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Qualified immigrants (QIs) and their work experiences have been studied using a wide variety of theoretical approaches with divergent characteristics. This paper reviews theoretical progress and proposes directions for future research and practice.

Using relevant keywords, articles indexed by Web of Science in management, business, industrial relations and applied psychology were systematically searched for and analysed. In total, 60 theoretical articles published during 2008–2018 were included. The theoretical progress and future theoretical and practical challenges were organised based on the notions of equality, diversity and inclusion.

Eight theoretical approaches utilised to study QIs' work experiences were recognised: (1) human capital theory, (2) career capital theory, (3) theory of practice, (4) intersectionality, (5) social identity theory, (6) sensemaking, (7) cultural identity transition and (8) the career-centred approach. The contributions and limitations of each theoretical lens were then scrutinised. Overall, research on QIs still lacks a comprehensive theoretical framework. As a step towards that, the paper proposes considering the role of organisations and labour market intermediaries, strategic view over the immigrant workforce, agency–institution play, identity–capital play and host–immigrant play.

The focus is on theory development and empirical papers with no clear theoretical foundation are excluded.

This review is the first attempt to summarise and direct the divergent research on the topic. The main contribution is setting an agenda for future research, particularly by proposing the elements of a comprehensive theoretical framework for studying QIs in the workplace.

This paper empirically explores the types and extent of cultural diversity strategies in Sweden, a developed economy with many migrant workers. The role of organizational culture as the context and the association with diversity strategy and the selection of international skilled migrant workers are examined.

Empirical data are collected by surveying 249 Swedish large or medium-sized firms. Cluster analysis is used to explore the configuration of organizational culture, cultural diversity strategy (CDS) and selection and development criteria.

The authors identify five clusters of organizations. Organizational culture is the main contextual factor that influences the CDS and human resource (HR) approaches for selecting skilled migrant workers. The profile of the clusters including organizational culture, diversity strategies, the selection criteria and firm demographics is presented. The empirical results indicate that organizational culture and demographics are associated with the choice of diversity strategy and, consequently, HR processes.

This study's main focus is on international skilled migrants, which is among empirically less-studied areas in global mobility literature. Furthermore, until now more attention has been directed toward studying the consequences of diversity than toward understanding the factors that influence choice of diversity strategies and practices. This study focuses on antecedents of diversity and attempts to understand the factors that influence adoption and implementation of different cultural diversity strategies.

Migrants play an essential role in economic and societal outcomes of the host society, both as members of the workforce and as citizens. However, integration and finding employment after migration remain critical issues. The purpose of this paper is to employ an evidence-based quantitative approach to identify migrant workers’ most important qualifications from an employer perspective and to explore factors that influence employer perception of migrants.

This study uses European Social Survey data that contain responses from managers in European countries in 2014 (n=2,828) and 2016 (n=3,014). Confirmatory factor analysis and structural equation modelling are used to analyse the data.

For managers, migrants’ commitment to the host country’s way of life is more important than their job skills, educational level and language proficiency. The effects of managers’ individual characteristics, including demographics, expectancies and personal values, on their general attitude towards migrants are also quantified.

The study’s outcomes can assist migrants to develop the qualifications most valued by employers, and allow policymakers to integrate the organizational perspective into policies and initiatives for integration of migrant labour.

Through HR practices, organizations significantly affect migrants’ career outcomes. Yet research on migrant workers from an organizational and managerial perspective is limited. This study identifies migrant workers’ most important qualifications from an employer perspective. It also explores which individual characteristics most influence organizational decision-makers’ perception. Utilizing a cross-cultural and longitudinal data set provides a unique opportunity to generate generalizable findings.

Conventional wisdom as well as many studies confirm that entrepreneurship education increases entrepreneurial intention but there is a lack of research on some aspects including conceptual and theoretical development, mechanism of the effect of education and study of regional variations. The paper studies the process of impact of entrepreneurship education and training (EET) on attitudes toward entrepreneurship, perception of social norms, self-efficacy and entrepreneurial intention.

Empirical data from 601 individuals from Iran is utilized to evaluate the model. The data are reported by Global Entrepreneurship Monitor (GEM). Binary logistics regression is used to evaluate the effects of variables.

Results show that completion of one entrepreneurship course increases the likelihood of having entrepreneurial intention by 1.3 times. Wald criteria demonstrate that fear of failure, desirability of entrepreneurial career, entrepreneurs’ status in society, self-efficacy and education and training are significant predictors of entrepreneurial intention. Perceived opportunity is not a strong but a moderate predictor.

Because of the country-level focus of research, the paper's results may lack generalizability. The paper makes no rigid claim of causality. The causality is likely to be bi-directional.

The findings have wider implications for a theory of entrepreneurial intention and also for the practice of teaching entrepreneurship. Higher efficiency of informal training than formal training, failing entrepreneurship education to provide necessary knowledge and skills for nascent entrepreneurs, and not considering the effect of macro socioeconomic conditions call for an immediate pedagogical redesign of EET in Iran.

The paper summarizes learning processes and teaching models of entrepreneurship education, matches them with educational theories and makes argument on the mechanism of the effects of education. Then, utilizing empirical data, the paper shows the effectiveness of entrepreneurship training and education initiatives in Iran and propose areas for improvement in the national level based on the summarized educational theories and teaching models.

Drawing upon the social exchange theory and empowerment theory, the purpose of this paper is to investigate the effect of perceived person-environment fit on organisational citizenship behaviour (OCB). Furthermore, this study assesses the roles of organisational commitment and psychological empowerment (PE) in this relationship.

Respondents of this study were employees of the Iran Northeast Gas Transfer Company. Data were collected through conducting a survey on 500 employees, of which 412 questionnaires were used for further analysis. Confirmatory factor analysis, structural equation modelling, Baron and Kenny's (1986) procedure for examining mediator effect, and finally Zhao and Cavusgil's (2006) technique of evaluating moderator effect were utilised for the analyses.

Results indicated that organisational commitment acts as a mediator between person-job (P-J) fit and person-organisation (P-O) fit and OCB. PE acts as a moderator between organisational commitment and OCB.

This research has implications for approaches to human resource management in organisations.

This study empirically synthesises the joint effect of P-O fit and P-J fit on a behavioural variable (OCB) in the social context of organisation and explains the mechanism of the effect. The pattern of relationships tested is relatively novel.

The chapter outlines the main forms of diasporas' contributions to the economic development and growth along with the determinants of their scale and scope. It then focuses on the diasporas' economic potential through participation in labour markets as an international staffing option at the level of individual organizations. Both the opportunities and threats of using diaspora members in international staffing are discussed. Finally, possible directions for future research are identified.

Skilled migrant (SM) women play a key role in developed countries especially in healthcare and education in easing staffing shortages and migrate expecting to gain qualification-matched employment (QME). The aim of this review is to assess whether SM women gain the anticipated QME, equitably compared to their skilled counterparts and to examine why and how they do so.

I conducted a systematic literature review to derive empirical studies to assess if, why and how SM women achieve QME (1) using SM women-only samples and comparative samples including SM women, and (2) examining whether they gain QME directly on or soon after migration or indirectly over time through undertaking alternative, contingent paths.

Only a minority of SM women achieve the anticipated QME directly soon after migration and less often than their skilled counterparts. Explaining the mechanism for achieving QME, other women, especially due to having young families, indirectly undertake alternative, lower-level contingent paths enabling them to ascend later to QME.

The SM literature gains new knowledge from revealing how SM women can gain positions post-migration comparable to their pre-migration qualifications through undertaking the alternative, contingent paths of steppingstone jobs and academic study, especially as part of agreed familial strategies. This review results in a theoretical mechanism (mediation by a developmental contingency path) to provide an alternative mechanism by which SM women achieve QME.

The decision to become international is a highlighted organisational decision that affects all dimensions at all firm levels. Human resources are also among the parts of the organisation affected by this decision. Paying attention to employees can speed up and facilitate this process. Organisational integrity is one of the most significant issues that must be considered. In this regard, identifying, investigating and planning to deal with the destructive effects that may influence the employees of small and medium-sized enterprise (SMEs) in internationalisation, are among the subjects that have so far received less attention and should be studied more. The present study explores the destructive influences of internationalisation on the employees of SMEs by a hybrid multi-layer decision-making model-psychological solution. First, by reviewing the literature, the destructive impacts of internationalisation on employees are extracted. In the next stage, these factors are screened according to the condition of the SMEs in an emerging economy by interval-valued intuitionistic hesitant fuzzy Delphi (IVIHF-Delphi). The impact of these factors on each other is then evaluated applying interval-valued intuitionistic hesitant fuzzy DEMATEL-based ANP (IVIHF-DANP). Consequently, the highlighted destructive impacts are determined and the psychological solutions to face them are provided.

In the early 2000s, a wave of new practices concerning the adaptive reuse (AR) of historic buildings into boutique hotels began in Yazd, Iran. This study presents the findings of a postoccupancy evaluation (POE) of adaptively reused historic buildings into boutique hotels. It aims to explore and prioritize the main factors of architecture's physical aspects in the adapted buildings.

In order to carry out a POE, hotel guests' written reviews from online international and national travel platforms were analyzed. According to this preliminary analysis, a questionnaire was designed and randomly distributed among 300 hotel guests. The data obtained from the questionnaire were analyzed using SPSS software. Principal component analysis (PCA) was used to reduce a set of indicators into the main components.

The findings revealed that “preliminary physical feasibility study and evaluation of building's functional potential” is the most important component with a weight of 0.709. Then, “adaptive reuse design” and “quality of building conservation” are placed with a weight of 0.232 and 0.058, respectively. The results show the mere attention of practitioners to architectural restoration rather than adapting historic buildings into boutique hotels in Yazd. Also, the lack of a specific framework for this purpose is felt in Iran.

Future research could evaluate the architectural aspects of historic buildings that have been converted into various functions from the main users' views.

This research's main contribution is to recommend guidelines for more user-friendly boutique hotels. This includes principal components and their sub-indicators that should be considered in the AR process of historic buildings by conservators, investors and hoteliers. Also, the extracted factors can be implemented for boutique hotels' improvements in operation because they determine the order of priority from the users' viewpoint.

This study introduces a new application of POE in the field of conservation of heritage assets and the hospitality industry; it focuses on the evaluation of the users' feedback regarding the architectural aspects of adaptively reused historic buildings into boutique hotels based on original empirical data.