Why do they go? Individual and corporate perspectives on the factors influencing the decision to accept an international assignment

Dickmann, Michael; Doherty, Neil F.; Mills, Timothy; Brewster, Chris

doi:10.1080/09585190801953749

Cited by 170 publications

(164 citation statements)

References 36 publications

(76 reference statements)

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“…Secondly, the motivating factors for OEs and SIEs are significantly different. The main factors that motivate OEs are related to their career, such as job opportunities and career advancement (Dickmann et al, 2008;Doherty, Dickmann and Mills, 2011;Suutari and Taka 2004). While OEs tend to seek a relatively familiar culture and job security with a conservative attitude towards expatriation (Inkson and Myers 2003), adventure, host country location, escape from one's previous life, and travel opportunities are main components that motivate SIEs to migrate (Doherty et al 2011;Insksonet al, 1997;Selmer and Lauring, 2012).…”

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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“…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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“…Indeed, job, career, and development considerations are identified as important factors that influence individuals' decisions to undertake expatriate assignments (Dickmann et al, 2008). Women have always been in the minority with respect to expatriation (Altman and Shortland, 2008).…”

Section: Literature Review and Theoretical Backgroundmentioning

confidence: 99%

Role models: expatriate gender diversity pipeline or pipe-dream?

Shortland

2014

Career Development International

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.*Related content and download information correct at time of download. Role models: expatriate gender diversity pipeline or pipe-dream? Susan ShortlandFaculty of Business & Law, London Metropolitan University, London, UK Abstract Purpose -The purpose of this paper is to examine the extent to which -and how -female expatriate role models support women to take up expatriate assignments in the male-dominated oil and gas industry. Design/methodology/approach -The research uses data from a census survey of female expatriates supported by semi-structured interviews with a stratified sample of the survey respondents, triangulated with interviews with human resource (HR) professionals and analysis of organizational policy relevant to expatriation. Findings -Potential assignees value the information that women role models can provide on living in challenging, masculine locations. Role models are particularly important to women undertaking unaccompanied assignments and also when assignment periods exceed traditional lengths. Current female expatriates do not view themselves as role models, despite HR professionals recognizing their value in inspiring women's expatriation. Research limitations/implications -This research was set in a sector with very few female expatriate role models. Further research is needed to understand the influence of role models on women's expatriation in different sectors and organizations with greater female role model representation. Practical implications -Training for current assignees, time to be set aside within work duties and communications links to enable current and returned female expatriates to connect with potential assignees are needed to widen expatriate gender diversity. Originality/value -This research contributes to theory by linking the importance of role models to women's career stages. It proposes a new theoretical contribution by linking role model importance to the types of assignments women undertake. Practical suggestions for organizations are given to widen expatriate gender diversity via support for role models.

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Why do they go? Individual and corporate perspectives on the factors influencing the decision to accept an international assignment

Cited by 170 publications

References 36 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

Role models: expatriate gender diversity pipeline or pipe-dream?

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