Modern forms of international working

Purpose: This paper moves towards clarification of the self-initiated expatriate/expatriation construct with the aim of extending and deepening theory development in the field. Design/Methodology/Approach: Drawing on Suddaby's (2010) think piece on construct clarity, this paper applies his proposed four elements; definitional clarity, scope conditions, relationships between constructs and coherence, in order to clarify the SIE construct. Findings: The discussion examines the 'problem of definition' and its impact on SIE scholarship. The spatial, temporal and value-laden constraints which must be considered by SIE scholars are expounded, and the links between SIE research and career theory are developed. From this, potential research agendas are proposed. Originality/Value: Although the definitional difficulties of SIEs have been identified in previous literature, this is the first attempt to clarify the boundaries of SIE and its interconnectedness with other related constructs.

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Self‐initiated expatriation and self‐initiated expatriates

Doherty

Richardson

Thorn

2013

Career Development International

116

127

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Managing non-standard international experience: evidence from a Finnish company

Suutari

Brewster

Riusala³

et al. 2013

Journal of Global Mobility

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Purpose -This paper extends the increasing debates about the role of international experience through mechanisms other than standard expatriation packages, in particular through the use of short-term assignments. It explores the different forms of short-term assignments (project work, commuter assignments, virtual international working and development assignments) and the different sets of positive and negative implications these can have for the company and the individuals concerned. The integration-differentiation debate is reflected here as elsewhere in IHRM, with the company moving towards greater centralization and control of its use of these assignments. Design/methodology/approach -Since the research is exploratory, we adopted a qualitative approach to get a more in-depth understanding on the realities the corporations and the assignees are facing. The study was implemented through a single case study setting in which the data were collected by interviewing (n ¼ 20) line managers, human resource management (HRM) staff and assignees themselves. In addition corporate documentation and other materials were reviewed. Findings -The present case study provides evidence about the characteristics of short-term assignments as well as the on the management of such assignments. The paper identifies various benefits and challenges involved in the use of short-term assignments both from the perspectives of the company and assignees. Furthermore, the findings support the view that a recent increase in the popularity of short-term assignments has not been matched by the development of HRM policies for such assignments. Research limitations/implications -As a single case study, limitations in the generalizability of the findings should be kept in mind. More large-scale research evidence is needed around different forms of international assignments beyond standard expatriation in order to fully capture the realities faced by international HRM specialists Practical implications -The paper identifies many challenges but also benefits of using short-term assignments. The paper reports in-depth findings on HR development needs that organizations face when expanding the use of such assignments. Social implications -The paper identifies many challenges but also benefits of using short-term assignments. The paper reports in-depth findings on HR development needs that organizations face when expanding the use of such assignments. Originality/value -Empirical research on short-term assignments is still very limited. In that way the paper provides much needed in-depth evidence on why such assignments are used, what challenges are involved in the use of such assignments and what kinds of HR-development needs are involved.

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Understanding the early career self-initiated expatriation

Primecz

Paget

2023

Veztud

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Az expatrióta irodalmon belül a nem vállalati kiküldötteknek (önerejéből külföldön elhelyezkedő; self-initated expatriates; SIE) bejáratott irodalma van a menedzsmentben, azonban a pályakezdő expatrióták sajátosságaival eddig még senki sem foglalkozott. Jelen összefoglaló cikk célja, hogy azonosítsa és elemezze azokat a publikációkat, amelyek kifejezetten erre a csoportra fókuszálnak, azaz, akik úgy döntenek, hogy külföldön kezdik meg a pályafutásukat, beleértve a munkatapasztalat nélküli vagy csekély szakmai tapasztalattal rendelkezőket. Külön hangsúlyt helyezünk a karriermotivációjuk, viselkedésük, és globális karrierhez való hozzájárulásuk megértésére. A cikk két tekintetben járul hozzá a szakirodalomhoz, egyrészt összefoglalja a témában az elmúlt évtizedekben készített kutatások lényeges következtetéseit, másrészt információval szolgál a pályakezdő önerejéből külföldön elhelyezkedő munkavállalók menedzseléséről. Ezen felül jövőbeli kutatási irányokat is kínál, rámutatva az észlelt hiányosságokra és elősegítve a levont következtetések gyakorlati alkalmazását.

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Modern forms of international working

Cited by 3 publications

References 31 publications

Self‐initiated expatriation and self‐initiated expatriates

Self‐initiated expatriation and self‐initiated expatriates

Managing non-standard international experience: evidence from a Finnish company

Understanding the early career self-initiated expatriation

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