New Constructs for the Prediction of Self-Initiated International Mobility: An Exploratory Study

Abstract

T his study aims to explore relationships between the motives for international mobility and observed mobility patterns. The key motives of 2,608 skilled expatriate New Zealanders were identified as cultural and travel opportunities, career, economics, affiliations, political environment, and quality-oflife. Mobility patterns, described here as the frequency, duration and cessation of mobility and the nature of the destination in terms of development level and cultural distance, were investigated. Desire for cultural and travel opportunities was the dominant motive, and the best predictor of cessation of mobility and development level of the destination. Career motives predicted duration of mobility and cultural difference of the destination. Linking motivation and actual mobility is a novel contribution to the theorisation of self-initiated mobility. Countries and organisations that understand this linkage may ultimately gain competitive advantage.

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

“…Family and social connections have a great impact on the intention to stay or return (Richardson and McKenna 2006 ; Schoepp and Forstenlechner 2010 ) Weak host country pull and strong home country pull, along with shocks motivate repatriation (Tharenou and Caulfield 2010 ) After repatriation, adjustment to work is a stressful experience, since SIEs do not return to a role within an organization and have to reacquire local experience and rebuild networks (Begley et al 2008 ) Relationship with home and host country are fluid and subject to change due to adjustment and ease of communication (Beitin 2012 ) Desire for cultural and travel opportunities was the best predictor of cessation of mobility and development level in the host country. Career motives predicted duration of mobility and cultural difference of the destination (Thorn et al 2013 ) …”

“…This similarity in the motivational drivers among two different populations sparked some interest in identifying if there is a relationship between motives, mobility patterns and demographics. Thorn et al ( 2013 ) grouped the identified motives in six different categories: cultural and travel opportunities, career, economics, affiliations, political environment and quality of life. The influence of these motives on the mobility pattern showed that the desire for cultural and travel opportunities is the best predictor for mobility cessation and developmental level in the host country, while career motives predicted mobility duration.…”

“…Mal-adjustment or even lack of adjustment have been reported as prompting factors of early repatriation among AEs (Bhaskar-Shrinivas et al 2005 ), while family and social connections have a great impact on SIEs’ intentions to stay or return (Richardson and McKenna 2006 ; Schoepp and Forstenlechner 2010 ). In addition, by relating the motivational drivers to SIEs’ repatriation, Thorn et al ( 2013 ) found out that the desire for culture and travel opportunities was the best predictor of mobility cessation, while career motives predicted duration of mobility and cultural distance between home and host country.…”

“…Explore if the amount of international experience can moderate the relation between competences and the suitability of SIEs replacing AEs 27. Thorn et al ( 2013 ) Explore the relation between motives and mobility patterns 2608 SIE New Zealanders were recruited through university alumni organizations, professional associations and snowball technique. They were asked to fill out an online questionnaire The identified motives were cultural and travel opportunities, career, economics, affiliations, political environment, and quality of life.…”

Meaningful careers in social enterprises in remote Australia: employment decisions among Australian Indigenous art centre workers

“…Economic factors that pull people into a sector include employment or career development opportunities, opportunities for higher income or a better work environment. Non-economic factors include a better lifestyle and quality of life, and access to services and amenities, and social ones refer to those that are related to relationships, family and community concerns and group cohesion (Pinto, Cabral-Cardoso andWerther Jr, 2012, Thorn, Inkson andCarr, 2013) including strong connections with nature (York et al, 2016) and culture (Ho, Seet and Jones, 2016).…”