Work and non-work-related antecedents of expatriates' well-being : A meta-analysis

Studies show a reduction in expatriates' well-being while abroad which entails a risk of low performance or even termination of the assignment abroad. To extend the knowledge of antecedents of expatriates' well-being, this meta-analytic review combines the empirical results from 24 studies. Concerning the conservation of resources theory, we distinguish between work-related and non-work-related antecedents (resources) and expose their relationship with expatriates' work well-being and general well-being. The meta-analysis shows that work well-being is positively anteceded by organizational support, work adjustment, and spousal support, whereas job factors and work-family interference are associated with decreased work well-being. General well-being negatively relates to work-family interference factors. The antecedents with the highest relative effect size are job factors on the negative side (resource loss) and organizational support on the positive side (resource gain). Work-family interference has the broadest impact on both work well-being and general well-being.© 2021 The Authors. Published by Elsevier Inc. This is an open access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/).The author gratefully acknowledges funding from the European Union's Horizon 2020 research and innovation programme under the Marie Skłodowska-Curie Actions grant agreement No. 765355 (GLOMO, “Global Mobility of Employees”, https://glomo.eu/ ).fi=vertaisarvioitu|en=peerReviewed

Chapter 12 Conclusions

This conclusion presents some closing thoughts on the concepts covered in the preceding chapters of this book. The book discusses the impact of the ‘home country’ in self-initiated expatriates (SIEs) research. It describes the role of international human resource management (IHRM) in the management of SIEs and point out that little attention has been paid to the opportunities there are for IHRM to play a significant role in supporting SIEs in their careers. The book discusses how cultural distance between the home and the host country impacts expatriates’ willingness to relocate abroad. It also discusses a rather new topic: how the language competence of SIEs impacts their foreign experience. The book utilizes stage models of life, career, and family as well as the social chronology framework to identify major elements and processes of the career transition of SIEs

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

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, interself- initiated expatriates, intra-self-initiated expatriates and drawn expatriates. Implications for management as well as for future research are outlined

Talent in Hospitality Entrepreneurship: A conceptualization and research agenda

Purpose: The purpose of this paper is to develop an integrative conceptual framework of the "talented hospitality entrepreneur". In doing so, the authors address the current lack of understanding of talent at the individual entrepreneurial level and the lack of integration between the talent and entrepreneurship literatures and specifically consider the hospitality context. Design/methodology/approach: This conceptual paper systematically synthesizes the extant literature and links key concepts within talent management, entrepreneurship, hospitality and human resource management to develop a model of the talented hospitality entrepreneur. Findings: Seven propositions emerge from the literature synthesis, and the integrative conceptual model is developed to define the individual antecedents of the talented hospitality entrepreneur and their outcomes for success. Originality/value: To date, understanding of the individual level of talent has been neglected in the management literature. The quandary is that the extant literature on talent has focused on the management of talent at an organizational level, while the entrepreneurship literature has concentrated on spatial macro-level effects. Further, the notion of talent in hospitality literature remains underexplored. Adopting an inclusive view of talent, the authors offer a new integrative framework explaining the constituencies of talent for hospitality entrepreneurs and an associated research agenda

A taxonomy of global careers: Identifying different types of international managers.

Research on expatriates indicates that substantial differences exist within internationally active employees. Several typologies of expatriates have been suggested to account for this diverseness. However, empirical evidence on the accuracy of these classification schemes is scarce. Based on these research efforts, we introduce a data-based taxonomy of internationally mobile managers. By means of sequence analysis we derive four career patterns from the curriculi vitae of 202 German managers. These patterns are built on the dimensions mobility and duration of the stays abroad. We further show that these patterns differ with regard to various individual and organizational variables. Based on these findings, we argue that expatriation career management practices and responsibilities need to be differentiated

Acting in the spirit of the whole: expatriate careers between the poles of personal intentions and of company and country policies

Expatriation has received a lot of research attention over the years due to the importance of expatriates to organizations as well as extensive impacts such international work experience has on expatriates themselves. To generate a better understanding about expatriation, it is essential to understand things in context, as "Every event and everything must come into being as a result of causes and conditions." (Dalai Lama, 1998). In this chapter we discuss four topics areas that we see as important issues in the international careers of expatriates and that have been studied within the GLOMO project. We also connect the themes of the following chapters with these four areas and briefly introduce the chapters. First, we discuss expatriates’ career paths, the career capital they develop abroad and thus may be able to utilize afterwards, and the impacts of expatriation on the longer-term career success of individuals. Second, expatriates’ identities, well-being and embeddedness are discussed. Third, we introduce some key global mobility management challenges that companies face when managing expatriation. Finally, the role of the host country in expatriation is discussed as an additional theme that has received less attention in earlier research

The international transfer of individual career capital: Exploring and developing a model of the underlying factors

Purpose The purpose of this literature review is to critically analyze, synthesize and integrate the currently fragmented literature concerning the factors affecting the international transfer of individual career capital (CC). Design/methodology/approach This paper is a systematic literature review of the factors affecting the international transfer of individual CC from/for expatriates, repatriates and other employed highly skilled migrants and return migrants. The findings are classified based on the Social Chronology Framework (SCF) proposed by Gunz and Mayrhofer (2015). Findings This systematic literature review suggests that the international transfer of individual CC, which can be expressed both as (1) individual-level transfer across different organizations located in different countries as the direct use and application of CC and (2) individual knowing-how transfer to other individuals within organization, is affected by the individual, organizational and broader contextual-level factors that are bound by the aspect of time. The authors summarize the findings by presenting a model of the factors affecting the international transfer of individual CC. Originality/value The authors align the CC framework (Defillippi and Arthur, 1994) to the SCF (Gunz and Mayrhofer, 2018) by explaining the factors affecting the international transfer of individual CC that go beyond the qualities of CC, including the Being, Space and Time domains. Moreover, the authors critique the current focus on the international CC transfer in the present suggesting that future research should explore this phenomenon as a more dynamic process. Finally, the authors contribute to the literature on the global mobility of highly skilled employees' by highlighting gaps in the knowledge of the international transfer of CC and presenting a future research agenda

Careers of self-initiated expatriates: exploring the impact of context

Guest editoria

The influence of complexity, chance and change on the career crafting strategies of SIEs

Purpose: Externalities influence the career trajectories of self-initiated expatriates (SIEs) and their respective career crafting. This study aims to explore the international career crafting of SIEs (encompassing their proactive career reflection and construction), taking the combined external influences of complexity, chance and change into consideration. Design/methodology/approach: The authors employ a qualitative (interpretative) approach, combining career crafting and the chaos theory of careers (CTC) to further understand, from an individual standpoint, the impact of externalities on the career crafting strategies of 24 SIEs who have relocated within the European Union. Findings: The authors show that SIEs' proactively craft their careers to varying degrees and with varying frequency. The CTC – incorporating complexity, chance and change – allows for a more nuanced understanding of SIEs' career crafting. Originality/value: This paper applies the concept of career crafting to an international context, exploring the impact of externalities on SIEs' careers. In this way, the authors combine two previously separate theories, extend the application of career crafting to an international career context and emphasise the role of temporality and the whole-life view of career in SIEs’ career crafting approach