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1 – 10 of over 53000
Article
Publication date: 2 November 2010

Tejinder K. Billing, Debmalya Mukherjee, Ben L. Kedia and Somnath Lahiri

The purpose of this paper is to explore the immediate antecedents of top executives' international expertise commitment. More specifically, the study focuses on the impact of top…

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Abstract

Purpose

The purpose of this paper is to explore the immediate antecedents of top executives' international expertise commitment. More specifically, the study focuses on the impact of top management characteristics and the international business performance of firms on top management's commitment to developing international expertise in their workforce.

Design/methodology/approach

Primary data were collected targeting the top executives of Fortune 500 and INC 500 firms. The final dataset contained responses from 111 top executives.

Findings

The results of the study show that top executives' international experience, perceived importance of international business in career progression, and past, present, and future business performance are positively related to international expertise commitment.

Practical implications

The findings provide implications for top management hiring decisions. Organizations embarking on the creation of a workforce with international expertise should consider hiring top executives who possess considerable international experience and who perceive international business as an important component in their career progression.

Originality/value

Organizational researchers have devoted very little research attention to exploring what drives top managers to remain committed to developing/acquiring international expertise. This study attempts to fill the void in the extant literature by exploring the immediate predictors and their relative influence on top executives' international expertise commitment.

Details

Leadership & Organization Development Journal, vol. 31 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 3 October 2016

Steve McKenna and Amanda Peticca-Harris

This paper aims to present two objectives. The first objective is to identify the academic knowledge interests (managerial, agentic, curatorial and critical) prevalent in research…

Abstract

Purpose

This paper aims to present two objectives. The first objective is to identify the academic knowledge interests (managerial, agentic, curatorial and critical) prevalent in research on global careers. The second objective is to consider and critique the discourse constructed and perpetuated in academic texts on global careers concerning globalization, global careers and the global careerist.

Design/methodology/approach

Using a critical discourse analysis, the paper analyzes 66 articles and book chapters and one book on the subject of a global career. The authors positioned the texts into one of the four academic knowledge interests – managerial, agentic, curatorial and critical. The texts were also analyzed with respect to the discourse manifested in relation to globalization, global careers and the global careerist.

Findings

The authors found that the texts were driven by primarily managerial academic knowledge interests, followed by agentic and curatorial interests. Very few reflected critical knowledge interests. In addition, texts on global careers accept the globalization of business as natural and unproblematic and, consequently, construct a discourse about the global career and the global careerist which fits the idea that global business expansion in its current form is inevitable and inescapable.

Originality/value

This paper is the first to analyze the academic knowledge production and discourse on “global careers” and the “global careerist” as it is emerging among career scholars. It is also one of the very few articles offering a more critical perspective on global careers specifically and careers more generally.

Details

critical perspectives on international business, vol. 12 no. 4
Type: Research Article
ISSN: 1742-2043

Keywords

Article
Publication date: 15 May 2007

Elizabeth F. Cabrera

This study aims to explore the reasons why women are leaving the workplace. Are they opting out of the workforce to stay at home with their children as current media reports…

5739

Abstract

Purpose

This study aims to explore the reasons why women are leaving the workplace. Are they opting out of the workforce to stay at home with their children as current media reports suggest, or are the reasons more complex as the Kaleidoscope Career Model (KCM) suggests? A second objective is to examine whether or not women's primary career motives change over time as predicted by the KCM. Lastly, the potential barriers or boundaries faced by women pursuing boundaryless careers will be identified.

Design/methodology/approach

A survey was sent to 2,000 randomly selected women graduates of an international business school located in the USA. The response rate was 25 percent, or 497 women.

Findings

The results revealed that 47 percent of the women surveyed had stopped working at some point in their career. Numerous reasons were cited for leaving. Only 35 percent of the women who stopped working cited rearing children as their sole reason for opting out. Sixty‐two percent of the women reported that their career focus had changed. In line with the KCM predictions, mid‐career women were most interested in finding balance in their lives and the desire for authenticity increased across the lifespan. Finally, 70 percent of the women who left eventually returned to work, debunking the myth that women opt out and do not return to the workforce. Our findings show that there are barriers that make it difficult to move across organizations, especially if time is taken off between jobs.

Research limitations/implications

All of the respondents in this study have a graduate degree in international business; thus, the results may have limited generalizability to other populations. Nonetheless, this study provides valuable data that helps us to better understand the complexities of women's career paths.

Originality/value

This study makes contributions to two different areas of career theory. First, it provides one of the first empirical tests of the KCM. In addition to showing that women are leaving companies for more complex reasons than for family reasons alone, it also shows that women's primary career motives shift over time in the manner predicted by the KCM. Second, the study contributes to the literature on boundaryless careers by showing that there are in fact barriers or boundaries faced by women attempting to pursue careers across organizations.

Details

Career Development International, vol. 12 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 2 December 2014

Xavier Salamin and Doris Hanappi

Research on female expatriates has been substantially growing over the last decades and particularly in more recent years. Complementing previous thematic analyses of the…

1876

Abstract

Purpose

Research on female expatriates has been substantially growing over the last decades and particularly in more recent years. Complementing previous thematic analyses of the literature, the purpose of this paper is to apply textual statistics and correspondence analysis to reveal the existing semantic structure of the field of research on female expatriates.

Design/methodology/approach

Using correspondence analysis, the authors explored textual data from the abstracts of 151 identified journal articles published in English since 1975. The authors obtained a graphical representation showing the various developmental stages of research on female expatriates.

Findings

The authors found that research follows a home-host country orientation and advances from an organizational focus toward individual-level studies. The authors identified various directions for future research and especially a strong need for more multilevel approaches to study men’s and women’s expatriate experiences and trajectories in various contexts.

Research limitations/implications

Only articles with abstracts entered the analysis, which in turn was dependent on the content and quality of these abstracts. This limitation has been addressed by thoroughly reading each article considered.

Originality/value

This review adopts an original method in research on (female) expatriates and more broadly management research. It enabled the authors to map out the development of key research themes over time. Based on this analysis, gaps in current research could be identified and clear directions for future research were formulated.

Details

Journal of Global Mobility, vol. 2 no. 3
Type: Research Article
ISSN: 2049-8799

Keywords

Book part
Publication date: 28 August 2020

Sharon Harris-Byrne and Marina Wikman

Partnerships and collaborative projects between universities and colleges in higher education have the potential to increase diversity in education and can prepare students for…

Abstract

Partnerships and collaborative projects between universities and colleges in higher education have the potential to increase diversity in education and can prepare students for international experiences in the workplace. With this in mind and through the Erasmus plus program, this chapter sets out to discuss the collaborative project between Institute of Technology Carlow, Ireland and Satakunta University of Applied Sciences, Finland, with international business students. The academic objective of the project was for the students to research and compare the marketing of a similar product in both countries. Underpinning this was the objective of providing the students with experience on working online in international teams, and thus preparing them for their career in international business while further engaging them with the module content.

Many challenges were identified during and after the project was complete. There were communication issues and cultural differences identified throughout. From the lecturers viewpoint, there was a need for clear, concise, hands on instruction from start to finish.

These challenges, however, were outweighed by the many benefits to the project. This project offered the students and lecturers with the opportunity to network, learn, gain experience, liaise and collaborate with new cultures. It presented them with a chance to develop their knowledge on international business, culture and communication.

Details

Improving Classroom Engagement and International Development Programs: International Perspectives on Humanizing Higher Education
Type: Book
ISBN: 978-1-83909-473-6

Keywords

Book part
Publication date: 19 September 2022

Ingmar Björkman, Adam Smale and Tomi J. Kallio

In this chapter, the authors review talent management in the research university sector, business schools in particular. The authors adopt an “exclusive” perspective on talent…

Abstract

In this chapter, the authors review talent management in the research university sector, business schools in particular. The authors adopt an “exclusive” perspective on talent management, assuming that some scholars contribute disproportionately to organizational performance. The authors identify two particular groups of scholars likely to be the target of exclusive talent management practices in business schools: (i) faculty on a tenure track career path and (ii) “star” tenured faculty with exceptionally strong track records. Focusing on these current and potential future “stars,” the authors review and discuss talent management practices related to talent identification, recruitment and selection, performance management, talent development, benefits and rewards, and tenure, promotion, and retention. In the extant literature, these topics have been mostly examined in the general university environment and less so in the business school context. This is somewhat problematic given that business schools have their own special characteristics. Moreover, some of the reviewed topics – especially talent development – have received only marginal scholarly interest thus far. Based on this literature review, and by drawing on their own experience working in different roles in academia, the authors highlight some of the gaps in the current body of knowledge and propose an agenda for future research.

Details

Talent Management: A Decade of Developments
Type: Book
ISBN: 978-1-80117-835-8

Keywords

Article
Publication date: 1 March 2006

David S. Murphy

Exploratory research which provides insight into the global leadership potential that is being developed in Mexican companies through their management practices.

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Abstract

Purpose

Exploratory research which provides insight into the global leadership potential that is being developed in Mexican companies through their management practices.

Design/methodology/approach

Questionnaires were mailed to a random sample of 500 executives of firms that were members of the American chamber of commerce of Mexico. The response rate, with follow up mailings, was 69.4 per cent (347 questionnaires). The questionnaires gathered information about the criteria used in making executive management promotion decisions and for performance evaluation.

Findings

Significant differences between management practices in Mexico and the US were identified. These differences may influence the ability of Mexican companies to compete in the global market place.

Research limitations/implications

Further research should be conducted to measure the effects of different management styles and cultural differences on the ability of firms to compete in the global market place. The findings in this paper may not be generalizable to companies in cultures that are significantly different from Mexico.

Practical implications

Mexican companies, when compared to US firms, appear to place more emphasis on administrative management skills than on leadership skills. In addition, they place less emphasis on developing international expertise. To increase their level of global competitiveness and orientation the paper recommends that the companies modify their training programs and management practices.

Originality/value

This paper provides a new view of the reward and promotion practices within Mexican companies and relates that view to the development of global managers. This paper should be of interest to executives in Mexico and companies with operations in Mexico, and to researchers interested in global management.

Details

Management Research News, vol. 29 no. 3
Type: Research Article
ISSN: 0140-9174

Keywords

Book part
Publication date: 16 October 2003

Louise Siffin

This paper traces the fifty-year history of internationalization at Indiana University’s Business School. From the impact of the end of World War II, to the founding of the…

Abstract

This paper traces the fifty-year history of internationalization at Indiana University’s Business School. From the impact of the end of World War II, to the founding of the nation’s second IB department in the 1950s, to the School’s extensive involvement in institution-building abroad, the author examines the various institutional models the School adopted over the years to further its internationalization efforts. Finally, the paper describes the evolution of the infusion model and the range of international opportunities it offers faculty and students at IU’s Business School today.

Details

Leadership in International Business Education and Research
Type: Book
ISBN: 978-1-84950-224-5

Article
Publication date: 20 July 2010

Barbara Orser and Joanne Leck

Models of career success outcomes have specified that gender is one covariate, among many. Theoretical reasons why gender is better specified as a moderating variable are…

6501

Abstract

Purpose

Models of career success outcomes have specified that gender is one covariate, among many. Theoretical reasons why gender is better specified as a moderating variable are advanced. The purpose of this paper is to examine empirically how gender moderates that influence of personal and structural factors on objective (total compensation, and ascendency), and subjective (perceived success) career outcomes.

Design/methodology/approach

The research draws on a sample of 521 chief executive officers (CEOs), executives and managers. Multivariable (step‐wise) linear regression was employed to examine simultaneously the influence of the predictor variables on career success outcomes.

Findings

Even after controlling for explanatory influences on career success, gender influences remained. Gender moderated the predictive influence of international experience on compensation, ascendancy, and perceived success. The findings also illustrate that career development models should be situated by (private versus public) sector and specify systemic gender differences in career success outcomes.

Research limitations/implications

The survey response rate was problematic. A response rate of 9 percent was lower than ideal. In this context, scholars note low‐response rates in mail surveys targeted at senior executives and CEOs. The attending limitation of self‐report responses and retrospective perceptions are also acknowledged.

Practical implications

The findings alert women about the importance of career preparation (role investment), such as graduate education and international experience, key credentials to executive‐level advancement. Women executives are also encouraged to seek clarification about compensation relative to their male counterparts.

Originality/value

Most studies about career success are mute with respect to how gender moderates the strength of personal and structural predictors on career outcomes. Given evidence about gender differences in how managers perceive success, examination about the influence of gender on subjective career outcomes is also warranted. Finally, the preponderance of studies about women's career experiences are based on American samples and/or sectors such as high‐tech. Public and service‐based industries, sectors historically populated with women, are often excluded from research. This work addresses the need for generalization by drawing on a across sector of Canadian managers, executives, and CEOs.

Details

Gender in Management: An International Journal, vol. 25 no. 5
Type: Research Article
ISSN: 1754-2413

Keywords

Book part
Publication date: 22 November 2018

Charles Krusekopf

Two of the most important trends in higher education have been the emergence of online learning and efforts to internationalise the curriculum and student body. While most…

Abstract

Two of the most important trends in higher education have been the emergence of online learning and efforts to internationalise the curriculum and student body. While most universities embraced both these trends, insufficient attention has been paid to how the two approaches might be mutually supportive. Online education offers the opportunity to bring together students living in different countries in common courses and programmes, but cross-border enrolments remain low and new models and approaches are needed to build educational offerings that bring students and faculty from different countries together in sustained educational engagement online. This paper highlights a case study of an innovative blended double degree business masters’ program between Royal Roads University (RRU) in Canada and the Management Center Innsbruck (MCI) in Austria that allows mid-career, blended learning students to build international competencies and networks while continuing to work full-time. Through this double degree program, students can complete a Master of Global Management (MGM) at RRU and an MBA at MCI in approximately 24 months. Mid-career students have traditionally had limited opportunities to participate in an international education due to work and family constraints, but the pairing of two blended programmes creates an opportunity for these students to engage in a rich cross-cultural learning community. The paper highlights the challenges of integrating online learning into internationalisation strategies and explains how double degree programmes such as the RRU-MCI collaboration provide advantages that help overcome the challenges associated with online programmes that enrol students from different countries.

Details

The Disruptive Power of Online Education
Type: Book
ISBN: 978-1-78754-326-3

Keywords

1 – 10 of over 53000