I'm difficult, but not impossible: how millennials view international assignments and the implications for human resource management (HRM)

Abstract

PurposeThe purpose of this study is to identify what (de)motivates millennial students from undertaking mobility upon graduation and whether this depends on gender, region of origin, prior work experience, level of studies, or international mindset and how. The paper provides insights on the preferred length of mobility and the most (un)attractive regions.Design/methodology/approachThe sample consists of 1,001 millennial students from 77 countries. Data from a quantitative self-reported survey were analysed employing exploratory factor analysis and confirmatory data analyses.FindingsFactors that motivate mobility are personal development, learning about foreign cultures and the opportunity to travel and those that demotivate are a preference for short-term assignments, unwillingness of family to move and disruption of home country life. Factors differ by region, gender, level of current studies and the student's international mindset.Research limitations/implicationsThe cohort included only students pursuing a business or technical education. A willingness to accept an international assignment may not necessarily translate into accepting an international assignment due to the effect of the attitude–behaviour gap. The authors do not aim to generalise on the basis of the results since the sample was fairly disproportionate in terms of world regions. We do, however, invite further studies to treat ours as potential input for new and emerging studies of either a quantitative or qualitative nature.Practical implicationsDue to a strong attachment to home, short-term assignments are preferred. Salary and financial benefits remain hygienic factors and motivating factors remain on the “soft” side. Motivating millennials to engage in mobility requires an individualised approach, dependent on region of origin, gender, the level of education, work experience and international mindset.Originality/valueThis study indicates that the factors that (de)motivate millennial students to engage in international assignments differ on the basis of various socio-demographic variables.

Generation Zs Willingness to Accept International Assignments After Covid-19 --A Quantitative Study among British, Chinese and Indian Students

“…Moreover, they believe in their ability and consider working aboard even if it is not a mission from the company. When comparing the three nationalities, it is noticeable that British has the lowest average score in international assignment willingness, which is in accordance with research conducted by [7], according to which the Europeans has lower intention compared to Asians as their thirst for exploration of other countries has been satisfied due to geographical advantages. Although this gap was not statistically significant, it could still illustrate that the British are relatively harder to motivate for such assignments.…”

“…It is typically accurate for British Gen Z, while the Chinese favoured long-term assignments more often. This resonates well with [7], according to whom respondents are generally interested in short-term tasks, but Asian respondents prefer the longer term. However, Indians who are geographically part of Asia showed a task preference more in line with the British.…”

“…The author designed a four-section survey on demographics, interests in international assignments, international exposure, and global mindset, based on the studies of [3] and [7].…”

“…Given the scarcity of literature on Generation Z and international assignments, this paper will primarily draw on findings from studies of millennials and the general student population when discussing willingness to accept overseas assignments and the factors that influence it. This is because, first, both millennials and the general student population show a high interest in oversea experiences ( [3], [7], [9], [10]), which is similar to Gen Z student group. Second, while [11] stated that Generation Z employees think and work considerably differently from prior generations, recent research mentioned that their intrinsic work values, such as the pursuit of accomplishment and career progress, are similar to millennials [12].…”

“…Regarding youth's general willingness to international assignments and why and why not they accept such assignments, [7]'s work about millennial students is the most updated and related to the writer's research topic. Two scholars demonstrated that millennial students, in general, are interested in international assignments, yet not at any prices.…”