Self‐initiated expatriation and self‐initiated expatriates

Doherty, Neil F.; Richardson, Julia; Thorn, Kaye

doi:10.1108/13620431311305971

Cited by 115 publications

(138 citation statements)

References 52 publications

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“…Little theoretical and empirical work has been done to examine the determinants of self-initiated expatriation (Al Ariss & CrowleyHenry, 2013;Doherty, Richardson, & Thorn, 2013;Doherty, 2013). Meta-analytic evidence in various management fields and related research areas suggests that intention is the single best predictor of actual behavior (e.g., Armitage & Conner, 2001).…”

Section: Introductionmentioning

confidence: 99%

Working in the “Global Village”: The Influence of Cultural Intelligence on the Intention to Work Abroad

Remhof

Gunkel

Schlaegel

2013

German Journal of Human Resource Management: Zeitschrift für Pe

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Working in the "global village": The influence of cultural intelligence on the intention to work abroad ** Firms' international activities require an early identification of potential employees with an intention to work abroad. Based on social cognitive theory the current study examines the influence of prior international exposure and cultural intelligence on the individual intention to work abroad. In particular, we examine the influence of language skills, international experience, and networks abroad on the intention to work abroad through cultural intelligence and the moderating role of cultural distance on this mediated relationship. Utilizing a sample of 518 German business students we show that networks abroad have a direct influence on the intention to work abroad, while cultural intelligence fully mediates the relationship between language skills as well as international experience and the intention to work abroad. Cultural distance moderates this mediation for two of the four cultural intelligence dimensions. Arbeiten im "globalen Dorf": Der Einfluss von kultureller Intelligenz auf die Absicht, im Ausland zu arbeiten Die internationalen Aktivitäten von Unternehmen erfordern eine frühe Identifikation von Mitarbeitern für potentielle Auslandseinsätze. Basierend auf der sozialkognitiven Theorie untersuchen wir den Effekt des vorherigen internationalen Einflusses sowie der kulturellen Intelligenz auf die individuelle Intention, eine Position im Ausland anzunehmen. Insbesondere betrachten wir den Einfluss von Fremdsprachenkenntnissen, vorheriger Auslandserfahrung und des bestehenden Auslandsnetzwerkes auf die Intention, im Ausland zu arbeiten und die moderierende Funktion der kulturellen Distanz auf die mediierende Wirkung der kulturellen Intelligenz auf diese Beziehung. Auf der Grundlage einer Stichprobe von 518 deutschen Studenten der Wirtschaftswissenschaften zeigen die Ergebnisse, dass das Auslandsnetzwerk einen direkten Einfluss mediiert, während kulturelle Intelligenz den Effekt von Fremdsprachenkenntnissen und internationaler Erfahrung auf die Absicht, im Ausland zu arbeiten, mediiert. Die kulturelle Distanz moderiert diese Mediation für zwei der vier Dimensionen der kulturellen Intelligenz.

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Section: Introductionmentioning

confidence: 99%

Working in the “Global Village”: The Influence of Cultural Intelligence on the Intention to Work Abroad

Remhof

Gunkel

Schlaegel

2013

German Journal of Human Resource Management: Zeitschrift für Pe

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“…This indicates that family-and private-life influences on the SIE phenomenon are probably underestimated, that the SIE construct is too loosely defined and that studies of SIEs, as mentioned earlier in the theoretical framework, sit at a crossroads between IHRM, sociology and migration-research (cf. Doherty et al, 2013). Importantly, the Suutari and Brewster (2000) typology also illustrates that the type of organisation providing the SIE workplace needs to be considered -a gap filled by the present study.…”

Section: Self-initiated Expatriates and Boundary-less Careersmentioning

confidence: 76%

Typologies: What Types of Foreign Executives are Appointed by Local Organisations and What Types of Organisations Appoint Them?

Arp¹

2013

German Journal of Human Resource Management: Zeitschrift für Pe

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Current issues in international human resource management include global careers that differ from traditional expatriate assignments. A number of foreign executives have in recent years been appointed to positions in the headquarter operations of culturally distant organisations. These appointments of foreign executives in local organisations (FELOs) can be viewed as a specific form of self-initiated expatriation (SIE), with several distinct types of FELOs found in fieldwork studies. This article offers typologies of the individuals and organisations involved in the FELO phenomenon. These typologies elucidate that FELO appointments do not necessarily indicate a geocentric hiring approach, and assist in identifying which FELO workplaces produce successful outcomes as well as those which are likely to fail. The applicability to other country contexts, implications for theory on diversity in management teams, and key criteria for FELO hiring practices are discussed. Typologien: Welcher Typus ausländischer Führungskräfte wird von lokalen Unternehmen verpflichtet, und welcher Typus lokaler Unternehmen verpflichtet sie?Zu aktuellen Themen der internationalen Personalforschung zählen globale Karrieren, die sich deutlich von traditionellen Auslandsentsendungen unterscheiden. In den letzten Jahren ist eine Anzahl ausländischer Führungskräfte in die Unternehmenszentralen kulturell ferner Organisationen verpflichtet worden. Diese foreign executives in local organisations (FELOs) können als spezifische Form selbstinitiierter Expatriierung (SIE) betrachtet werden, wobei in Feldstudien dezidiert unterschiedliche Typen von FELOs gefunden wurden. Dieser Artikel legt Typologien der im FELO-Phänomen involvierten Personen und Organisationen vor. Sie zeigen auf, dass die Verpflichtung ausländischer Führungskräfte nicht unbedingt auf geozentrische Personalpraktiken hinweist und helfen, erfolgreiche sowie zum Scheitern neigende Arbeitsverhältnisse zu identifizieren. Die Anwendbarkeit auf unterschiedliche Länderkontexte, Implikationen für Theorien über kulturelle Vielfalt in Managementteams und die wichtigsten Kriterien der FELO Einstellungspraxis werden erörtert.

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“…The definition of self-initiated expatriation used was that the individual had willingly moved to the new location, in keeping with the thinking on self-initiated expatriation at the time (for a recent exposition of the spectrum of global mobility, see Doherty, Richardson and Thorn, 2013a). A snowball method of sampling was used (no incentive was offered), with initial contacts being made through university alumni organisations, professional associations and clubs and associations identified through a web search.…”

Section: Methodsmentioning

confidence: 99%

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

Thorn

Inkson

Carr

2013

Journal of Pacific Rim Psychology

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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.

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Self‐initiated expatriation and self‐initiated expatriates

Cited by 115 publications

References 52 publications

Working in the “Global Village”: The Influence of Cultural Intelligence on the Intention to Work Abroad

Working in the “Global Village”: The Influence of Cultural Intelligence on the Intention to Work Abroad

Typologies: What Types of Foreign Executives are Appointed by Local Organisations and What Types of Organisations Appoint Them?

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

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