/pdf/social-capital-a-theory-of-social-structure-and-action-4m7poq6byy.pdf

Social capital: a theory of social structure and action

/pdf/engaged-scholarship-a-guide-for-organizational-and-social-1od3lo0196.pdf

Engaged Scholarship: A Guide for Organizational and Social Research

https://link.springer.com/content/pdf/10.1057%2Fjibs.1990.10.pdf

Managing across Borders: The Transnational Solution

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Culture Leadership And Organizations The Globe Study Of 62 Societies

Choices, Challenges, and Career Consequences of Global Work Experiences: A Review and Future Agenda

The literature on international human resource management indicates a growing array of different forms of international work experiences such as assigned and self-initiated expatriation. However, the criteria for demarcation of these different forms and the term ‘migrant’ are often unclear which leads to an unfortunate lack of comparability of research and a potential confusion for readers. Based on the sociological, psychological and economics literature, this article reviews and synthesizes the existing definitions of the three terms in the current research. A qualitative content analysis and the Rubicon model [Heckhausen, H., and Gollwitzer, P.M. (1987), ‘Thought Contents and Cognitive Functioning in Motivational Versus Volitional States of Mind’, Motivation and Emotion, 1, 101–120.] are used as a theoretical base to structure the findings. The paper creates a criteria-based definition and differentiation of terms and then develops a typology of four different types of expatriates: assigned expatriates...

/pdf/addressing-international-mobility-confusion-developing-38ysvsoes2.pdf

Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants

Purpose – This paper aims to analyze the differences between assigned expatriates (AEs) and self‐initiated expatriates (SEs) in management and executive positions. The basic research question is how far SEs and AEs differ with respect to their reasons for working internationally and regarding their career aspirations and orientations, and in what way their individual career management differs.Design/methodology/approach – A total of 159 expatriate managers completed an online questionnaire in German. The questionnaire covered psychological constructs and the participating managers' career histories.Findings – It is shown that SEs start their international careers at a younger age, have a higher organizational mobility, and expect higher benefits from international experiences for their future careers. Moreover, career orientation remains relatively stable in SEs over different age groups, whereas it declines for AEs with increasing age.Research limitations/implications – The study design is cross‐sectiona...

Self‐initiated foreign expatriates versus assigned expatriates: Two distinct types of international careers?

Human Resource Management Practices

Only in recent years have self-initiated expatriates (SIEs) been distinguished from assigned expatriates (AEs). But there is still a lack of empirically based comparative results. Statistical analysis, performed on data from 193 expatriates (N AE = 67; N SIE = 126), indicates that self-initiated foreign work experience is significantly more likely to be chosen by women and those having lower job levels. Furthermore, boundaryless and protean career orientation only partially predicted which career path is chosen. SIEs have higher organizational mobility preferences, but do not differ from AEs in their boundaryless mindset and protean career attitude. Implications of these findings for research in expatriation are discussed.

What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation

The literature on global mindset indicates a growing array of different approaches to its definition and conceptualization. The components making up global mindset are often unclear and vary signif...

Maike Andresen

Papers

Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants

Self‐initiated foreign expatriates versus assigned expatriates: Two distinct types of international careers?

Human Resource Management Practices

What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation

A systematic literature review on the definitions of global mindset and cultural intelligence – merging two different research streams