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A decade has passed since Dabic et al. (2015) published a systematic review of the evolution of the expatriate literature from 1970 to 2012. Moreover, the past five years have been turbulent, with many global crises affecting organizational approaches to the global movement of people, particularly expatriate workers. Thus, this article seeks to understand how global mobility has continued to evolve during such turbulence and propose avenues for future research.

In this study, the authors undertook a constructive replication (Köhler and Cortina, 2021) of the systematic literature review conducted by Dabic et al. (2015), informed by guidelines offered by Donthu et al. (2021) for the period 2013 to 2022. The authors conducted a performance analysis of 1,517 academic articles about expatriates and broader globally mobile workers. Additionally, the authors analyzed all expatriate-related special issues published in the past decade and provide a narrative review of seminal works from the past five years.

The expatriation field has grown exponentially; greater attention has been paid to contextualizing research, particularly concerning emerging markets, although the field remains Western-dominant. This analysis stresses the increasingly strategic nature of expatriation at a time when global staffing has become dramatically challenging. Thus, this review highlights the need for more interdisciplinarity at different levels between expatriation and the field of strategy. The authors argue the need for a multifaceted understanding of the expatriation experience.

The authors offer a constructive replication of a bibliometric literature review extended by a narrative analysis to complement a critical perspective on a large set of bibliographic data on the broad subject of expatriation. This addition offers an integrated view of the different themes identified by the bibliometric analysis and paves the way for future replication studies to examine how fields evolve.

This research aims to replicate the work of Oberholster et al. (2013) on expatriation motivation through a generalization and extension replication. Additionally, it aims to contribute to the Self-Initiated Expatriates (SIEs) literature by studying the Basic Psychological Needs (BPNs) of SIEs as proposed by the Self-Determination Theory (SDT).

This research used Latent Class Analysis (LCA) with covariate estimation to create five clusters based on survey data from 179 SIEs. Additionally, the replication procedure followed recommendations by Dau et al. (2022) to produce a constructive replication.

Besides validating clusters in the original study, one new cluster was found. Furthermore, identifying the BPNs of the clusters helped in understanding the mechanism that motivates them.

By studying the BPNs as per the SDT, this research contributes to our understanding of the psychological factors that shape expatriates' motivations and experiences. This can inform the knowledge developed in the international mobility theories and the models related to SIEs' psychological well-being.

Building on the results of this research, organizations can tailor recruiting and retaining strategies to the specific BPNs of different SIEs groups. Organizations can motivate SIEs, enhance their job satisfaction and loyalty, predict their success, and support their psychological well-being.

A generalization and extension replication value lies in testing the validity and reliability of previous findings in new contexts. The originality in this research stems from its utilization of the BPNs from SDT to explain SIEs' motivation and evaluate their psychological well-being.

The purpose is to replicate and extend Ambulkar et al.’s (2015) work testing resource reconfiguration as a mediator of the supply chain disruption/firm resilience relationship and testing risk management infrastructure as a moderator. This study extends the work of Ambulkar in that it uses analysis of survey data gathered from manufacturing firms during an actual disruption event (COVID-19). The previous work is also in extended in that the authors include a pandemic disruption impact variable and supply chain performance is an expanded model.

Partial least squares structural equation modeling techniques were used to analyze data gathered from 184 US manufacturing managers during the height (Summer 2021) of the COVID-19 pandemic.

Two of four of Ambulkars et al.’s (2015) hypotheses were confirmed as relevant to firm resilience during the pandemic while two were not confirmed. Results also show that supply chain disruption orientation, risk management infrastructure and resource reconfiguration combine to improve firm resilience, which in turn improves supply chain performance while mitigating the disruption impact of COVID-19.

Previous work is replicated and extended, using data from an actual disruption event (COVID-19). This study presents a more comprehensive model using a newly developed and validated scale to measure pandemic impact and including supply chain performance.

While many workers have both professional and organizational identities, which can have conflicting expectations, little is known about this specific and common form of identity conflict. The purpose of this research is to develop and test a measure of organizational and professional identity conflict (OPIC), which the authors define as a psychological conflict that individuals experience between who they feel they are supposed to be in their organization and who they feel they are supposed to be in their profession. The authors theorize that this identity conflict will lead to emotional exhaustion and psychological distress, further leading to turnover intentions.

To test the hypothesized model, the authors utilized a two-study constructive replication design (Study 1, n = 225; Study 2, n = 176) and tested the model amongst both academics and health care professionals using structural equation modeling.

The authors find that identity conflict is associated with both increased levels of emotional exhaustion and psychological distress and, consequently, increased turnover intentions.

Practically, organizations must understand and align themselves with the wider professional expectations, as well as communicate this alignment, in order to avoid OPIC and improve employee well-being.

The authors create and validate a measure to assess and show its detrimental effects on workplace outcomes.

Drawing on COR theory and based on a person-centered approach, this study aims to explore profiles of both leadership behavior (transformational leadership, abusive supervision) and well-being indicators (cognitive irritation, emotional exhaustion). Additionally, we consider whether certain resource-draining (work intensification) and resource-creating factors (leader autonomy, psychological contract fulfillment) from the leaders' work context are related to profile membership.

The profiles are built using LPA on data from 153 leaders and their 1,077 followers. The relationship between profile membership and correlates from the leaders' work context is examined using multinomial logistic regression analyses.

LPA results in an interpretable four-profile solution with the profiles named (1) Good health – constructive leading, (2) Average health – inconsistent leading, (3) Impaired health – constructive leading and (4) Impaired health – destructive leading. The two groups with the highest sample share – Profiles 1 and 3 – both show highly constructive leadership behavior but differ significantly in their well-being indicators. The regression analyses show that work intensification and psychological contract fulfillment are significantly related to profile membership.

The person-centered approach provides a more nuanced view of the leadership behavior – leader well-being relationship, which can address inconsistencies in previous research. In terms of practical relevance, the person-centered approach allows for the identification of risk groups among leaders for whom organizations can provide additional resources and health-promoting interventions.

Replication is a primary self-correction device in science. In this paper, we have two aims: to examine how and when the results of replications are used in management and organization research and to use the results of this examination to offer guidelines for improving the self-correction process.

Study 1 analyzes co-citation patterns for 135 original-replication pairs to assess the direct impact of replications, specifically examining how often and when a replication study is co-cited with its original. In Study 2, a similar design is employed to measure the indirect impact of replications by assessing how often and when a meta-analysis that includes a replication of the original study is co-cited with the original study.

Study 1 reveals, among other things, that a huge majority (92%) of sources that cite the original study fail to co-cite a replication study, thus calling into question the impact of replications in our field. Study 2 shows that the indirect impact of replications through meta-analyses is likewise minimal. However, our analyses also show that replications published in the same journal that carried the original study and authored by teams including the authors of the original study are more likely to be co-cited, and that articles in higher-ranking journals are more likely to co-cite replications.

We use our results to formulate recommendations that would streamline the self-correction process in management research at the author-, reviewer- and journal-level. Our recommendations would create incentives to make replication attempts more common, while also increasing the likelihood that these attempts are targeted at the most relevant original studies.

This study aims to address and observe the positive side of perceived overqualification (POQ) on employee knowledge sharing (KS) and career planning. Role identity theory highlights that an employee’s POQ is related to employee career identity in a positive way.

The hypotheses were supported by a time-lagged examination of 277 supervisor–subordinate dyads working in the corporate sector.

The findings state that a person’s career identity is associated with increased KS and career planning. Furthermore, the effect of overqualification on KS and career planning was predicted to be mediated by career identity. Using an interactionism mechanism, this study indicated that this mediation is moderated by leader humility. The career identities of overqualified employees are elevated when a humble leader supports them. The results suggest that, when handled appropriately, POQ may benefit both employees and organizations.

The implications of these results are examined theoretically and practically. Moreover, the findings of this study will open new avenues for scholars and practitioners in the field of organizational behavior and human resource management.

The study examined the positive side of POQ and its effect on employees’ career outcomes and KS attitudes. This study is among the first empirical studies to examine career outcomes and KS behavior due to POQ.

The purpose of this study is to determine the effect of two types of negative ties, namely perceived negative ties and intended negative ties, on the two types of employee work outcomes, namely job performance and ethical voice. In addition, the chapter discusses the role of personal reputation as a mediator in explaining the relationship between negative ties and work outcomes. The study sample comprised of 103 blue-collar workers and their direct supervisors in a large cement factory in southern Iraq. The study used survey method as a mean to collect the data. Data analysis showed that perceived negative ties and intended negative ties influence participants’ job performance and ethical voice. The result also indicates that personal reputation mediates the relationship between negative ties and work outcomes. In light of the results, theoretical and practical implications are presented.

After summarizing what has been learned so far, the purpose of this review is to suggest several promising avenues for future research on work-to-family enrichment (WFE) and family-to-work enrichment (FWE).

This is a literature review. After reviewing the existing research and searching for gaps in the literature, new areas of research will be proposed to fill these gaps.

While much has been learned about the antecedents and consequences of work–family enrichment in both directions, WFE and FWE, much remains to be learned.

Three important outcomes – job performance, organizational citizenship behavior, and counterproductive work behavior – need to be studied regarding WFE and FWE. Although supervisor support has been studied, the field needs to incorporate leadership theories and models to understand this phenomenon. Additional predictors of work outcomes – including emotional intelligence, leadership, emotional labor, social support, gender, and cross-cultural variables – need to be examined. Experience sampling methods and advanced research methodologies should also be used.

Although prior research has demonstrated the important effects of WFE and FWE, the practical effects on organizations in terms of job performance still need to be investigated.

The literature review conclusively demonstrates that WFE and FWE are both related to job satisfaction and family satisfaction.

This is the first review to summarize the existing meta-analytical research in this area and to propose the particular avenues of research advocated in this article.