Why do self-initiated expatriates quit their jobs: The role of job embeddedness and shocks in explaining turnover intentions

Hussain, Taiba; Deery, Stephen

doi:10.1016/j.ibusrev.2017.08.002

Cited by 82 publications

(79 citation statements)

References 79 publications

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“…By definition, 'self-initiated' expatriates (SIEs) are assumed to show personal initiative when relocating abroad (e.g., Andresen, Bergdolt, Dickmann, & Margenfeld, 2014;Cerdin & Selmer, 2014;Tharenou, 2015). Self-initiated international mobility is described as a choice (Doherty, Dickmann, & Mills, 2011;Hussain & Deery, 2018) made by individuals who decide on their own to go abroad (Dorsch, Suutari, & Brewster, 2013). Without organizational assistance (Begley, Collings, & Scullion, 2008), they selfarrange new employment overseas (Cerdin & Selmer, 2014).…”

Section: Introductionmentioning

confidence: 99%

What does it mean to be a ‘self-initiated’ expatriate in different contexts? A conceptual analysis and suggestions for future research

Andresen

Pattie

Hippler

2019

The International Journal of Human Resource Management

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Personal initiative is an important behavior relevant to future workplaces that will require significant self-reliance. In research on self-initiated expatriates (SIE), it is assumed that those who move to another country and a new job show 'initiative' and yet it has received insufficient attention in empirical publications. We highlight the degree to which personal initiative shown by SIEs is context-dependent and conclude that it is untenable to attribute to all SIEs a homogeneous work behavior in terms of personal initiative. To improve the fast-growing SIE research, we incorporate a theory of personal initiative and advocate for, and give suggestions on how to measure initiative. We also, offer an initial model of how personal initiative will improve SIE outcomes. By offering specific guidance for future research, we seek to enhance the meaningfulness of future studies and thus increase their utility for organizations and policymakers alike. We conclude by expressing the importance of this conceptualization in practice.

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Section: Introductionmentioning

confidence: 99%

What does it mean to be a ‘self-initiated’ expatriate in different contexts? A conceptual analysis and suggestions for future research

Andresen

Pattie

Hippler

2019

The International Journal of Human Resource Management

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“…What emerged about self-expatriation raises the issue of SIEs' country and ethnic origin in the experience and outcomes of that endeavor. In recent years, and as work on self-initiated expatriation grows in volume, authors have looked at various factors to explain SIEs' adaptation and success in host countries (e.g., Bozionelos, 2009;Cao et al, 2013;Selmer et al, 2015;Husssain and Deery, 2018;Lauring and Selmer, 2018). However, the ethnicity and the country of origin of the SIE has not been openly discussed or empirically considered thus far.…”

Section: Discussionmentioning

confidence: 99%

“…In the present era, however, concerns for the many women who self-expatriate may also include ethnicity and how this is perceived in the host country. The way SIEs are treated, or perceive they are treated, in the host country workplace and the host-country in general, should have serious implications for their adjustment, performance and input for host country employers and the host country overall (Husssain and Deery, 2018). Being aware of how self-expatriate women, who compose a very substantial in size group, experience self-expatriation as function of their gender and ethnic origin is, therefore, of importance for host country employers, managers and officials.…”

Section: Discussionmentioning

confidence: 99%

Career Barriers of Chinese Self-Expatriate Women: Neither Double Jeopardy nor Ethnic Prominence

Bozionelos

2020

Front. Psychol.

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The study explored barriers to career progression of Chinese self-initiated expatriate (SIE) women in the United Kingdom using semi-structured interviews with two matched samples of Chinese SIE and native Caucasian British women. Double jeopardy and ethnic prominence offered the theoretical backdrop. Common gender-related career hindering factors emerged in both groups. However, no barriers due to ethnicity per se emerged for the Chinese SIE women, whilst their narrations revealed that the Chinese stereotype had rather facilitated their careers in the host country. Furthermore, they did not view self-expatriation as a particularly challenging endeavor. None of the two interpretative frameworks deployed, double jeopardy and ethnic prominence, could account for the findings. The study implies that the effects of ethnicity on self-expatriation experiences and outcomes may be contingent on SIEs' ethnic and cultural origins. In addition, the findings imply that women who self-expatriate to escape gendered opportunities in their home countries may face similar gender-related barriers in host countries.

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“…Job embeddedness has been defined as "the combined forces that keep a person from leaving his or her job" [30]. After examining 204 self-initiated expatriates by Hussain and Deery [31], it was found that both on-the-job embeddedness and shocks can predict turnover intentions in the United Arab Emirates. Recently, the strong relevance of job embeddedness and turnover intentions was clearly highlighted by Afsar et al's [32] work, which suggested that job embeddedness fully mediates the relationship between high-performance work practices and turnover intentions.…”

Section: Job Embeddedness Job Satisfaction Affective Commitment Andmentioning

confidence: 99%

Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment

Guan

2019

Sustainability

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Entrepreneurial leadership is critical for the sustainable development of start-ups and plays a key role in employees’ turnover intentions. The purpose of this study was to examine the relationship between entrepreneurial leadership and turnover intentions of employees within enterprises established in the last five years. This paper explored this relationship through multiple serial mediators, specifically, employee affective commitment, job embeddedness, and job satisfaction. A quantitative approach was employed on a sample of 403 participants from 62 ventures. The results demonstrated that entrepreneurial leadership can reduce employee turnover intentions, and the impact is through job embeddedness, job satisfaction, and affective commitment, in series. This study is the first try of a three-serial-mediator model for the relationship between entrepreneurial leadership and turnover intentions, and it leads to a better understanding of the significance of entrepreneurial leadership.

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Why do self-initiated expatriates quit their jobs: The role of job embeddedness and shocks in explaining turnover intentions

Cited by 82 publications

References 79 publications

What does it mean to be a ‘self-initiated’ expatriate in different contexts? A conceptual analysis and suggestions for future research

What does it mean to be a ‘self-initiated’ expatriate in different contexts? A conceptual analysis and suggestions for future research

Career Barriers of Chinese Self-Expatriate Women: Neither Double Jeopardy nor Ethnic Prominence

Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment

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