Job embeddedness among migrants: fit and links without sacrifice

Halvorsen, Beni; Treuren, Gerry; Kulik, Carol T.

doi:10.1080/09585192.2014.990399

Cited by 50 publications

(51 citation statements)

References 52 publications

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“…A migrant background may, for example, limit the identification with an organisation and thus delay the integration process (Gong, Chow, & Ahlstrom, ). Moreover, migrant workers may be less attached to the organisation due to the sacrifice dimension of job embeddedness (Halvorsen, Treuren, & Kulik, ). Indeed, our supplementary analysis revealed that the sacrifice dimension of on‐the‐job embeddedness reduced the likelihood of turnover in Switzerland, but not in China.…”

Section: Discussionmentioning

confidence: 99%

Embeddedness across contexts: A two‐country study on the additive and buffering effects of job embeddedness on employee turnover

Sender

Rutishauser

Staffelbach

2018

Human Res Mgmt Journal

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Despite the growing body of literature on the effects of job embeddedness on turnover, there are few studies on how job embeddedness operates in different countries. This study, based on the Conservation of Resources theory, addresses this research gap by investigating both the additive and the buffering effects of on‐the‐job and off‐the‐job embeddedness using employee data from China (n = 373) and Switzerland (n = 268). Results showed that on‐the‐job embeddedness reduced the likelihood of turnover more strongly in Switzerland than in China (additive effect). Additionally, in China, the unsolicited job offer–turnover relationship was stronger when employees had lower levels of off‐the‐job embeddedness (buffering effect). This research contributes to the understanding of the relative role of on‐the‐job and off‐the‐job embeddedness for turnover in different countries.

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Section: Discussionmentioning

confidence: 99%

Embeddedness across contexts: A two‐country study on the additive and buffering effects of job embeddedness on employee turnover

Sender

Rutishauser

Staffelbach

2018

Human Res Mgmt Journal

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“…One reason that this finding may have surfaced in this study is that the “ethnic enclaves” that participants lived in also included other highly skilled immigrants, thereby enabling the development of social exchanges (i.e., deeper social ties and interactions) that can lead to a positive shift in job satisfaction. Furthermore, migrants who feel connected to their ethnic community (i.e., having to make less off‐the‐job sacrifices) tend to report higher levels of job satisfaction and embeddedness (Halvorsen et al., ). Thus, the relationship between one's community and their job satisfaction can be explained by a sense of greater “social connectedness” with others (see Wulff and Dharmalingam, ; Lu et al., ), which can also foster a stronger sense of attachment and embeddedness in one's organization.…”

Section: Discussionmentioning

confidence: 99%

Determinants of Migrant Career Success: A Study of Recent Skilled Migrants in Australia

Rajendran

Sears

et al. 2019

International Migration

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Australia has been aggressively pursuing skilled migrants to sustain its population and foster economic growth. However, many skilled migrants experience a downward career move upon migration to Australia. Based on a survey of recent skilled migrants, this study investigates how individual (age, years of settlement, qualifications), national/societal (citizenship and settlement), and organization‐level (climate of inclusion) factors influence their career success. Overall, we found that: (1) age at migration matters more than length of settlement in predicting skilled migrant career success; (2) citizenship uptake and living in a neighbourhood with a greater number of families from the same country of origin facilitate post‐migration career success; and (3) perceptions of one's social/informal networks in the workplace – a dimension of perceived organizational climate of inclusion – also have a positive impact on migrant career outcomes.

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“…Almeida et al, 2015;Deitz et al, 2015;Salaf, Greve & Ping, 2002; For a review, see Syed, 2008), and (2) the strategies adopted by 6 migrants to overcome these barriers (e.g. Halvorsen, Treuren & Kulik, 2015;Heilbrunn, Kushnirovich & Zeltzer-Zubida, 2010;Zikic, Bonache & Cerdin, 2010). This stream of research establishes the need to reconceptualise migrant careers as the outcome of complex interrelationships of individuals with their context.…”

Section: (Migrant) Careers and Contextmentioning

confidence: 99%

Applying Bourdieu’s capital-field-habitus framework to migrant careers: taking stock and adding a transnational perspective

Joy

Game

Toshniwal

2018

The International Journal of Human Resource Management

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HRM and Migration scholars increasingly employ Bourdieu's concepts of capitals, fields and habitus to explain the interrelationships between migrant careers and context. Both literatures employ a Bourdieusean framework to examine devaluation of migrant capitals in host nations and migrant responses to such devaluation. However, their explanations are based on different assumptions of context. HRM literature regards migrants as confined to the host nation context, whereas Migration literature places them in a transnational context, spanning both originating and host nations. In this conceptual paper, we argue for integrating transnational perspectives into HRM literature to offer a more accurate portrayal of contemporary migrant lives, and to capture greater nuance in migrant career experiences. We seek to expand the conceptual lexicon to support new conceptualisations of transnational context, and to explore how locating a Bourdieusean framework in transnational contexts enhances its ability to explain migrant career experiences.

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Job embeddedness among migrants: fit and links without sacrifice

Cited by 50 publications

References 52 publications

Embeddedness across contexts: A two‐country study on the additive and buffering effects of job embeddedness on employee turnover

Embeddedness across contexts: A two‐country study on the additive and buffering effects of job embeddedness on employee turnover

Determinants of Migrant Career Success: A Study of Recent Skilled Migrants in Australia

Applying Bourdieu’s capital-field-habitus framework to migrant careers: taking stock and adding a transnational perspective

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