Where are we today in understanding the role of the firm as a driver of international flows of highly skilled migrants? Reviewing the status of the literature on direct and indirect host country meso-level influences

Wittek, Bernhard

doi:10.1080/09585192.2019.1651378

Cited by 4 publications

(4 citation statements)

References 131 publications

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“…Indeed, many organizations, be they international or local, employ HSMs to surmount some of the talent acquisition challenges many companies experience; however, once hired, HSMs still experience difficulties in adjusting and growing in their careers (Shirmohammadi et al ., 2019; Wittek, 2021). For example, in contrast to assigned expatriates for whom full adjustment is optional, HSMs need to adjust not only to the new host country's culture but also to the new organization (Vaiman et al ., 2015).…”

Section: Literature Reviewmentioning

confidence: 99%

“…The war for talent continues to intensify not only on an organizational level but also on a country level, as many advanced economies experience an acute shortage of qualified talent (Tarique and Schuler, 2010; Wittek, 2021; Latukha et al ., 2022). Organizations are starved for talented individuals with a high level of knowledge, skills and abilities.…”

Section: Introductionmentioning

confidence: 99%

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Being an “outsider in”: skilled migrants' career strategies in local organizations

Usanova

Zikic²,

Vaiman³

2023

JGM

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PurposeAlthough the literature on the careers of skilled migrants is growing, relatively little is known about their experiences inside host country organizations. This article is a replication and an extension of a study by Zikic et al. (2010) on career challenges and coping strategies of skilled migrants. In contrast to the replicated study, where the focus was on the unemployed pool of talented migrants, in this study, the authors look at the career experiences of those who are already employed. Similar to the study of Zikic et al. (2010), the authors seek to explore how migrants understand their careers and what approaches they use to enact career opportunities from the perspective of “insiders” in local organizations.Design/methodology/approachThe authors used a qualitative explorative approach. Based on 24 in-depth interviews with highly qualified specialists, who were hired for positions in Luxembourg corresponding to their professional profiles, the authors explore what challenges they face at the workplace and how they tackle them.FindingsThis research not only replicates the study of Zikic et al. (2010) but also extends the authors’ knowledge of the careers of skilled migrants in the context of local organizations. By focusing on employed skilled migrants, the authors open a “black box” of their career challenges and strategies and extend an earlier career typology (Zikic et al., 2010) into what happens within local organizations. In particular, this study identifies two major challenges that skilled migrants experience, namely, “trying to fit in” and “managing career mismatch”. Then, it shows three unique strategies that skilled migrants use to manage their careers. This allows us to cluster skilled migrants into three categories that the authors conceptualized, namely “workhorses”, “career rebels” and “career conformists”.Originality/valueThis study contributes to the literature on the careers of skilled migrants by theorizing the experiences of migrant careers after organizational entry. It also contributes to the talent management literature by providing nuanced insights into the challenges, strategies and profiles that this global talent has.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Being an “outsider in”: skilled migrants' career strategies in local organizations

Usanova

Zikic²,

Vaiman³

2023

JGM

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“…Kerr et al (2015) arguing that more research on the role of firms is needed and start by analyzing the effect of H-1B visas for high-skilled immigrant workers in the U.S. on firms' employment behaviour. Their study launched numerous further studies (see Wittek, 2019 for an overview) analyzing the role of firms in who migrates and how high-and low-skilled migration affects firm outcomes such as productivity, size, and innovation.…”

Section: Literature Reviewmentioning

confidence: 99%

Keep It Up Switzerland! Four Empirical Studies on Dual Vocational Education and Training

Oswald-Egg

2022

Journal of Vocational Education & Training

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I thank my co-authors -Ursula Renold, Michael Siegenthaler, Thomas Bolli and Ladina Rageth -for their collaboration, their knowledge sharing and their patience. In addition, I thank my inspiring, encouraging and supportive team members with whom I had the pleasure to work and grow. Special thanks go to Thomas Bolli for challenging me to think more like an economist and for explaining econometrics in an understandable way, to Ladina Rageth for being a wonderful office mate, to Katie Caves for productive discussions and language consultations, and to Johanna Bolli-Kemper, Filippo Pusterla, Aranya Sritharan and Silvia Walter for sharing their knowledge, templates and (personal) experiences with me. I also thank Natalie Reid for teaching me how to write articles.Last but certainly not least, I thank my family and friends for their invaluable support and encouragement over the years. This experience would not have ended well without my family. I am eternally grateful to my parents, Maria Esther Egg Orihuela and Edwin Egg, and my sister Alexandra Hofmann for believing in me, pushing me to succeed and supporting me tremendously and unconditionally in every possible way. My husband, Lorenz Oswald, has been my rock in the ups and downs of this adventure. Thank you for being my safe haven, for your truly kind heart, and for taking over so many of my duties and not complaining once -I am forever in your debt! I cannot forget my two wonderful sons, Rafael and Tobias. Thank you for distracting me with your joyful characters, reminding me constantly that life is still happening and for demanding your fair share of my time so I did not miss out on too much of your development. To all my friends, thank you for your friendship and for understanding my time shortage. I am not listing all of your names here, but you are always on my mind.

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“…Therefore, the relationship between CDS and the selection and career development of ISMs is explored. The requirements that organizational decision-makers use for employment and career advancement decisions affect migrant workers' career attainment, JGM 9,2 often negatively and sometimes positively (Fernando and Cohen, 2016;Wittek, 2019). Therefore, it is essential to compare different diversity strategies in terms of their focal criteria for employment and career advancement.…”

Section: Introductionmentioning

confidence: 99%

Organizational culture and cultural diversity: an explorative study of international skilled migrants in Swedish firms

Farashah

Blomqusit

2021

JGM

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PurposeThis paper empirically explores the types and extent of cultural diversity strategies in Sweden, a developed economy with many migrant workers. The role of organizational culture as the context and the association with diversity strategy and the selection of international skilled migrant workers are examined.Design/methodology/approachEmpirical data are collected by surveying 249 Swedish large or medium-sized firms. Cluster analysis is used to explore the configuration of organizational culture, cultural diversity strategy (CDS) and selection and development criteria.FindingsThe authors identify five clusters of organizations. Organizational culture is the main contextual factor that influences the CDS and human resource (HR) approaches for selecting skilled migrant workers. The profile of the clusters including organizational culture, diversity strategies, the selection criteria and firm demographics is presented. The empirical results indicate that organizational culture and demographics are associated with the choice of diversity strategy and, consequently, HR processes.Originality/valueThis study's main focus is on international skilled migrants, which is among empirically less-studied areas in global mobility literature. Furthermore, until now more attention has been directed toward studying the consequences of diversity than toward understanding the factors that influence choice of diversity strategies and practices. This study focuses on antecedents of diversity and attempts to understand the factors that influence adoption and implementation of different cultural diversity strategies.

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Where are we today in understanding the role of the firm as a driver of international flows of highly skilled migrants? Reviewing the status of the literature on direct and indirect host country meso-level influences

Cited by 4 publications

References 131 publications

Being an “outsider in”: skilled migrants' career strategies in local organizations

Being an “outsider in”: skilled migrants' career strategies in local organizations

Keep It Up Switzerland! Four Empirical Studies on Dual Vocational Education and Training

Organizational culture and cultural diversity: an explorative study of international skilled migrants in Swedish firms

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