Using embeddedness theory to explain self-initiated expatriation intention of entry-level job applicants

Abstract

Purpose The purpose of this paper is to explain why entry-level job applicants intend to leave their home country to work abroad by adopting the framework of country embeddedness (i.e. career and community embeddedness). Design/methodology/approach Hypotheses are tested using survey data of a sample of prospective healthcare entry-level job applicants (i.e. last year medical students) using hierarchical regression analyses and bootstrapping procedures. Findings Results show that, first, home country career and community embeddedness are negatively associated with self-initiated expatriation intention (SIE-intention). Second, developmental feedback reduces SIE-intention. This relationship is at least partly due to increased home country career embeddedness. Third, national identity reduces SIE-intention. The relationship is at least partly due to increased home country community embeddedness. Originality/value This paper advances the understanding of SIE by focusing on home country factors associated with the decision to work abroad, whereas the majority of current research mainly considers host country variables.

“Stepping out of the ordinary”: exploring cross-cultural challenges of expatriates in the Kingdom of Saudi Arabia

“…The conclusions derived from the personal experiences and adjustment issues of the expatriates studied enhances our understanding on the influence of national culture and customs to expatriates' adaptability, as well as suggests the need for a more inclusive training program that can make use of expatriate knowledge. This initiative is perceived as career support and supportive organizational practices, and it is important in retaining expatriates in the host countries (Goštautait_ e et al, 2019;Cao et al, 2014;Chen and Shaffer, 2017).…”

Understanding the early career self-initiated expatriation

“…However, it would be informative to examine security concerns operating as a deterrent to returning to the home country. Goštautaitė et al (2020) find that self-initiated expatriation intention is adversely linked with career and community embeddedness in the home country and that developmental feedback decreases SIE intention.…”

“…There are two distinct sets of academic research: one focusing on self-initiated expatriates independently of their career stage or age, and the other focusing on early career professionals. SIE literature focuses on a range of topics, including motivation (Thorn, 2009), adjustment (Begley et al, 2008;Peltokorpi & Jintae, 2009;Meueret et al, 2019), career capital (Jokinen et al, 2008;Al Ariss & Jawad, 2011), career development (Cerdin & Le Pargneux, 2010;Brewster et al, 2019), and repatriation (Chiang et al, 2017;David et al, 2020), while the literature on early career professionals deals with topics such as seeking challenging opportunities (Dries et al, 2008;Thorn, 2009;Baluku et al, 2018), career development (Pereira et al, 2016) cultural adaptation (Wechtler, 2018), repatriation (Goštautaitė et al, 2020), career advancement (McNulty et al, 2016), and career challenges (Waxin & Brewster, 2020). While there are overlaps between the two distinct sets of academic research, early career self-initiated expatriates have not received the necessary attention.…”

A meta‐analysis of the antecedents of employee willingness to expatriate

“…Goštautaitė et al. 2020) – and studies that examined university students and their intention to live and work abroad in the future (e.g. Remhof, Gunkel and Schlaegel 2014).…”