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Article
Publication date: 17 August 2021

Santoshi Sengupta, Deeksha Tewari, Syed Mohyuddin, Parth Patel and Verma Prikshat

Drawing from the Job Demands–Resources (JD-R) theory, this paper aims to identify unique job demands, job resources and personal resources in the context of Indian women

Abstract

Purpose

Drawing from the Job Demands–Resources (JD-R) theory, this paper aims to identify unique job demands, job resources and personal resources in the context of Indian women flexpatriates (IWFs) and understand how they manage to perform in their short-term international assignments (SIAs).

Design/methodology/approach

This study takes a qualitative approach by conducting in-depth interviews of 15 IWFs.

Findings

Thematic analysis reveals dual-role workload, emotional demands and diluted importance of the assignments as job demands; opportunity for professional growth, social support and combination of work and leisure as job resources, and building up of self-esteem and self-efficacy as personal resources. Also, the unique Indian family structure, Indian women's desire to have “me-time” and zeal to strengthen their identity emerge as differentiating factors for IWFs that enhance their performance.

Practical implications

IWFs are enthusiastic to take up SIAs as it gives them opportunity to enhance their career and strengthen their identity. In addition to their willingness to travel, advance planning of SIAs and profiling of women based on marital status, family type and children can be done for selection.

Social implications

Despite hailing from paternalistic and male-dominating society and facing familial challenges, IWFs find SIAs liberating, which gives them an opportunity to spend some “me-time,” strengthen their identity and enhance their professional growth.

Originality/value

This is the first qualitative study contextualizing flexpatriation with gender and region by studying Indian women professionals.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 8 no. 4
Type: Research Article
ISSN: 2051-6614

Keywords

Abstract

Details

Journal of Organizational Effectiveness: People and Performance, vol. 8 no. 4
Type: Research Article
ISSN: 2051-6614

Article
Publication date: 12 September 2016

Reimara Valk and Sandra Hannon

The purpose of this paper is to explore engagement of flexpatriates on rotational and regular field assignments in the energy industry, theoretically grounded in the “Four…

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Abstract

Purpose

The purpose of this paper is to explore engagement of flexpatriates on rotational and regular field assignments in the energy industry, theoretically grounded in the “Four Fundamental Pillars of Engagement”.

Design/methodology/approach

In an exploratory case study within a global organisation in the energy industry, in a post-merger/acquisition integration stage, the authors interviewed 24 rotational and regular field assignees of seven different nationalities, residing at nine different global locations.

Findings

The results of the case study show that the following newly identified drivers within the “Four Fundamental Pillars of Engagement” are crucial for engagement of flexpatriate rotational and regular field assignees in the energy industry: information, communication and technology; training, learning and growth; support from colleagues and line managers (“capacity to engage”); job ownership/control; respect, recognition and appreciation (“reason to engage”); freedom to be creative and innovative; pride and promises; client satisfaction (“freedom to engage”); alignment between the organisation and the individual (“alignment to engage”), especially in a post-merger and acquisition (M&A) organisational context during a downturn in the oil and gas industry.

Research limitations/implications

The case study focused on rotational assignees from one particular organisation in the energy industry, which restricts the generalisability of the findings on engagement of rotational assignees to other organisations, industries and geographies.

Practical implications

Organisations in the energy industry that actively promote engagement of rotational assignees, especially during the post-M&A integration stage and economic turmoil, will strengthen their sustainable global competitive advantage.

Originality/value

The contribution of this paper is that it presents a refinement and expansion of the drivers of engagement within the “Four Fundamental Pillars of Engagement”, conceptualised in an international post-M&A organisational context during a downturn in the oil and gas industry.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 4 no. 3
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 2 September 2014

Reimara Valk, Mandy Van der Velde, Marloes Van Engen and Rohini Godbole

– The purpose of this paper is to gain insight into international career motives, repatriation and career success of Indian women in Science and Technology.

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Abstract

Purpose

The purpose of this paper is to gain insight into international career motives, repatriation and career success of Indian women in Science and Technology.

Design/methodology/approach

In total, 30 semi-structured interviews were conducted with (upper) middle-class Indian women in Science and Technology in Bangalore and New Delhi, India.

Findings

Thematic analysis resulted in four themes – International career motives, Theme 1: cross-cultural and scientific exposure; Repatriation reasons and experiences, Theme 2: family reunion, career prospects and readjustment; Career success, Theme 3: international experience; and career growth, Theme 4: social responsibility. Motives for international career mobility of Indian women were: exposure to foreign cultures, international collaboration in science and personal and professional development. Family formation and reunion and career prospects were reasons for repatriation and positively influenced repatriation experiences of Indian women. Readjustment to people and conditions in India impacted their repatriation experiences negatively. The meaning women attribute to career success is grounded in recognition from peers in science, career growth, satisfaction and contribution to science and Indian society.

Research limitations/implications

The sample of Indian female scientists may limit generalization of the findings to global career professionals in other professions from other countries with different socio-cultural and economic contexts.

Practical implications

HR policies that foster international careers of women scientists as well as women's networks in science to share and apply knowledge, and their contribution to the Indian economy and society will enhance global career success of women and strengthen the sustainable competitive position of organizations.

Originality/value

The study provides new insights into motivation for international career mobility and repatriation of women professionals from a developing country and their career success in the home country, and contributes to the development of theoretical frameworks on international career mobility and career success.

Details

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

Keywords

Book part
Publication date: 3 September 2016

Jan Selmer, Jakob Lauring, Ling Eleanor Zhang and Charlotte Jonasson

In this chapter, we focus on expatriate CEOs who are assigned by the parent company to work in a subsidiary and compare them to those who themselves have initiated to work abroad…

Abstract

Purpose

In this chapter, we focus on expatriate CEOs who are assigned by the parent company to work in a subsidiary and compare them to those who themselves have initiated to work abroad as CEOs. Since we do not know much about these individuals, we direct our attention to: (1) who they are (demographics), (2) what they are like (personality), and (3) how they perform (job performance).

Methodology/approach

Data was sought from 93 assigned expatriate CEOs and 94 self-initiated expatriate CEOs in China.

Findings

Our findings demonstrate that in terms of demography, self-initiated CEOs were more experienced than assigned CEOs. With regard to personality, we found difference in self-control and dispositional anger: Assigned expatriate CEOs had more self-control and less angry temperament than their self-initiated counterparts. Finally, we found assigned expatriate CEOs to rate their job performance higher than self-initiated CEOs.

Originality/value

Although there may not always be immediate benefits, career consideration often plays a role when individuals choose whether to become an expatriate. For many years, organizations have used expatriation to develop talented managers for high-level positions in the home country. Recently, however, a new trend has emerged. Talented top managers are no longer expatriated only from within parent companies to subsidiaries. Self-initiated expatriates with no prior affiliation in the parent company are increasingly used to fill top management positions in subsidiaries.

Details

Global Talent Management and Staffing in MNEs
Type: Book
ISBN: 978-1-78635-353-5

Keywords

Book part
Publication date: 3 September 2016

Haiying Kang and Jie Shen

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. This chapter investigates South Korean MNEs’ talent management, more specifically…

Abstract

Purpose

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. This chapter investigates South Korean MNEs’ talent management, more specifically international recruitment and selection policies and practices in their Chinese operations.

Methodology/approach

Using the snowball method through Chinese and Korean networks we recruited ten Korean MNEs to participate in this research. We conducted semi-structured interviews with key individuals within the organisations.

Findings

It reveals that South Korean MNEs tend to adopt the polycentric approach or a mixed approach of being polycentric and ethnocentric to international staffing, with the number of expatriates reducing gradually over time. South Korean MNEs adopt ‘one-way selection’ in recruiting and selecting expatriates and localise recruitment procedures and selection criteria for host-country nationals.

Originality/value

South Korean MNEs have paid inadequate attention to: firstly, expatriates’ career development; and secondly, personal and family issues emerging from expatriation and repatriation. This study highlights these issues.

Article
Publication date: 11 September 2017

Jan Knocke and Tassilo Schuster

Repatriation continues to be a current challenge for many international firms. While this topic has received only limited attention in literature in the past, it has aroused an…

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Abstract

Purpose

Repatriation continues to be a current challenge for many international firms. While this topic has received only limited attention in literature in the past, it has aroused an increased academic interest since the 2000s. Until now, however, thorough analyses of advancements in this field, which go beyond a pure content-related review, are still scarce in research. To address this gap, this study provides a systematic and comprehensive literature review of repatriation from an ecological systems perspective. The purpose of this paper is threefold: to analyze where and when repatriation research has been published, what aspects (e.g. topics, theories, and contexts) have been considered in the repatriation literature, and how the research has been conducted (e.g. employed methodologies). Based on the findings implications for future research are developed.

Design/methodology/approach

This study is based on a systematic literature review of 96 peer-reviewed articles from 1973 to 2016.

Findings

The results of the study reveal that repatriation has found its way into journals of different disciplines. By employing an ecological systems theoretical perspective, the study shows that research on repatriation covers a broad set of ecological systems to explain repatriation outcomes. Quantitative approaches are fairly prominent in repatriation research, whereas the use of qualitative approaches has increased lately. Mixed-methods approaches, however, are still scarce in the repatriation literature. Moreover, the results outline that the majority of scholars collected data on the individual level. With regard to methodological rigor (both design and analysis), a steady use of linear regression modeling in quantitative articles was found, whereas more sophisticated methodological approaches such as structural equation modeling and longitudinal studies have only recently found their way into repatriation research. Finally, by considering that the expatriate literature addresses a variety of types of expatriation, this study highlights that research on repatriation should differentiate more thoroughly between types of repatriates to provide target-group-oriented recommendations and to deepen the understanding of the repatriation phenomenon.

Originality/value

This study contributes to the repatriation research in several ways. First, it provides a systematic analysis of the repatriation literature from an ecological systems theoretical lens. By combining this content-related analysis with an investigation of methodological issues, the study outlines which ecological systems have been covered in the literature on repatriation, where the strengths and weaknesses of this literature stream lay, and in which direction future avenues of research should move. Moreover, the study highlights which methodological shortcomings are still existent in the repatriation literature and shows that a differentiated viewpoint on repatriates like in the expatriation literature is still in an embryonic stage in repatriation research. Finally, it contributes to the repatriation research by deducing valuable recommendations for future research.

Details

Journal of Global Mobility, vol. 5 no. 3
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 16 February 2024

Denise R. Quatrin, Roberta Aguzzoli and Jorge Lengler

Companies target globally mobile workers and face the war for talent, while individuals are more reluctant to engage in global mobility. This scenario led us to propose a model to…

Abstract

Purpose

Companies target globally mobile workers and face the war for talent, while individuals are more reluctant to engage in global mobility. This scenario led us to propose a model to understand the individuals' decision process to engage in global mobility.

Design/methodology/approach

Building on the self-determination theory, the theory of planned behavior and the literature on decisions for global mobility, the authors propose mechanisms through which psychological variables and assignments' factual and perceived contextual aspects (directly or indirectly) explain the decision to engage or not in global mobility.

Findings

This study offers a conceptual model with the authors' novel propositions to explain individuals' decision to engage in global mobility.

Originality/value

The model provides a more comprehensive explanation of the individuals' decision-making process to engage in global mobility than previous models and potentially yields more effective organizational practices to attract both well-established and emerging phenomena of globally mobile workers.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 20 May 2021

Lu Yu and Hong Ren

This study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.

Abstract

Purpose

This study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.

Design/methodology/approach

This is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.

Findings

We study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.

Originality/value

First, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.

Article
Publication date: 26 April 2013

Neerpal Rathi and M. Barath

This study aims to investigate the relationship of work‐family conflict (work‐to‐family conflict and family‐to‐work conflict) with job and family satisfaction among police…

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Abstract

Purpose

This study aims to investigate the relationship of work‐family conflict (work‐to‐family conflict and family‐to‐work conflict) with job and family satisfaction among police personnel. Moreover, this study focuses on exploring the moderating effect of social support from co‐workers on the relationship of work‐family conflict dimensions with job and family satisfaction.

Design/methodology/approach

This study is quantitative in nature. The data for the present study were collected from a total of 148 police personnel based in India.

Findings

The results of the study indicate that work‐to‐family and family‐to‐work conflict are negatively correlated with job satisfaction. Moreover, social support from co‐workers is observed to significantly moderate the relationship of work‐to‐family and family‐to‐work conflict with family satisfaction.

Research limitations/implications

The research has a few limitations like cross‐sectional nature of the study, use of self‐reported measures for data collection, and use of homogenous sample in the study.

Practical implications

This paper provides valuable insights into understanding the work‐family conflict among police personnel. A few measures are suggested that higher authorities in the police department can adopt to minimize the work‐family conflict, which can lead to better work‐life balance among police personnel.

Originality/value

This study explores the phenomenon of work‐family conflict and its effect on job and family satisfaction among police personnel in India. The Indian police system is unique in many ways; like, police personnel face high political interference in their day‐to‐day functioning, face very high job demands, work and live in unhygienic conditions, and receive very little support from higher authorities. These atypical working and living conditions of police personnel make it interesting and informative to understand their work and family life, and how and to what extent their life is influenced by the support from co‐workers.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 32 no. 4
Type: Research Article
ISSN: 2040-7149

Keywords

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