Self-initiated foreign experience as accelerated development: Influences of gender

Myers, Barbara; Pringle, Judith K.

doi:10.1016/j.jwb.2005.08.009

Cited by 167 publications

(169 citation statements)

References 25 publications

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“…Vance (2011) noted that women with international aspirations are more likely to opt for an SIE track than a company transfer. Current research on SIEs advocates the flexibility of this type of career path as a catalyst for women"s career development (see, for example, Myers and Pringle, 2005;Vance, 2011). However, the literature on migration sketches a less rosy picture of the experiences of women who wish to pursue international careers.…”

Section: 2social Identity Of Women and Career Successmentioning

confidence: 99%

“…Women tend to focus on the seamless integration of various interactions of their lives, and do not consider a "career" as a separate entity. The pursuit of a balance between their personal, work and family lives can also be considered a measure of career success for women (Myers and Pringle, 2005).…”

Section: E Post-migration Career Exit/post-migration Career Successmentioning

confidence: 99%

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Highly skilled migrant women: a career development framework

Bergh

Plessis

2012

Journal of Management Development

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Yvonne du Plessis is an Associate Professor in the Department of Human ResourceManagement, University of Pretoria and has international work experience. She has coauthored several academic books on Management and Project Management and has presented extensively at national and international conferences. She has received numerous awards and research grants, with work published, inter alia, in the South African Journal of Human Resource Management and the Journal of Contemporary Management. Currently, she specialises in contemporary people management aspects in multi-cultural work settings, Applied Organisational Behaviour, International Human Resource Management (expatriation and repatriation) and the people side of Project Management. 1 AbstractPurpose -This paper aims to explore and interpret the pre-migration and post-migration career development and success of highly skilled professional migrant women with special reference to the Netherlands.Design/Methodology -An exploratory approach rooted in a phenomenological perspective was followed. Two in-depth Interactive Qualitative Analysis (IQA) focus group sessions were held with a total of 21 self-initiated expatriate (SIE) women.Findings -An integrated career development framework proposed in this study indicates that individual drivers such as identity, social support and life phase play a role in women"s premigration and post-migration career success or exits. Identity embeddedness, host country culture, openness to foreigners and existing prejudices and stereotypes against women seems magnified for women from outside the host country.Research Implications/Limitations -The research results may lack generalisability, therefore more research is encouraged to further test the proposed framework.Practical Implications -Organisations should re-think existing systems for retaining highly skilled women migrants. Specific personnel management requirements and practical recommendations are provided for HR policy development with regard to migrant women.Originality/value -An integrative approach and framework for understanding the career development decisions of professional and highly skilled migrant women who are also selfinitiated (SIE) is proposed. Insight is provided into the personal adjustment and professional developmental experiences of a group of women often overlooked by the research community.

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Section: 2social Identity Of Women and Career Successmentioning

confidence: 99%

Section: E Post-migration Career Exit/post-migration Career Successmentioning

confidence: 99%

Highly skilled migrant women: a career development framework

Bergh

Plessis

2012

Journal of Management Development

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“…However, on the issue of gender, many studies showed a dramatic overrepresentation of men among internationally mobile academics. Women cited family responsibilities, sacrifices for dual-career relationships, and a desire for stability as key barriers in mobility (van de Bunt-Kokhus 2000; Myers & Pringle, 2005;Selmer and Lauring 2010;Bauder 2012). Lastly, academics in technical fields such as science, engineering, and medicine as well as in English are more mobile than their peers in other disciplines given the global demand for technical expertise (van de Bunt-Kokhus 2000;Richardson 2009).…”

Section: The Context Of Higher Educationmentioning

confidence: 99%

Reverse flow in academic mobility from core to periphery: motivations of international faculty working in Kazakhstan

Lee

Kuzhabekova

2017

High Educ

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Through expanding flows of labor and knowledge on a global scale, academics are increasingly mobile as higher education institutions compete for talent that transcends borders. However, talent often flows from the periphery to the core as scholars seek out employment in recognized institutions of higher learning in developed economies. This study examines faculty mobility in a reverse direction: from the core to Kazakhstan, the largest country in Central Asia. What factors persuade faculty members to relocate to Kazakhstan for full-time employment? What types of individuals pursue this relocation? Through interviews with international faculty members based in Kazakhstan, the study identifies push factors that trigger departure from one's previous country of residence: job market, unsatisfactory work conditions, age, and marital status. Alternatively, Kazakhstan attracts scholars via pull factors that include salary, sense of adventure, and the opportunity to build new institutions and programs as well as conduct research. Unlike previous studies that highlight boundaryless mobility and individual agency, this study reveals constraints that mediate international faculty mobility. Furthermore, salary plays a limited role as a pull factor particularly among early career academics who are seeking research opportunities and meaningful contributions in building new academic programs and institutions.

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“…sample in Vance, 2005) and some SIEs may decide to settle permanently in their host countries and thus become migrants (Suutari & Brewster, 2000). Further, most SIEs do not work in host-countries of significant cultural distance (Inkson et al, 1997;Inkson & Myers, 2003;Lee, 2005;Myers & Pringle, 2005;Suutari & Brewster, 2000), and the few that do work for local organisations do not hold managerial positions (see analysis of SIE studies and samples in Arp et al, forthcoming 2013).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

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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Self-initiated foreign experience as accelerated development: Influences of gender

Cited by 167 publications

References 25 publications

Highly skilled migrant women: a career development framework

Highly skilled migrant women: a career development framework

Reverse flow in academic mobility from core to periphery: motivations of international faculty working in Kazakhstan

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

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