Self-initiated expatriation: implications for HRM

Howe-Walsh, Liza; Schyns, Birgit

doi:10.1080/09585190903509571

Cited by 184 publications

(86 citation statements)

References 39 publications

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“…The findings of this study may make a considerable contribution to the scholarship of the PC, self-initiated expatriation. Second, as human resource practices do not always apply to all types of employees in the same way (Howe-Walsh and Schyns, 2010), differentiating the PC for OEs and SIEs may shed light on practical IHRM strategies.…”

Section: Introductionmentioning

confidence: 99%

Unpacking differences in psychological contracts of organizational and self-initiated expatriates

Zhang

Rienties

2017

JGM

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Purpose Global staffing has remained a main focus within the field of international human resource management (IHRM) since the 1970s. However, research in the psychological contract (PC) of expatriates is limited. The purpose of this paper is to explore the differences in PC breach and violation for organisational expatriates and self-initiated expatriates (SIEs). Design/methodology/approach A survey questionnaire was developed covering 52 organisational expatriates and 119 SIEs from 35 countries/regions working in China. Four follow-up focus group interviews including four organisational expatriates and 12 SIEs were conducted to further explain the findings of the survey. Findings The findings indicate that organisational expatriates experience significantly lower levels of PC breach and violation than SIEs. Three broad thematic areas arose from the triangulation of focus group interviews, including uncertainties in functioning of contracts, differences in job securities and career development opportunities, and cultural differences. Practical implications Employers should give a comprehensive orientation and cultural training to meet the needs of SIEs. Moreover, long-term career advancement paths should also be provided to SIEs to alleviate their vulnerability and insecurities working abroad. Originality/value The study contributes to the scholarship of self-initiated expatriation and PCs and give implications to IHRM strategies.

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Section: Introductionmentioning

confidence: 99%

Unpacking differences in psychological contracts of organizational and self-initiated expatriates

Zhang

Rienties

2017

JGM

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“…Self-initiated expatriates (SIEs) are defined as employees who are not assigned to another country by an organization but have instead chosen to move to another country to work and live on their own arrangement (Tharenou and Caulfield, 2010). Due to talent shortages in many countries and the increasing demand for inter-culturally flexible employees with more differentiated skill sets (Deloitte, 2010), SIEs are strategically valuable human resources for multinational corporations (MNCs; Howe-Walsh and Schyns, 2010), and growing numbers are employed by organizations (Jokinen et al, 2008).…”

Section: Introductionmentioning

confidence: 99%

Self‐initiated expatriates and their career success

Cao

Hirschi

Deller

2012

Journal of Management Development

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PurposeThe paper provides conceptual clarity by distinguishing self-initiated expatriates (SIEs) from company-assigned expatriates (AEs), and skilled migrants; most importantly, it introduces an overarching conceptual framework based on career capital theory to explain SIEs' career success. Design/methodology/approachThis conceptual framework is based on a review of the relevant literature on SIE, expatriation, career studies, cross-cultural studies, migration, and other related areas. FindingsProtean career attitude, career networks, and cultural intelligence are identified as three major types of career capital influencing SIEs career success positively; the predicting relationships between these are mediated by cultural adjustment in the host country. Cultural distance acts as the moderator, which highlights the influence of macro-contextual factors on SIEs' career development. Research implications/ limitationsThe current paper applied career capital theory and did not integrate the impact of family and labor market situation on SIEs' career development. Further research should 1) test the proposed framework empirically, and 2) integrate the impact of family-and career-related factors into a holistic approach. Practical implications Running head: SELF-INITIATED EXPATRIATES AND CAREER SUCCESS 3When constructing international talent acquisition and retention strategies, organizations and receiving countries should understand the different career development needs and provide SIEs with opportunities to increase career capital during expatriation. Furthermore, the current framework suggests how to adjust to the host country in order to meet career development goals. Originality/valueThe multi-level and sequential framework adds value by identifying specific types of career capital for SIEs and providing a conceptual underpinning for explaining how they interact and foster SIEs' career success. Moreover, the framework embraces SIEs from both developed and developing economies.

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“…In another study, the need for financial gain and the quest for career development opportunities have been found to influence the movement of younger academics to leave their home countries (Selmer & Lauring, 2010). In general, studies conducted mostly in western countries attribute a sense of adventure, monetary issues, family and partner considerations, life change and personal development as influencing factors amongst expatriates (Al Ariss & Syed, 2011;Howe-Walsh & Schyns, 2010;Selmer & Lauring, 2011b).…”

Section: Factors Influencing Self-initiated Expatriate's Movementmentioning

confidence: 99%

“…Calls have been made for research that expands this view (Froese, 2012;Howe-Walsh & Schyns, 2010). A need thus exists to investigate the SiE experience as part of a project of the individual (Volpe & Murphy, 2011), especially amongst academics as their professional skills are easily transferable across countries (Beaverstock, 2005;Richardson & McKenna, 2003).…”

Section: Introductionmentioning

confidence: 99%

Using narratives to understand the motivational factors and experience of being a self-initiated academic expatriate in South Africa

Harry

Dodd

Chinyamurindi

2017

SA j. hum. resour. manag.

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Orientation: A growing movement of foreign nationals is settling in South Africa. Given this, there is a need to understand not only those factors influencing foreign nationals to settle in South Africa but also their lived experiences as a basis for individual career development.Research purpose: To investigate the expatriation motivational factors and experiences of selfinitiated academic expatriates in South Africa.Motivation for the study: Calls have been made within the careers literature for more empirical focus on understanding career development using some of the neglected sample groups.Research approach, design and method: The interpretive paradigm was adopted to understand the main purpose of the study. Guided by study objectives, unstructured interviews were conducted using a sample of foreign academics working in South Africa (n = 25).Main findings: Individual stories and narratives highlighted that academics relocated for the following reasons: (1) individual preference, (2) economic meltdown and (3) political conditions. Furthermore, the lived experiences of the expatriates reflected discrimination within the workplace and the community of residences in South Africa.Practical and managerial implications: Research findings indicate that the human resources (HR) function can come up with interventions that positively influence the lived experience and career development of foreign academics working in South Africa.Contribution: The expatriate experience framed in this study provides a picture of the career development processes of neglected sample groups in the extant literature. Such an understanding is key in advancing literature and proposing interventions. All this is important given the global trend on labour and skills movement added to the role South Africa plays in the international arena.

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Self-initiated expatriation: implications for HRM

Cited by 184 publications

References 39 publications

Unpacking differences in psychological contracts of organizational and self-initiated expatriates

Unpacking differences in psychological contracts of organizational and self-initiated expatriates

Self‐initiated expatriates and their career success

Using narratives to understand the motivational factors and experience of being a self-initiated academic expatriate in South Africa

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