Search results
1 – 10 of over 3000Allan Discua Cruz and Ingrid Fromm
The purpose of this paper is to examine the emergence of a social enterprise by highly skilled members of a diaspora. While most literature has focused on government…
Abstract
Purpose
The purpose of this paper is to examine the emergence of a social enterprise by highly skilled members of a diaspora. While most literature has focused on government intervention for diaspora engagement and monetary remittance flows from migrants, less attention has been paid to the transfer of social remittances and social enterprises created by diasporas. Based on the concept of social remittances, social network theory and motivation perspectives, this study unpacks the emergence of a social enterprise by highly skilled migrants of a developing country.
Design/methodology/approach
This study examines social enterprise emergence through an autoethnographic approach to describe and systematically analyze personal experience. This approach allows to understand cultural experience around the emergence of a social enterprise created by diverse members of a diaspora.
Findings
Findings reveal that diaspora knowledge networks (DKNs) can emerge through the activation of a highly skilled diaspora network structure. Core diaspora members can activate a latent network of highly skilled migrants that wish to fulfill intrinsic motivations. Findings support the extend current understandings of social remittances by highly skilled migrants, who emerge as a transnational community that desires to stay connected to their country-of-origin and can support the emergence of a transnational network structure for development. The findings reveal that place attachment, sense of duty and well-being are key factors for highly skilled migrants to engage in DKNs.
Originality/value
The paper contributes to literature on networks and migrant-based organizational emergence by examining how and why highly skilled migrants from a developing country engage in the emergence of a DKN. Findings challenge previous views of government intervention and provides evidence on how the transmission of collective social remittances can flow trans-nationally, making highly skilled migrants effective agents of knowledge circulation and DKNs a vehicle for transmission. More specifically, the study provides evidence of the relevance of transnational features in the context of diaspora networks that lead to organizational emergence. It underscores the influence of interrelated motivations in diaspora engagement studies.
Details
Keywords
This paper seeks to address two research questions: first, to what extent do highly skilled migrants intend to make personal business and financial investments in their…
Abstract
Purpose
This paper seeks to address two research questions: first, to what extent do highly skilled migrants intend to make personal business and financial investments in their home countries, and second, what factors influence them to invest in their home countries?
Design/methodology/approach
The results are based on face‐to‐face and telephone interviews which took place between September, 2008 and March, 2009 with 64 highly skilled British migrants working in Vancouver, Canada. Respondents were asked a combination of open‐ and closed‐ended questions.
Findings
The results of this study find that the vast majority of respondents are not investing in or intending to return to their home country, which indicates that they contributing to brain circulation in a limited extent.
Practical implications
The paper argues that governments and organisations in the home country can play an important role in facilitating brain circulation in Europe.
Originality/value
Much of the academic literature suggests that the brain drain has now transformed into brain gain. The findings of this study do not support this shift because most of the sample of British expatriates in Vancouver are not intending to invest in or return to Europe. This is significant because highly skilled migrants could be better utilised as resources by European governments and organisations.
Details
Keywords
The purpose of this paper is to explore the labour market experiences of highly skilled migrants from developed countries who are not linguistic or visible minorities in…
Abstract
Purpose
The purpose of this paper is to explore the labour market experiences of highly skilled migrants from developed countries who are not linguistic or visible minorities in the host country.
Design/methodology/approach
The results of the paper derive from interviews with 64 highly skilled British migrants in Vancouver. Participants were asked open‐end and closed‐ended questions and the data from the interviews were coded and analysed manually.
Findings
British migrants were divided with their labour market outcomes. Some cited positive experiences such as better responsibility, treatment and salary, while others cited negative experiences such as having to re‐accredit, unduly proving themselves to their employers and not having their international experience recognised.
Research limitations/implications
The results are particular to a single case study, hence they cannot be generalised or taken to represent the experiences of all British skilled migrants in Vancouver.
Practical implications
Governments and organisations should ensure that they fulfil any promises they make to highly skilled migrants before the migration process and manage their expectations. Otherwise they face problems with brain waste and migrant retention in the short term and attracting foreign talent in the long term. They should also consider taking a more flexible approach to recognising foreign qualifications, skills and international experience.
Originality/value
The paper adds to our understanding of migrant groups from countries who share similar social and cultural characteristics to the host population. The paper shows that labour market integration challenges are not exclusive to low skilled visible minority migrants, but also to highly skilled migrants who speak the same first language and have the same skin colour as the majority of the host population.
Details
Keywords
The management literature concludes that there is an increasing need for skilled migrants in Europe. A fresh comparative OECD study highlights Norway as one of the…
Abstract
Purpose
The management literature concludes that there is an increasing need for skilled migrants in Europe. A fresh comparative OECD study highlights Norway as one of the successful countries in terms of attracting highly qualified migrants. Regardless of this picture, many skilled migrants do not get their education recognised and face great challenges in their career development. The purpose of this paper is to contribute to this under‐researched field in management studies by focusing on skilled migrants’ careers development as a question of human capital and negotiations at a relational level.
Design/methodology/approach
This study draws on interviews with recruitment agencies and life‐story interviews with high‐skilled immigrants, attending the programme “Global future – mobilisation of talented immigrants with higher education”, initiated by the Confederation of Norwegian Business and Enterprise (NHO) in Norway.
Findings
Recruitment is a multi‐layered and relational process, involving different negotiators, negotiations and inequality regimes. Language skills, gendered expectations, networks, local knowledge and the attitude of employers play an important role in skilled migrants’ careers development and labour market participation.
Originality/value
This paper presents recent literature on highly skilled migration in Norway. By focusing on participants in a new type of recruitment programme for highly skilled migrants in Norway, the findings can give input to both employers and policy makers regarding the nature of integrating highly skilled migrants.
Details
Keywords
Roslyn Cameron and Jennifer L. Harrison
The spread of economic global integration in the last 50 years has resulted in the recent emergence of global labour markets. Ageing populations and skill shortages have…
Abstract
Purpose
The spread of economic global integration in the last 50 years has resulted in the recent emergence of global labour markets. Ageing populations and skill shortages have placed significant pressure upon Australia's economic sustainability and survival in a global economy. The global race for talent has seen the emergence of skilled migration as a key element in Australia's strategy to address major human capital trends and issues and to source pools of talent considered highly skilled or in demand. This paper seeks to address these issues.
Design/methodology/approach
This paper draws together research on skilled migration in the Australian context and the factors that explain use of Australia's 457 visa scheme by organisations for attracting and recruiting talent. Data from a survey of members of the Australian Human Resources Institute (n=1,045) is analysed using logistic regression.
Findings
The results show that larger, goods producing, organisations with skills shortages are more likely to employ skilled migrants, while not‐for‐profit and regional organisations are less likely. Sponsorship of 457 visa workers for permanent residency is more likely in larger, regional organisations willing to pay above market rates to fill long‐term vacancies and seeking to attract international skills and knowledge but less likely in public organisations.
Research limitations/implications
The study has limitations related to the fact that the sample is limited to Australian members of a human resource professional body.
Originality/value
There is very little literature on the use of temporary skilled migration by organisations from a HRM perspective. The findings shed light upon the extent of employer‐sponsored temporary skilled migration as a talent sourcing strategy in a range of industries and organisations across Australia.
Details
Keywords
Diana Rajendran, Karen Farquharson and Chandana Hewege
The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration.
Abstract
Purpose
The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration.
Design/methodology/approach
An inductive method using an interpretive methodological approach was employed. In-depth interview data were analysed thematically.
Findings
Informal workplace practices, such as informal peer mentoring and having an “empathetic” supervisor, also assisted with integration, as did migrant self-help strategies. Factors hindering integration included structural barriers outside the organisation and workplace factors such as racism, cultural barriers and individual factors that centred on the migrants themselves.
Research limitations/implications
While the exploratory qualitative enquiry sheds light on issues of concern regarding workplace integration of skilled migrants, further studies with diverse migrant groups would be required to understand if the findings could be replicated. An industry or sector-wise migrant study would shed more light on the issues.
Practical implications
Fostering and hindering factors identified through the lens of four workplace integration theories can inform workplace integration strategies and related policy formulation.
Originality/value
Informed by four theories of integration, the findings shed light on the everyday workplace experiences of linguistically competent, self-initiated, highly skilled migrants from diverse ethnic/cultural backgrounds in Australian workplaces in a range of industries. While previous research has identified problems experienced by migrants at work, this paper explores factors fostering and hindering workplace integration through the lens of the lived experiences of skilled migrant workers.
Details
Keywords
The purpose of this paper is to assess the role that transient interpretation jobs play in the career development of skilled migrants.
Abstract
Purpose
The purpose of this paper is to assess the role that transient interpretation jobs play in the career development of skilled migrants.
Design/methodology/approach
Based on interviews and correspondence with ethnic Albanian interpreters in the USA and Britain, this study analyzes the bonding and bridging effects of transient careers. Respondents include a diverse group of freelancers, as well as volunteer and professional interpreters and the interpretation experiences of the dozen Albanian skilled migrants are analyzed through a grounded theory approach.
Findings
Interpretation jobs enable highly‐skilled immigrants to initially sustain themselves abroad while adjusting to the host country. Interpretation is one area where skilled women can find a professional voice. Yet, the social capital value of interpretation exceeds its economic benefits. Migrant interpreters acquire human capital and social and cultural networks through their jobs and pass this “know‐how” to their communities through their volunteer work.
Research limitations/implications
Further research beyond the limited ethnic scope of the study is necessary to assess the links between migration and translation activism.
Practical implications
As an initial career choice for migrants, interpretation jobs remain typically transient, ad hoc and low‐wage, and the important functions they provide in economic, social and cultural capital, and their role in enabling migrants to get skilled through their migration remain unrecognized in studies of career development.
Social implications
Talented young immigrants in a transient career also get skilled through their migration process.
Originality/value
Young Albanian interpreters, invisible as immigrants and refugees, are indicative of the potential talent hidden in many such transient careers. The social, economic and cultural gains from interpretation indicate the need to view transient careers as more than short‐term strategies to make a living.
Details
Keywords
The global migration and movement of talent plays an important role in the economic growth and competitiveness of many nations. In coming decades, it is anticipated that…
Abstract
Purpose
The global migration and movement of talent plays an important role in the economic growth and competitiveness of many nations. In coming decades, it is anticipated that there will be increased competition between countries to attract the best and brightest. The World Economic Forum (2011) has recommended using nation branding strategies to attract talent. In response to this recommendation, the purpose of this paper is to propose a strategic framework and terminology for branding nations to attract highly skilled workers. Based on a review of the literature, it recommends five strategic vision drivers that can help countries brand themselves in an appealing and compelling way to talented professionals. This paper also recommends the term “relocation branding” to describe the practice of branding nations, regions and cities to attract talent.
Design/methodology/approach
This paper examines the literature on nation branding and talent mobility to propose a conceptual framework of five vision drivers for branding destinations to attract talent. It also discusses how these vision drivers can be used in the context of an overall branding initiative and campaign.
Findings
This paper finds that the determinants of talent mobility are complex and overlapping. Highly skilled temporary and permanent migrants have a broad range of concerns and interests when they voluntarily choose a country to live and work in. This paper argues that, given these complexities, a more tailored and multidimensional understanding of talent mobility is necessary to effectively craft a branding strategy that will appeal to the highly skilled. A clear vision, demonstrating an understanding of the challenges of moving between countries, has to be integrated into the brand from the outset.
Originality/value
This paper is one of the only in-depth studies of nation branding for the purpose of attracting temporary and permanent skilled migrants. The value of this paper is significant as it provides a framework for strategically creating and positioning nation brands to attract highly skilled workers.
Details
Keywords
Kaveri Qureshi, V.J. Varghese and Filippo Osella
The purpose of this paper is to examine the careers of skilled migrants from Indian Punjab. This study complicates the normalization of skilled migration as a “win‐win”…
Abstract
Purpose
The purpose of this paper is to examine the careers of skilled migrants from Indian Punjab. This study complicates the normalization of skilled migration as a “win‐win” situation by examining the career trajectories of skilled migrants from the Indian Punjab who are trying to establish themselves in Britain.
Design/methodology/approach
The paper examines 20 life history interviews undertaken with skilled migrants from the Indian Punjab to Britain, in IT, media, law and hospitality industries, health and welfare professionals, and student migrants.
Findings
Skilled migrants were able to migrate on their own auspices through migration economies in Punjab. Once in Britain, however, they were directed to universities and labour markets in which they were not able to use their skills. They experienced under‐employment, devaluation of their qualifications and downward mobility, which forced them into ethnic and gendered markets within their home networks and created ambivalence about migrant success and issues of return.
Research limitations/implications
The study emphasizes the need to take a transnational lens when looking at skilled migration, address how migrants’ career trajectories are limited by racism, anti‐immigration sentiment and gender inequality, and consider temporality and uncertainty.
Originality/value
The paper raises questions concerning the ways in which rapidly changing “managed migration” policies in Britain have burdened individual migrants.
Details
Keywords
Abubakar Lawan Ngoma and Normaz Wana Ismail
Skilled migrant workers move relatively in unidirectional form (from developing to developed countries) in response to many factors. The purpose of this paper is to…
Abstract
Purpose
Skilled migrant workers move relatively in unidirectional form (from developing to developed countries) in response to many factors. The purpose of this paper is to examine some factors that influence skilled migration to such preferred locations among skilled workers.
Design/methodology/approach
Both conceptual discussion and analytical approach are used.
Findings
The authors' econometric model identified an inverted U‐shaped relationship between skilled migration rates, wage differentials and income convergence with destination countries. Other factors found to be significantly related to brain drain are population size, domestic political instability and distance to destination countries.
Originality/value
This paper presents insights on factors influencing migration decisions among skilled migrants and why skilled workers' migration from developing countries remains on the increase over the years, despite the urgent need for highly skilled personnel in most of these countries.
Details