narrative analysis to complement a critical perspective on a large set of bibliographic data on the broad subject of expatriation. This addition offers an integrated view of the different themes identified by the bibliometric analysis and paves the way for future replication studies to examine how fields evolve.
自Dabic等人(2015)发表了一篇关于1970年至2012年外籍人士文献演变的系统综述以来，已经过去了十年。此外，过去五年是动荡的，许多全球危机影响到对人员，特别是外籍工人全球流动的组织办法。因此，本文试图了解全球流动性如何在这种动荡中继续演变，并为未来的研究提出途径。在本研究中，作者根据Donthu et al.(2021)提供的指南，对2013年至2022年期间Dabic et al.(2015)进行的系统文献综述进行了建设性的复制(Köhler和Cortina, 2021)。作者对1517篇关于外籍人士和更广泛的全球流动员工的学术文章进行了绩效分析。此外，作者还分析了过去十年出版的所有与外籍人士有关的特刊，并对过去五年的开创性作品进行了叙述性回顾。调查结果:外派领域呈指数级增长;尽管该领域仍以西方为主导，但人们对背景化研究，特别是对新兴市场的研究给予了更多的关注。这一分析强调，在全球人员配置面临巨大挑战之际，外派的战略性质日益增强。因此，这一审查强调需要在外派和战略领域之间的不同层次上进行更多的跨学科研究。作者认为，需要从多方面理解移居国外的经历。原创性/价值作者提供了一个建设性的复制的文献计量学文献综述扩展的叙述分析，以补充对大量的书目数据对广泛的主题外籍的批判性观点。这一补充提供了一个由文献计量学分析确定的不同主题的综合视图，并为未来的复制研究铺平了道路，以检查领域如何演变。
{"title":"The evolving field of global mobility: responses to global volatility (2013–2022)","authors":"M. Ridgway, Hélène Langinier","doi":"10.1108/jgm-09-2022-0050","DOIUrl":"https://doi.org/10.1108/jgm-09-2022-0050","url":null,"abstract":"PurposeA decade has passed since Dabic et al. (2015) published a systematic review of the evolution of the expatriate literature from 1970 to 2012. Moreover, the past five years have been turbulent, with many global crises affecting organizational approaches to the global movement of people, particularly expatriate workers. Thus, this article seeks to understand how global mobility has continued to evolve during such turbulence and propose avenues for future research.Design/methodology/approachIn this study, the authors undertook a constructive replication (Köhler and Cortina, 2021) of the systematic literature review conducted by Dabic et al. (2015), informed by guidelines offered by Donthu et al. (2021) for the period 2013 to 2022. The authors conducted a performance analysis of 1,517 academic articles about expatriates and broader globally mobile workers. Additionally, the authors analyzed all expatriate-related special issues published in the past decade and provide a narrative review of seminal works from the past five years.FindingsThe expatriation field has grown exponentially; greater attention has been paid to contextualizing research, particularly concerning emerging markets, although the field remains Western-dominant. This analysis stresses the increasingly strategic nature of expatriation at a time when global staffing has become dramatically challenging. Thus, this review highlights the need for more interdisciplinarity at different levels between expatriation and the field of strategy. The authors argue the need for a multifaceted understanding of the expatriation experience.Originality/valueThe authors offer a constructive replication of a bibliometric literature review extended by a narrative analysis to complement a critical perspective on a large set of bibliographic data on the broad subject of expatriation. This addition offers an integrated view of the different themes identified by the bibliometric analysis and paves the way for future replication studies to examine how fields evolve.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79167930","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-04DOI: 10.1108/jgm-01-2023-0003
Barbara Myers, K. Thorn
PurposeDespite burgeoning self-initiated expatriation (SIE) research, little attention has been given to the personal development that occurs as a result of the SIE. The authors address this gap, exploring how the SIE undertaken by older women contributes to their longer-term life-path goals. As personal development has barely featured in the SIE literature, the authors must draw from a range of other global mobility experiences as a base for identifying the personal development of the older women.Design/methodology/approachThe paper employs narrative inquiry methodology, drawing on in-depth life story interviews with 21 women aged 50 or more, both professional and non-professional, who had taken a SIE. A five-step narrative process using a story-telling approach was the method of analysis.FindingsThe findings indicate that the existing focus on SIE and the work context in the literature needs to become more holistic to incorporate personal change experienced through the SIE. For these older women, the construct of “career” was increasingly irrelevant. Rather, participants were enacting a “coreer” – a life path of individual interest and passion that reflected their authentic selves. The SIE presented an opportunity to re-focus these women's lives and to place themselves and their values at the core of their existence.Originality/valueThe contributions highlight the need for a broader focus of career – one that moves outside the work sphere and encompasses life transitions and the enactment of more authentic “ways of being”. The authors identify a range of personal development factors which lead to this change, proposing the term “coreer” as one that might shift the focus and become the basis for career research in the future. Further, through the inclusion of a group of older women who were not exclusively professionals, the authors respond to calls to expand the focus of SIE studies.
{"title":"From career to “coreer”: SIE and personal transformation in later life","authors":"Barbara Myers, K. Thorn","doi":"10.1108/jgm-01-2023-0003","DOIUrl":"https://doi.org/10.1108/jgm-01-2023-0003","url":null,"abstract":"PurposeDespite burgeoning self-initiated expatriation (SIE) research, little attention has been given to the personal development that occurs as a result of the SIE. The authors address this gap, exploring how the SIE undertaken by older women contributes to their longer-term life-path goals. As personal development has barely featured in the SIE literature, the authors must draw from a range of other global mobility experiences as a base for identifying the personal development of the older women.Design/methodology/approachThe paper employs narrative inquiry methodology, drawing on in-depth life story interviews with 21 women aged 50 or more, both professional and non-professional, who had taken a SIE. A five-step narrative process using a story-telling approach was the method of analysis.FindingsThe findings indicate that the existing focus on SIE and the work context in the literature needs to become more holistic to incorporate personal change experienced through the SIE. For these older women, the construct of “career” was increasingly irrelevant. Rather, participants were enacting a “coreer” – a life path of individual interest and passion that reflected their authentic selves. The SIE presented an opportunity to re-focus these women's lives and to place themselves and their values at the core of their existence.Originality/valueThe contributions highlight the need for a broader focus of career – one that moves outside the work sphere and encompasses life transitions and the enactment of more authentic “ways of being”. The authors identify a range of personal development factors which lead to this change, proposing the term “coreer” as one that might shift the focus and become the basis for career research in the future. Further, through the inclusion of a group of older women who were not exclusively professionals, the authors respond to calls to expand the focus of SIE studies.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82044157","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-25DOI: 10.1108/jgm-10-2022-0053
William G. Obenauer, Shafagh Rezaei
PurposeReplication is essential to science for the purpose of (1) updating previously accepted knowledge and (2) testing the boundary conditions of this knowledge. Although Bader et al.’s (2018) impactful paper on gender harassment experienced by expatriates was only published five years ago, there have been two relevant exogenous shocks to the environment since they collected their data, making this study an excellent target for replication.Design/methodology/approachThree-hundred ninety-one expatriates who were currently working in 79 different countries completed an electronic survey that included scales for gender harassment, ethnicity harassment, general stress, frustration and job satisfaction. Data were analyzed using partial least-squares structural equation modeling (PLS-SEM) in Stata17.FindingsConsistent with prior research, gender had a significant relationship with workplace gender harassment (ß = 0.228, p < 0.001) such that males experienced lower levels of harassment than other expatriates. The relationship between race/ethnicity and experiences of ethnicity harassment was dependent upon model specification. Workplace harassment had a negative relationship with job satisfaction (gender harassment, ß = −0.114, p = 0.030; ethnicity harassment; ß = −0.146, p = 0.002) and a positive relationship with frustration (gender harassment, ß = 0.231, p < 0.001; ethnicity harassment, ß = 0.213, p < 0.001).Originality/valueUsing a larger, more diverse sample than that used in prior research, the authors were able to test the generalizability of accepted knowledge. While the authors replicated many findings identified in prior research, they failed to replicate the effects pertaining to the relationship between macro-level variables and experiences of harassment. Given that macro-level variables play a key role in status construction theory (SCT), this research raises important questions for future work.
应用对于科学来说是必不可少的，目的是(1)更新先前接受的知识和(2)测试该知识的边界条件。尽管Bader等人(2018)关于外籍人士所经历的性别骚扰的有影响力的论文仅在五年前发表，但自从他们收集数据以来，已经对环境产生了两次相关的外生冲击，使该研究成为复制的绝佳目标。设计/方法/方法目前在79个不同国家工作的391名外籍人士完成了一项电子调查，其中包括性别骚扰、种族骚扰、一般压力、挫折和工作满意度的量表。数据采用Stata17的偏最小二乘结构方程模型(PLS-SEM)进行分析。研究结果与先前的研究一致，性别与工作场所性别骚扰有显著关系(ß = 0.228, p < 0.001)，因此男性遭受的骚扰程度低于其他外籍人士。种族/民族与种族骚扰经历之间的关系取决于模型规格。工作场所骚扰与工作满意度呈负相关(性别骚扰，ß = - 0.114, p = 0.030;种族骚扰;ß = - 0.146, p = 0.002)，与挫败感呈正相关(性别骚扰，ß = 0.231, p < 0.001;种族骚扰，ß = 0.213, p < 0.001)。原创性/价值使用比先前研究更大、更多样化的样本，作者能够测试公认知识的普遍性。虽然作者重复了先前研究中的许多发现，但他们未能复制宏观层面变量与骚扰经历之间关系的影响。鉴于宏观层面变量在地位建构理论(SCT)中起着关键作用，本研究为今后的工作提出了重要的问题。
{"title":"#MeToo, Covid-19 and the new workplace: re-examining institutional discrimination's impact on workplace harassment of expatriates following two exogenous shocks","authors":"William G. Obenauer, Shafagh Rezaei","doi":"10.1108/jgm-10-2022-0053","DOIUrl":"https://doi.org/10.1108/jgm-10-2022-0053","url":null,"abstract":"PurposeReplication is essential to science for the purpose of (1) updating previously accepted knowledge and (2) testing the boundary conditions of this knowledge. Although Bader et al.’s (2018) impactful paper on gender harassment experienced by expatriates was only published five years ago, there have been two relevant exogenous shocks to the environment since they collected their data, making this study an excellent target for replication.Design/methodology/approachThree-hundred ninety-one expatriates who were currently working in 79 different countries completed an electronic survey that included scales for gender harassment, ethnicity harassment, general stress, frustration and job satisfaction. Data were analyzed using partial least-squares structural equation modeling (PLS-SEM) in Stata17.FindingsConsistent with prior research, gender had a significant relationship with workplace gender harassment (ß = 0.228, p < 0.001) such that males experienced lower levels of harassment than other expatriates. The relationship between race/ethnicity and experiences of ethnicity harassment was dependent upon model specification. Workplace harassment had a negative relationship with job satisfaction (gender harassment, ß = −0.114, p = 0.030; ethnicity harassment; ß = −0.146, p = 0.002) and a positive relationship with frustration (gender harassment, ß = 0.231, p < 0.001; ethnicity harassment, ß = 0.213, p < 0.001).Originality/valueUsing a larger, more diverse sample than that used in prior research, the authors were able to test the generalizability of accepted knowledge. While the authors replicated many findings identified in prior research, they failed to replicate the effects pertaining to the relationship between macro-level variables and experiences of harassment. Given that macro-level variables play a key role in status construction theory (SCT), this research raises important questions for future work.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86881364","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-21DOI: 10.1108/jgm-09-2022-0044
J. Ryan
PurposeThe aim of this study is to develop a better understanding of how the transferability and recognition of host country professional experience and educational credentials impact the repatriation intentions of long-term self-initiated expatriates (SIEs). To that end, the study interviews a sample of American-educated French long-term SIEs in the United States (US) to assess how both their higher education and professional experience influence their social identity in their home country, France and their perceived repatriation opportunities.Design/methodology/approachThis study applies social identity theory to the examination of the combined impact of higher education and work experience abroad on the repatriation expectations of long-term SIEs. The author interviewed twenty-one French SIEs who attended universities in the US and remained there afterward to begin their careers.FindingsThe findings of this study confirm that the repatriation intentions of long-term SIEs are strongly influenced by concerns about the ability to maintain their host country standard of living in their home country. It also finds that foreign educational credentials and professional experience can constrain the ability of long-term SIEs to repatriate easily and gain acceptance. To overcome this, long-term SIEs often feel that they must embrace alternative repatriation strategies to maintain the lifestyle that they enjoyed while abroad when returning back home.Originality/valueThis study examines a sample of long-term SIEs from one home country, France, who left to attend university in the same host country, the US. It assesses how the experiences of those who remained in the US afterward to start their careers impacted their repatriation intentions. This study contributes to the body of knowledge on the context of self-initiated expatriation by examining the influence of host-country educational credentials and work experience on the repatriation intentions of long-term SIEs.
{"title":"The influence of host country education and professional experience on repatriation intentions: an examination of French long-term self-initiated expatriates in the United States","authors":"J. Ryan","doi":"10.1108/jgm-09-2022-0044","DOIUrl":"https://doi.org/10.1108/jgm-09-2022-0044","url":null,"abstract":"PurposeThe aim of this study is to develop a better understanding of how the transferability and recognition of host country professional experience and educational credentials impact the repatriation intentions of long-term self-initiated expatriates (SIEs). To that end, the study interviews a sample of American-educated French long-term SIEs in the United States (US) to assess how both their higher education and professional experience influence their social identity in their home country, France and their perceived repatriation opportunities.Design/methodology/approachThis study applies social identity theory to the examination of the combined impact of higher education and work experience abroad on the repatriation expectations of long-term SIEs. The author interviewed twenty-one French SIEs who attended universities in the US and remained there afterward to begin their careers.FindingsThe findings of this study confirm that the repatriation intentions of long-term SIEs are strongly influenced by concerns about the ability to maintain their host country standard of living in their home country. It also finds that foreign educational credentials and professional experience can constrain the ability of long-term SIEs to repatriate easily and gain acceptance. To overcome this, long-term SIEs often feel that they must embrace alternative repatriation strategies to maintain the lifestyle that they enjoyed while abroad when returning back home.Originality/valueThis study examines a sample of long-term SIEs from one home country, France, who left to attend university in the same host country, the US. It assesses how the experiences of those who remained in the US afterward to start their careers impacted their repatriation intentions. This study contributes to the body of knowledge on the context of self-initiated expatriation by examining the influence of host-country educational credentials and work experience on the repatriation intentions of long-term SIEs.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91266998","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-21DOI: 10.1108/jgm-09-2022-0052
Chie Yorozu
PurposeThis research aims to see whether replication occurs with the focus on the Japanese HR system, following the latest studies on expatriate management in Japan. Whereas the total number of self-initiated expatriates has hugely increased in Japan, the high turnover rate is a big issue. Can this also be evidenced with new data? How does the Japanese HR system, with its notorious reputation for unique people management methods, relate to the expats' reasons for staying in the long or short term?Design/methodology/approachReplication of research is adopted here with an interview-based qualitative method using the same research design as previous literature. The previous research focused on Chinese and Vietnamese self-initiated expatriates, who occupy the majority of expatriate positions in Japan. This study has a new target group of Thai expatriates, who have a relatively higher educational background than some other expatriates and are expected by the Japanese firms to stay over the long term.FindingsReplication of the findings of the latest studies occurs in this research. The turnover rate is as high as other national expatiates, with similar reasons, related to the Japanese HR system. However, there are also different issues. The main reasons they give for not staying in the long-term are unhealthy work habits, followed by slower promotion and ambiguous work content/role. The Japanese HR system is a dehumanising mechanism leading to a stressful work environment, which is the most critical concern for them and the main reason they choose not to remain in the long term.Originality/valuePast studies indicate an expectation gap between Japanese firms and expatriates, which is also found in this study. Additionally, an assumption gap between them about security under the HR system is also confirmed. Security means working healthily for expatriates while it means long-term employment for Japanese firms.
{"title":"Expatriate management in Japanese firms: paradox of the HR system for Thai self-initiated expatriates","authors":"Chie Yorozu","doi":"10.1108/jgm-09-2022-0052","DOIUrl":"https://doi.org/10.1108/jgm-09-2022-0052","url":null,"abstract":"PurposeThis research aims to see whether replication occurs with the focus on the Japanese HR system, following the latest studies on expatriate management in Japan. Whereas the total number of self-initiated expatriates has hugely increased in Japan, the high turnover rate is a big issue. Can this also be evidenced with new data? How does the Japanese HR system, with its notorious reputation for unique people management methods, relate to the expats' reasons for staying in the long or short term?Design/methodology/approachReplication of research is adopted here with an interview-based qualitative method using the same research design as previous literature. The previous research focused on Chinese and Vietnamese self-initiated expatriates, who occupy the majority of expatriate positions in Japan. This study has a new target group of Thai expatriates, who have a relatively higher educational background than some other expatriates and are expected by the Japanese firms to stay over the long term.FindingsReplication of the findings of the latest studies occurs in this research. The turnover rate is as high as other national expatiates, with similar reasons, related to the Japanese HR system. However, there are also different issues. The main reasons they give for not staying in the long-term are unhealthy work habits, followed by slower promotion and ambiguous work content/role. The Japanese HR system is a dehumanising mechanism leading to a stressful work environment, which is the most critical concern for them and the main reason they choose not to remain in the long term.Originality/valuePast studies indicate an expectation gap between Japanese firms and expatriates, which is also found in this study. Additionally, an assumption gap between them about security under the HR system is also confirmed. Security means working healthily for expatriates while it means long-term employment for Japanese firms.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73669249","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-21DOI: 10.1108/jgm-11-2022-0063
A. Nowinska, J.M.A. Hennart, Svetla T. Marinova
PurposeThe authors revisit the literature on the use of expatriates and specifically Boyacigiller (1990) and examine whether OW Bunker, a Danish bunker oil trader, filled positions at its foreign units with traders transferred from its other units (expatriates). The authors test the generalizability and robustness of past findings on this topic by using a different dependent variable, sample, and methodology.Design/methodology/approachBy searching the traders' LinkedIn profiles and consulting secondary sources, the authors obtain data on current and previous positions and work location and type of customer handled (global or local). Using qualitative comparative analysis (QCA), the authors analyze 236 hiring decisions made between 1983 and 2014.FindingsThe authors find that OW transferred expatriates, principally home-country nationals, to handle global customers in its large foreign subsidiaries located in high-income countries. In another clear pattern, expatriates were used to start new foreign subsidiaries. These results generally confirm those of Boyacigiller. However, and contrary to her findings, none of our scenarios for internal transfers feature expatriates being sent to culturally and institutionally distant subsidiaries unless it is to serve global customers, casting doubt on the idea that a major reason for using expatriates is to remedy a local shortage of skills or to handle political risk.Originality/valueThe authors test the generalizability of Boyacigiller’s (1990) findings and confirm a large part of it. They extend her study by demonstrating that MNEs deploy expatriates not only to distant countries but also to close ones.
{"title":"Traders across borders: who and where?","authors":"A. Nowinska, J.M.A. Hennart, Svetla T. Marinova","doi":"10.1108/jgm-11-2022-0063","DOIUrl":"https://doi.org/10.1108/jgm-11-2022-0063","url":null,"abstract":"PurposeThe authors revisit the literature on the use of expatriates and specifically Boyacigiller (1990) and examine whether OW Bunker, a Danish bunker oil trader, filled positions at its foreign units with traders transferred from its other units (expatriates). The authors test the generalizability and robustness of past findings on this topic by using a different dependent variable, sample, and methodology.Design/methodology/approachBy searching the traders' LinkedIn profiles and consulting secondary sources, the authors obtain data on current and previous positions and work location and type of customer handled (global or local). Using qualitative comparative analysis (QCA), the authors analyze 236 hiring decisions made between 1983 and 2014.FindingsThe authors find that OW transferred expatriates, principally home-country nationals, to handle global customers in its large foreign subsidiaries located in high-income countries. In another clear pattern, expatriates were used to start new foreign subsidiaries. These results generally confirm those of Boyacigiller. However, and contrary to her findings, none of our scenarios for internal transfers feature expatriates being sent to culturally and institutionally distant subsidiaries unless it is to serve global customers, casting doubt on the idea that a major reason for using expatriates is to remedy a local shortage of skills or to handle political risk.Originality/valueThe authors test the generalizability of Boyacigiller’s (1990) findings and confirm a large part of it. They extend her study by demonstrating that MNEs deploy expatriates not only to distant countries but also to close ones.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87441516","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-04DOI: 10.1108/jgm-10-2022-0056
L. Wicht, Dirk Holtbrügge
PurposeVirtual assignments, in which the virtual assignees do not relocate to host locations, but work remotely, have several advantages compared to traditional international assignments, such as enhanced flexibility, cost-efficiency and the possibility that virtual assignees can stay in their home communities. However, it is open to question whether virtual assignments are as effective as traditional assignments. The purpose of this study is to compare the ability of virtual vs traditional assignees to bridge the distance between headquarters and subsidiaries.Design/methodology/approachBased on a survey among virtual and traditional assignees, the ability to bridge multiple facets of distance is examined.FindingsThe results indicate that virtual and traditional assignees have similar abilities to bridge geographic, cultural, functional and language distance. However, traditional assignees have a higher ability to bridge emotional and temporal distance.Originality/valueBy applying the distance framework to virtual assignments, a new theoretical perspective is introduced and the importance of clearly disentangling distance-bridging abilities is highlighted. One practical recommendation is that, due to lower costs and reduced coordination efforts required for virtual assignments, this assignment type is preferable if the cultural, language, functional and geographic distances are the most problematic ones during international assignments.
{"title":"Bridging distance through zooming? The use of virtual assignments in multinational corporations","authors":"L. Wicht, Dirk Holtbrügge","doi":"10.1108/jgm-10-2022-0056","DOIUrl":"https://doi.org/10.1108/jgm-10-2022-0056","url":null,"abstract":"PurposeVirtual assignments, in which the virtual assignees do not relocate to host locations, but work remotely, have several advantages compared to traditional international assignments, such as enhanced flexibility, cost-efficiency and the possibility that virtual assignees can stay in their home communities. However, it is open to question whether virtual assignments are as effective as traditional assignments. The purpose of this study is to compare the ability of virtual vs traditional assignees to bridge the distance between headquarters and subsidiaries.Design/methodology/approachBased on a survey among virtual and traditional assignees, the ability to bridge multiple facets of distance is examined.FindingsThe results indicate that virtual and traditional assignees have similar abilities to bridge geographic, cultural, functional and language distance. However, traditional assignees have a higher ability to bridge emotional and temporal distance.Originality/valueBy applying the distance framework to virtual assignments, a new theoretical perspective is introduced and the importance of clearly disentangling distance-bridging abilities is highlighted. One practical recommendation is that, due to lower costs and reduced coordination efforts required for virtual assignments, this assignment type is preferable if the cultural, language, functional and geographic distances are the most problematic ones during international assignments.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-04-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81993296","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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