Relocation branding: a strategic framework for attracting talent from abroad

Silvanto, Sari; Ryan, Jason

doi:10.1108/jgm-07-2013-0046

Cited by 42 publications

(57 citation statements)

References 47 publications

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“…In today's global economy, firms create competitive advantage by employing an internationally experienced and culturally sensitive workforce (e.g., Chang, Gong, & Peng, 2012;Chen, Kirkman, Kim, Farh, & Tangirala, 2010;Silvanto & Ryan, 2014;Tharenou, 2015). Accordingly, multinational, international, and local firms increasingly rely on expatriates as valuable employees (S. J.…”

Section: Introductionmentioning

confidence: 99%

Embeddedness and the repatriation intention of assigned and self-initiated expatriates

Meuer

Tröster

Angstmann

et al. 2019

European Management Journal

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Expatriation research has been intrigued by the question of how to prevent the unplanned return of expatriates to their home country. Although a majority of studies have focused on assigned expatriates (AEs), only recently have researchers expanded the scope of analysis by focusing on self-initiated expatriates (SIEs). For SIEs, research has identified job embeddedness as a key explanatory concept for early repatriation without yet acknowledging its potential to also explain the early expatriation of AEs. However, because AEs and SIEs differ in important motivational and behavioural aspects, the lack of comparative studies prohibits a deeper understanding of the mechanisms through which job embeddedness influences early repatriation. We build on belongingness theory to conceptualize early repatriation as a compensatory reaction of expatriates to an inhibited need to belong. Using a unique sample of 345 expatriates from 40 countries, we show that off-the-job embeddedness is more important for explaining the repatriation intention of AEs than of SIEs, whereas on-the-job embeddedness is more important for explaining the repatriation of SIEs compared to AEs. Our integrative model carries important theoretical implications for expatriation research and provides managerial implications for recruiting and retaining AEs and SIEs.

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Section: Introductionmentioning

confidence: 99%

Embeddedness and the repatriation intention of assigned and self-initiated expatriates

Meuer

Tröster

Angstmann

et al. 2019

European Management Journal

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“…The demand for skilled talented employees by global and multinational organisations for their foreign operations and by foreign countries for economic development continues to grow at a rapid pace (Vaiman et al ., ; Brookfield, ; Silvanto and Ryan, ). The demand is consistent with ‘talent flow’, the worldwide circulation of professionals and managers who expatriate to take advantage of the attractive opportunities on offer (Carr et al ., ; Meyskens et al ., ; Cerdin and Brewster, ).…”

Section: Introductionmentioning

confidence: 99%

Researching expatriate types: the quest for rigorous methodological approaches

Tharenou

2015

Human Resource Management Journal

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International talent flow is critical to meeting the needs for skilled human capital in global and multinational organisations and in developed and developing countries. Recent decades have witnessed a boom in research into long-term skilled international mobility, especially the traditional category of international assignees, but also skilled immigrants and a relatively new expatriate type: self-initiated expatriates. The upsurge in empirical interest has highlighted a number of issues relating to the way the research has been conducted. This article examines methodological issues associated with research into the three expatriate types and seeks to advise researchers on how future research can be conducted to improve the robustness of results. In this way, practitioners and policy makers may be able to make more use of the empirical evidence. Contact: INTRODUCTIONT he demand for skilled talented employees by global and multinational organisations for their foreign operations and by foreign countries for economic development continues to grow at a rapid pace (Vaiman et al., 2012;Brookfield, 2014;Silvanto and Ryan, 2014). The demand is consistent with 'talent flow', the worldwide circulation of professionals and managers who expatriate to take advantage of the attractive opportunities on offer (Carr et al., 2005;Meyskens et al., 2009;Cerdin and Brewster, 2014). In line with this interest, scholars have increased their investigations into long-term (over a year) skilled (i.e. tertiary-educated) international mobility (cf. reviews: Andresen et al., 2012;Shaffer et al., 2012;Dabic et al., 2013;Doherty, 2013). The three major forms of such talented employees are (a) organisational transfers/international assignees (cf. reviews: Harrison et al., 2004;Bhaskar-Shrinivas et al., 2005;Stroh et al., 2005;Harvey and Moeller, 2009;Takeuchi, 2010); (b) self-initiated expatriates (cf. reviews: Doherty, 2013;Doherty et al., 2013;Dorsch et al., 2013;Cerdin and Selmer, 2014); and (c) skilled (im)migrants (e.g. OECD, 2008;Syed, 2008;Al Ariss et al., 2012).In this analysis, I reflect on the ways by which recent empirical studies in the area of HRM into these three forms of skilled long-term international mobility -international assignees/assigned expatriates (IA/AEs), self-initiated expatriates (SIEs) and skilled immigrants (SIs) -have been conducted, and I investigate the research design issues linked to the three streams of enquiry. In doing this, I examine the design issues linked to the three types of expatriation and advise researchers on how to construct their research design such that it produces best-quality evidence, which will then be more likely to be used by practitioners and policy makers (cf. Rousseau and Barends, 2011). bs_bs_banner

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“…Human resources are among the most valuable assets of a country and contribute to the growth of her economy. Countries all over the world spend large sums of money in development and education of their people in order to boost productivity, knowledge and skills, which promote economic growth (Silvanto & Ryan, 2014;Barnes, Brown & Warhurst, 2016).…”

Section: Introductionmentioning

confidence: 99%

Micro Push and Pull Factors Influence Human Capital Flight in Academia: A Qualitative Study

Arshad¹,

Malik²

2021

IRMBR

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This study aims to deepen the understanding of the issues of an intellectual brain drain in academia. There is no doubt that higher education is vital to the growth and development of a country. Hence, the universities need to maintain highly qualified human resources to ensure effectiveness and competitiveness. This research study is focused to investigate the experiences of the academicians who are foreign qualified and migrated to advanced countries, they were asked to describe their experiences, using their own stories and interpretations of their personal experiences. The qualitative research approach was adopted to get the gist of the real reason that prompts the academicians to stay or leave their home country after getting education from abroad. The study employed social constructivism as an interpretive framework analysis method and used purposive and snowballing sampling techniques. Semi-structured interviews were recorded and analyzed. Findings suggested that career opportunities, economic, social, education, technological factors, and adjustment issues caused the brain drain of academicians of public sector universities of Islamabad. The knowledge drawn from this research can operate as a piece of useful reference information for current and future recruitment efforts, support services, and helpful in minimizing the brain drain. Keywords: Academicians, Brain Drain, Human Resource, Higher Education Institutions (HEI), Push Pull Factors.

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Relocation branding: a strategic framework for attracting talent from abroad

Cited by 42 publications

References 47 publications

Embeddedness and the repatriation intention of assigned and self-initiated expatriates

Embeddedness and the repatriation intention of assigned and self-initiated expatriates

Researching expatriate types: the quest for rigorous methodological approaches

Micro Push and Pull Factors Influence Human Capital Flight in Academia: A Qualitative Study

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