Terrorism and expatriate withdrawal cognitions: the differential role of perceived work and non-work constraints

Schuster

et al. 2019

JGM

Self Cite

The dark side of expatriation: dysfunctional relationships, expatriate crises, predjudice and a VUCA world Introduction International assignments and other forms of global employment continue to increase in numbers and complexities (Brookfield Global Relocation Services, 2017;Dickmann, 2018). The high practical relevance of this topic is reflected in the extensive research and tremendous wealth of knowledge about global mobility that has accumulated over the past few decades (e.g.

Section: Introductionmentioning

confidence: 99%

The dark side of expatriation: dysfunctional relationships, expatriate crises, predjudice and a VUCA world

Schuster

et al. 2019

JGM

Self Cite

“…Moreover, terrorism increases the chance of failed international assignments since it leads to perceived constraints at work and in the private domain when the terrorism level in a country is high. Eventually, this increases the intention to leave the country and, consequently, abort the assignment (Bader, Reade, & Froese, ).…”

Section: Terrorism Resilience Theorymentioning

confidence: 99%

Terrorism as an external threat factor in global value chains

Thunderbird Intl Bus Rev

Suder

Grosse

2019

Global terrorism incidents and business-related threats have intensified in scale and scope over the past 17 years. Multinational corporations are thus exposed to direct and indirect negative impacts on their international activities. Previous research lacks thorough theoretical frameworks to analyze these impacts. The global value chain (GVC) framework offers a perspective that is both comprehensive and quantifiable for the evaluation and expansion of this prior research. The GVC enables us to assess terrorism impacts on international business overall and at each stage of the value chain. On this basis, we develop a "terrorism resilience theory") that can be used in future theoretical and managerial analyses of the response to terrorism risk. K E Y W O R D Sglobal terrorism, global value chain, multinational corporations (MNCs), risk, terrorism resilience theory, terrorism risk, uncertainty

“…With respect to management implications, organizations would be well advised to engage all leaders, expatriates and staff in HEs in security training and crisis scenario handling. As a by-product, they may alleviate withdrawal cognitions of expatriates in HEs (Bader, Reade and Froese 2016).…”

Section: Specific Location Factors -Security and Trustmentioning

confidence: 99%

“…However, almost all research on IC of global careerists has been undertaken in lower risk environments compared to truly HEs such as Afghanistan, Sudan or Iraq. The higher degree of risk has an impact on the freedom of movement of expatriates, their general working environment and interaction as well as what competencies they need to acquire in their host location (Bader, Reade and Froese, 2016;Bader and Schuster, 2015;Dickmann and Cerdin, 2016;Fisher and Hutchings, 2013).…”

Section: Introductionmentioning

confidence: 99%

“I might be shot at!” exploring the drivers to work in hostile environments using an intelligent careers perspective

Dickmann

Watson

2017

JGM

Purpose. This research explores factors which influence individuals to take up international assignments (IAs) in hostile environments. Using an intelligent careers perspective, an expanded framework of expatriation drivers to work in hostile contexts is developed that comprises individual, organizational and location-specific factors. In addition, the understanding of career capital acquisition and transfer is refined.Design/Methodology/Approach. A 'deviant' case study method to challenge the underlying assumptions of career capital maximisation and transfer in global careers is used. To investigate the case, 25 individuals in an international development organisation who had to decide whether to work in hostile environments were interviewed.Findings. Five insights into decision drivers and career capital effects associated with postings to hostile environments are presented. These span all three levels of individual, organizational and location-specific decision factors.Research Limitations/Implications. Due to the case study approach the usual limitations of qualitative case based research with respect to generalizability apply. In the conclusions three theoretical implications for the intelligent careers framework with respect to career capital acquisition, utilization and temporal effects are outlined.Practical Implications. A range of practical implications in relation to the selection, talent management, performance and reward approaches as well as repatriation and family considerations in global mobility are explored.Social Implications. The insights help organizations to design global mobility policies for hostile environments. In addition individuals and their families benefit from greater clarity of global mobility drivers in the context of high risks.Originality/Value. The drivers of individuals to accept assignments to hostile environments are under researched. This article operationalizes and applies a holistic decision to work abroad framework, expands the literature on the motivations of individuals to work in hostile environments and develops valuable insights to nuance the intelligent careers framework.