The Experts below are selected from a list of 33591 Experts worldwide ranked by ideXlab platform
Chris Brewster - One of the best experts on this subject based on the ideXlab platform.
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Contrasting assigned expatriates and self-initiated expatriates: a review of extant research and a future research agenda
The Management of Global Careers, 2018Co-Authors: Vesa Suutari, Chris Brewster, Michael DickmannAbstract:In this chapter, we will first discuss the motives of both assigned expatriates (AEs) and self-initiated foreign expatriates (SIEs) for international work. Second, the nature of careers and jobs of AEs and SIEs are analysed. Third, we discuss the outcomes of Expatriation for different types of expatriates. After that, we will explore the management of such expatriates. Finally, we will draw some conclusions and discuss future research needs.
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talent management and Expatriation bridging two streams of research and practice
Journal of World Business, 2014Co-Authors: Jeanluc Cerdin, Chris BrewsterAbstract:This paper argues that talent management and Expatriation are two significantly overlapping but separate areas of research and that bringing the two together has significant and useful implications for both research and practice. We offer indications of how this bringing together might work, in particular developing the different results that will come from narrower and broader concepts of talent management. Our framework defines global talent management as a combination of high-potential development and global careers development. The goal of the paper is to lay the foundations for future research while encouraging organizations to manage Expatriation strategically in a talent-management perspective.
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The adaptation of expatriates in Europe
Personnel Review, 1998Co-Authors: Vesa Suutari, Chris BrewsterAbstract:Despite an expanding research interest in the topic of Expatriation, there is still a significant gap in our understanding of the Expatriation process. This article presents recently collected research data on the experiences of Finnish expatriates adjusting to living and working in other European countries. It is argued that the process of adaptation varies considerably between countries and, on that basis, argues that the existing models of adaptation are useful, but themselves need adaptation. The article also offers recommendations for expatriates and for the organisations that employ them.
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Evaluating Expatriate Training
International Studies of Management & Organization, 1994Co-Authors: Chris Brewster, Juana PickardAbstract:(1994). Evaluating Expatriate Training. International Studies of Management & Organization: Vol. 24, Current Issues in Expatriation, pp. 18-35.
Yehuda Baruch - One of the best experts on this subject based on the ideXlab platform.
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global careers in the arabian gulf understanding motives for self initiated Expatriation of the highly skilled globally mobile professionals
Career Development International, 2017Co-Authors: Yehuda Baruch, Ingo ForstenlechnerAbstract:Purpose The purpose of this paper is to provide a better understanding of Expatriation, both firm-initiated and self-initiated. The authors identified factors influencing the motives of expatriates to locate to the Arabian Gulf, and possible factors that may influence their decision to remain. Design/methodology/approach Using a qualitative approach, the authors conducted 123 semi-structured interviews with expatriates in the United Arab Emirates, from various backgrounds. These interviews are analyzed based on the thematic analytic approach. Findings The authors identified four clusters of reasoning for global assignments to the Gulf and the outcomes of the Expatriation. Remuneration was the main motivator cited for the move, but an obstacle for returning to the home country. For Westerners, the second most important factor was career opportunities, whereas for expatriates from Muslim countries it was cultural fit. Practical implications The findings may be a valuable source of reference for individuals and for policy makers, employers, HR practitioners, and career counselors to provide an understanding of Expatriation in emerging economies. Originality/value The paper uses evidence from the Gulf to bridge the gap between current knowledge of Expatriation and the context of emerging economies.
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Career Mobility in a Global Era: Advances in Managing Expatriation and Repatriation
Academy of Management Annals, 2016Co-Authors: Yehuda Baruch, Yochanan Altman, Rosalie L. TungAbstract:AbstractThe surge of interest in Expatriation and repatriation within the broader discourse on labor mobility of professionals and high-skilled labor, human capital development, and the theory and practice of people management serves as the backdrop to this paper. We propose that Expatriation and repatriation be framed in the context of global careers and embedded in the wider social-economic environment of globalization through the lens of a career ecosystem theory. We chart the evolution of scholarly publications on career mobility over the past four decades and highlight current trends, in particular the emergence of self-initiated Expatriation as a pivotal change in the direction of Expatriation studies and derived practice. We assess the rigor of empirical findings, weigh theoretical underpinnings, offer a research agenda for future research, and outline managerial implications.
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Global self-initiated corporate expatriate careers: a new era in international assignments?
Personnel Review, 2012Co-Authors: Yochanan Altman, Yehuda BaruchAbstract:Purpose - Within the current discourse on contemporary careers and the context of international assignments, this paper seeks to conduct a study of a large European MNC, with the aim of theory development on Expatriation/repatriation. Design/methodology/approach - A qualitative study, based on semi-structured interviews in a major financial institution. Findings - Motivation to expatriate falls into two distinct categories - company initiated assignments; and self-initiated, career orientated and/or self-development focused. The authors propose a two dimensional model to depict the emergence of a new Expatriation path alongside the traditional one - differentiating those who respond to an international assignment call within a clearly framed career development path; and those embarking on international assignment as, primarily, a personal growth opportunity. A distinctive sub-group of corporate self-initiated expatriates is identified for the first time. Research limitations/implications - A qualitative study within one company. Practical implications - The emergent models could be utilized by HR managers to shape future policies and practices for global assignments. Originality/value - Providing a new model to explicate the relevance of a protean career attitude in a global boundaryless career environment; outlining of new emergent international career trajectories, in particular corporate self-initiated careers.
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management of Expatriation and repatriation for novice global player
International Journal of Manpower, 2002Co-Authors: Yehuda Baruch, D J Steele, G A QuantrillAbstract:The paper tells us about the experience of a financial services company in managing its Expatriation and repatriation processes. Data were gathered from official company sources and via in‐depth interviews with former expatriates. The analysis indicates that some 50 percent of people left the company following the repatriation within a few years after return. The experience gained by the company manifests the importance of proper management of the processes of Expatriation and in particular repatriation. To attain a successful Expatriation and repatriation the management should handle both processes as an integrated part of career management, since Expatriation can form a crucial point in the development of a psychological contract between the employee and the company.
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Expatriation and repatriation in MNCS: A taxonomy
Human Resource Management, 2002Co-Authors: Yehuda Baruch, Yochanan AltmanAbstract:The challenge of the management of expatriates and repatriates has never been more timely nor urgent: globalization has forced Expatriation into the corporate agenda, confronting us with an array of questions on HRM strategy and practice. We propose that a wide range of current thinking and practice may be conveniently grouped into a taxonomy of five organizational options, each advancing a different set of Expatriation relationships: Global, Emissary, Peripheral, Professional, and Expedient. A framework outlining the main configurations of these options generates a generic model for Expatriation at the organizational level. This forms the principal part of the article, followed by a comprehensive discussion and implications for practice. 2002 Wiley Periodicals, Inc.
Jordi Bonache - One of the best experts on this subject based on the ideXlab platform.
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Expatriation: A developing research agenda
Thunderbird International Business Review, 2001Co-Authors: Jordi Bonache, Christopher Brewster, Vesa SuutariAbstract:This introductory article briefly reviews the current state of research into Expatriation, focussing on the critical issues of strategy, selection and predeparture, compensation, performance management, repatriation, and career management. The burgeoning research in the field is set into context and a plea made for a more varied and imag- inative research agenda. The articles in the rest of this special issue are located in this context. © 2001 John Wiley & Sons, Inc.
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Knowledge transfer and the management of Expatriation
Thunderbird International Business Review, 2001Co-Authors: Jordi Bonache, Christopher BrewsterAbstract:This is a theory-building article that uses the example of an international organization from the Spanish financial sector to explore the way in which the characteristics of knowledge influence Expatriation policies. A preliminary conceptual framework is offered, and a case study is used to develop a set of theoretical hypotheses reflecting the relationship between knowledge characteristics and Expatriation policies as a contribution towards a theory of international assignments. 2001 John Wiley & Sons, Inc.
Jonathan V Beaverstock - One of the best experts on this subject based on the ideXlab platform.
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the spatial mobility of corporate knowledge Expatriation global talent and the world city
2017Co-Authors: Jonathan V BeaverstockAbstract:Expatriation, and other forms of transnational labor mobility within and between firms, is a crucial organizational strategy for the spatial mobility of knowledge in the world economy. For firms, transnational mobility is a process that stretches tacit and codified knowledge across time and space, and allows them to deliver specialist know-how, skills, expertise, and outside experience to subsidiaries, suppliers, and clients outside of their host country. Beyond the firm, Expatriation feeds into the competitiveness of cities, acting as a conduit to replenish knowledge, skills, and competences, and has become a significant factor of production for world cities to “win the global war for talent.” In this chapter the author seeks to examine the agency of Expatriation as an organizational strategy for the spatial mobility of knowledge and as a global process that enhances the competiveness of world cities. The chapter draws on case studies of Expatriation within global accountancy firms and London’s financial district.
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managing across borders knowledge management and Expatriation in professional service legal firms
Journal of Economic Geography, 2004Co-Authors: Jonathan V BeaverstockAbstract:Within professional service firms (PSFs), capital accumulation is dependent upon the embodied knowledge, skills, practice and trustworthiness of fee-earning staff. In legal PSFs, clients purchase idiosyncratic knowledge from individuals which are supplied through close-interaction, co-location and proximity. Legal firms expatriate staff to export English Common Law to their international offices, but simultaneously, employ the services of 'local' staff to practice local jurisdiction law. But, as this analysis of knowledge management and Expatriation within London-headquartered firms proceeds, the findings indicate that Expatriation is not homogenous for every region of the globe. In east Asia, Expatriation followed a 'Multinational' typology, characterized by one-way knowledge diffusion from London and a demarcation of labour where expatriates manage offices, departments and teams. In contrast, Expatriation in Europe and North America reflected a 'Transnational' typology, where knowledge was developed and diffused in a network of relationships. Here, expatriates worked with locally qualified partners and lawyers, and expatriates of other nationalities, in an environment where locals, expatriates of other nationalities and British qualified staff manage, held partnerships and lead teams. In such circumstances, Expatriation was a process creating 'transnational communities' within the firm. Copyright 2004, Oxford University Press.
Vesa Suutari - One of the best experts on this subject based on the ideXlab platform.
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Contrasting assigned expatriates and self-initiated expatriates: a review of extant research and a future research agenda
The Management of Global Careers, 2018Co-Authors: Vesa Suutari, Chris Brewster, Michael DickmannAbstract:In this chapter, we will first discuss the motives of both assigned expatriates (AEs) and self-initiated foreign expatriates (SIEs) for international work. Second, the nature of careers and jobs of AEs and SIEs are analysed. Third, we discuss the outcomes of Expatriation for different types of expatriates. After that, we will explore the management of such expatriates. Finally, we will draw some conclusions and discuss future research needs.
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Expatriation: A developing research agenda
Thunderbird International Business Review, 2001Co-Authors: Jordi Bonache, Christopher Brewster, Vesa SuutariAbstract:This introductory article briefly reviews the current state of research into Expatriation, focussing on the critical issues of strategy, selection and predeparture, compensation, performance management, repatriation, and career management. The burgeoning research in the field is set into context and a plea made for a more varied and imag- inative research agenda. The articles in the rest of this special issue are located in this context. © 2001 John Wiley & Sons, Inc.
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The adaptation of expatriates in Europe
Personnel Review, 1998Co-Authors: Vesa Suutari, Chris BrewsterAbstract:Despite an expanding research interest in the topic of Expatriation, there is still a significant gap in our understanding of the Expatriation process. This article presents recently collected research data on the experiences of Finnish expatriates adjusting to living and working in other European countries. It is argued that the process of adaptation varies considerably between countries and, on that basis, argues that the existing models of adaptation are useful, but themselves need adaptation. The article also offers recommendations for expatriates and for the organisations that employ them.
