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

Arp, Frithjof

doi:10.1177/239700221302700302

Cited by 6 publications

(4 citation statements)

References 61 publications

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“…SIEs have been deemed strategically important as they may be knowledge brokers in organisations and thus provide organisational competitive advantage (Shao & Al Ariss, 2020). Moreover, it has been suggested foreign executives with significant host country involvement (which may include having a local spouse) provide advantages to local organisations (Arp, 2013). Increasingly employed to address skilled international manager shortages (Doherty, Dickmann, & Mills, 2011;Tharenou, 2013), SIEs may constitute a much bigger and potentially more influential share of the international workforce than AEs (Doherty, Dickmann, & Mills, 2011).…”

Section: Sies Definedmentioning

confidence: 99%

Business, pleasure or both?: motivations and changing motivation of self-initiated expatriates

Despotovic

Hutchings

McPhail

2022

Journal of Management & Organization

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Responding to calls for more knowledge about the motivations (and changing motivations) of self-initiated expatriates (SIEs), this qualitative research examines 58 Australian SIEs working in culturally (dis)similar host contexts, to address the question: Why are Australian SIEs motivated to expatriate to South Korea or the United Kingdom? The findings demonstrate that, although personal/lifestyle considerations are important to SIEs, career-related considerations are either primary or become more prevalent following expatriation. The findings reveal that, while SIEs expatriate with particular motivations, over time their motivations may change as other factors determine desire to stay/leave a host country. Drawing on self-determination theory (SDT), the research highlights variations in extrinsic and intrinsic motivations of SIEs including those who intended to utilise their expatriation as part of a boundaryless career and those who unintentionally found themselves focused on career. Knowledge of (changing) motivations is salient to organisations' selection decisions and support for international employees.

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Section: Sies Definedmentioning

confidence: 99%

Business, pleasure or both?: motivations and changing motivation of self-initiated expatriates

Despotovic

Hutchings

McPhail

2022

Journal of Management & Organization

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“…Keywords: “self-initiated expatriation”, “self-directed travel”, “self-initiated foreign experience” and “migration” Presents how SIEs and migrants are portrayed in the management literature based on: country of origin, gender, education, job position, organizations, period of international mobility, destination countries and description of context Sets out a research framework based on four dimensions: diversity-informed, context specific, reflexive and triangulated methods 15. Arp ( 2013 ) Explore foreign executives in local organizations (FELOs) and distinguish them from other types of expatriation (AE and SIE) 46 FELOs from 13 different countries and their host-country peers from organizations founded and headquartered in Malaysia were interviewed FELOs are different from AEs and can be understood as a rare and specific form of SIEs The content analysis of the interviews identified issues surrounding allegiance, trust, and control, assumptions about income levels, and exposure to heightened local scrutiny as components of the distinct nature of the FELOs’ experience Explore FELOs in other contexts, since this one was Western to Eastern. Case studies and longitudinal approaches can be used in future studies 16.…”

Section: Appendixmentioning

confidence: 99%

Do three years make a difference? An updated review and analysis of self-initiated expatriation

Farcas

Gonçalves

2016

SpringerPlus

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Self-initiated expatriates (SIEs) were initially described by Inkson et al. (J World Bus 32:351–368, 1997) as individuals who move abroad on their own volition, with personal funding, oriented towards development and career goals. After almost two decades of research, it is imperative to review the knowledge that has been developed and identify future areas of intervention. Doherty (Int J Manag Rev 15:447–469, 2013. doi:10.1111/ijmr.12005) initiated the review and this paper aims to update it and explore some unapproached aspects. Five different data bases were targeted and searched for peer-reviewed articles published in English, between 1997 and 2014, which recognized self-initiated expatriation as a distinguished form of mobility and used this terminology in the title and/or keywords list. A total of 94 articles met these inclusion criteria, 45 of which were published between 2012 and 2014. By systematically analyzing them, it was observed a surpassing growth in the number of published articles in the last 3 years. This signalizes an increase of the academic interest in studying the SIEs all over the world, involving bidirectional moves between developed and developing countries. The constructs identified by Doherty (2013) at the three different levels (micro, meso and macro) continued to be explored, using qualitative or quantitative approaches. Besides this, a multi-informant approach has been adopted in some studies, while others focused on concept clarification, taking into consideration some of Doherty’s (2013) suggestions for future research. Three years of research made an enormous contribution to the development of knowledge about SIEs, but some aspects can be further explored; hence they are identified and thoroughly discussed.

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“…Why foreign executives from significant cultural distance are appointed to local headquarter positions and why these positions are not filled with local executives must be examined in a comprehensive fashion (Arp, 2013a). As organisational motivations vary (Arp, 2012), this leads to an organisational typology (Arp, 2013b). The present study nevertheless illustrates that local organisations do appoint foreign executives despite concerns about allegiance, trust, and control.…”

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confidence: 73%

Foreign executives in local organisations

Arp

Hutchings

Smith

2013

Journal of Global Mobility

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Purpose – The purpose of this paper is to investigate foreign executives appointed into cultural contexts distant from their country of origin and headquarters of organisations to which host-country nationals (HCNs) they supervise and HCN superiors they report to attribute a “local” national identity. Significant differences of these foreign executives in local organisations (FELOs) from other forms of expatriation, including assigned and self-initiated expatriates, are identified and discussed. Design/methodology/approach – The research utilises a qualitative exploratory approach based on triangulated multiple data sources. Data are sourced from in-depth semi-structured interviews with foreign executives (n=46) from 13 countries and their host-country peers (n=25) in organisations founded and headquartered in Malaysia. Dyadic data from the two sample groups are used to triangulate findings, while non-dyadic and socio-biographical data add further insight. Findings – The data analysis identifies issues surrounding allegiance, trust, and control, assumptions about income levels, and exposure to heightened local scrutiny as components of the distinct nature of the FELO experience. Research limitations/implications – Implications for future research on new types of international cross-cultural workplaces are discussed. While construct definitions for self-initiated expatriation (SIE) in the wider mobility and migration literature are still in flux, international management research may be at risk of neglecting local workplaces and perspectives. Practical implications – The FELO phenomenon differs significantly from expatriate assignments between headquarters and foreign subsidiaries of multinational corporations, and can be viewed as a rare and specific form of SIE. Its occurrence indicates an increasingly global market for individuals with career capital and global mobility. Originality/value – The findings elucidate the situation of FELOs and provide comparisons to other types of expatriates. The research contributes to extant literature on global mobility as it explores a specific cross-cultural phenomenon that has not been systematically investigated in the academic literature, but is described in the media and executive search firm publications as “fairly new, highly visible, and sometimes controversial” with demand for FELOs “likely to continue”.

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

Cited by 6 publications

References 61 publications

Business, pleasure or both?: motivations and changing motivation of self-initiated expatriates

Business, pleasure or both?: motivations and changing motivation of self-initiated expatriates

Do three years make a difference? An updated review and analysis of self-initiated expatriation

Foreign executives in local organisations

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