Understanding the Self‐initiated Expatriate: A Review and Directions for Future Research

Doherty, Neil F.

doi:10.1111/ijmr.12005

Cited by 166 publications

(234 citation statements)

References 92 publications

(219 reference statements)

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“…Four follow-up focus group interviews were conducted to triangulate the findings of the survey. Economic prosperity and cultural context have been regarded as important factors to select overseas work destinations, specifically for SIEs (Doherty, 2013). As one of the fastest growing economies and relationship-oriented societies, exploring the PC for OEs and SIEs in the Chinese context may provide important theoretical and practical insights.…”

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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“…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%

“…Thus, increasing understanding of this process is both theoretically and practically important (Al Ariss & Crowley-Henry, 2013;Dickmann, Doherty, Mills, & Brewster, 2008;Doherty, 2013). In an effort to address the identified gaps in the existing literature, this study, based on Bandura's (1977) social cognitive theory, aims to develop a framework that seeks to explain the development of the intention to work abroad.…”

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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“…Methods employed in E&R research include discourse analysis (e.g. The dearth of ethnographic and longitudinal research design is particularly noticeable in E&R research (Doherty, 2013) and their deployment would be particularly useful to track life and career trajectories (Mainiero & Sullivan, 2006) relevant to international mobility.…”

Section: Research Methods Employed In the Fieldmentioning

confidence: 99%

Career Mobility in a Global Era: Advances in Managing Expatriation and Repatriation

Baruch

Altman

Tung

2016

The Academy of Management Annals

114

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The surge of interest in expatriation and repatriation within the broader discourse on labor mobility of professionals and high-skilled labor, human capital development and the theory and practice of people management, serves as the backdrop to this paper. We propose that expatriation and repatriation be framed in the context of global careers and embedded in the wider social-economic environment of globalization through the lens of a career ecosystem theory. We chart the evolution of scholarly publications on career mobility over the past four decades and highlight current trends, in particular the emergence of self-initiated expatriation as a pivotal change in the direction of expatriation studies and derived practice. We assess the rigor of empirical findings, weigh theoretical underpinnings, offer a research agenda for future research and outline managerial implications.

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Understanding the Self‐initiated Expatriate: A Review and Directions for Future Research

Cited by 166 publications

References 92 publications

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

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

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

Career Mobility in a Global Era: Advances in Managing Expatriation and Repatriation

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