Global mobility orientation and the success of self-initiated expatriates in Greater China

Work and Family Interface in the International Career Context

“…Our findings echo other studies Lauring et al 2014) which have shown that work-related expatriation offers opportunities to broaden one's professional and personal competencies and aspirations and to develop what many of our interviewees described as a 'global mindset'. In this respect we observe what Lauring et al (2014) have described as the blurring of boundaries between work and non-work related travel and specifically the potential connectedness/interdependence between the two.…”

Do three years make a difference? An updated review and analysis of self-initiated expatriation

“…During the period of 2012–2014, an increased number of studies have ranged across SIEs who relocated to Asia (e.g. China: Lauring and Selmer 2014 ; Muir et al 2014 ; Selmer and Lauring 2014b ; South Korea: Froese 2012 ; Macau: Lo et al 2012 ; Japan: Froese and Peltokorpi 2013 ), Middle East (Saudi Arabia: Alshammari 2012 ; Qatar: Scurry et al 2013 ) and Europe (Denmark: Bjerregaard 2014 ; Germany: Cao et al 2013 ). In addition, a limited number of studies were conducted in North and South American countries (e.g.…”

“…These vary with gender, location and life stage (Thorn 2009 ) The motives to expatriate (adventure/travel, career, family, financial incentives and life change/escape) differ in terms of acquired personal characteristics: marital status, nationality, previous expatriate experience and seniority (Selmer and Lauring 2011b ) The advances in education and careers, escape mandate of military service (Beitin 2012 ) A desire for international experience, attractive job conditions, family ties, and poor labor markets in home countries (Froese 2012 ) Motivational drivers were grouped in four sets of reasons: refugee, mercenary, explorer and architect (Selmer and Lauring 2012 ) Cultural and travel opportunities, career, economics, affiliations, political environment, and quality of life (Thorn 2013) Tourism-oriented and work-related motivations were stronger among academic SIEs who are younger, non-married, non-EU and with short experience. Non-EU SIEs arriving in the EU have stronger financial and seeking motivations (Lauring et al 2014 ) Demographics (gender, marital status, age) Women’s willingness to go abroad is more affected by family/relationships than men’s (Myers and Pringle 2005 ; Tharenou 2008 ) Women chose less risky environments, which can offer them international career opportunities and more career benefit than men (Myers and Pringle 2005 ) Women are less motivated to go abroad by financial gain and life change (Selmer and Lauring 2010 ) Positive relationship between marital status and work effectiveness/performance is not moderated by gender (Selmer and Lauring 2011a ) Female SIEs have better job performance than male SIEs (Lauring and Selmer 2014 ) Married SIEs have better time to proficiency and job performance than unmarried SIEs (Lauring and Selmer 2014 ) Individual characteristics Self-reliant, autonomous, exhibiting diffuse individual developmental goals and valuing the cultural experience and opportunity for personal learning, as opposed to purely work experiences (Inkson et al 1997 ) Individualistic, non-conformist, self-reliant, self-directed and proactive, operating with a degree of personal agency and giving personal motives precedence in determining their psychological and physical mobility (Sullivan and Arthur 2006 ) Career …”

Unpacking differences in psychological contracts of organizational and self-initiated expatriates

“…The study conducted by Inkson and Myers (2003) confirmed a higher degree of gender equality among SIEs, while male expatriates usually dominated the OE population. Lauring and Selmer (2014) surveyed 640 SIE academics in Greater China, whereby the results showed that successful SIEs were more likely to be female, married and to occupy senior positions. Secondly, the motivating factors for OEs and SIEs are significantly different.…”