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The purpose of this literature review is to critically analyze, synthesize and integrate the currently fragmented literature concerning the factors affecting the international transfer of individual career capital (CC).

This paper is a systematic literature review of the factors affecting the international transfer of individual CC from/for expatriates, repatriates and other employed highly skilled migrants and return migrants. The findings are classified based on the Social Chronology Framework (SCF) proposed by Gunz and Mayrhofer (2015).

This systematic literature review suggests that the international transfer of individual CC, which can be expressed both as (1) individual-level transfer across different organizations located in different countries as the direct use and application of CC and (2) individual knowing-how transfer to other individuals within organization, is affected by the individual, organizational and broader contextual-level factors that are bound by the aspect of time. The authors summarize the findings by presenting a model of the factors affecting the international transfer of individual CC.

The authors align the CC framework (Defillippi and Arthur, 1994) to the SCF (Gunz and Mayrhofer, 2018) by explaining the factors affecting the international transfer of individual CC that go beyond the qualities of CC, including the Being, Space and Time domains. Moreover, the authors critique the current focus on the international CC transfer in the present suggesting that future research should explore this phenomenon as a more dynamic process. Finally, the authors contribute to the literature on the global mobility of highly skilled employees' by highlighting gaps in the knowledge of the international transfer of CC and presenting a future research agenda.

Externalities influence the career trajectories of self-initiated expatriates (SIEs) and their respective career crafting. This study aims to explore the international career crafting of SIEs (encompassing their proactive career reflection and construction), taking the combined external influences of complexity, chance and change into consideration.

The authors employ a qualitative (interpretative) approach, combining career crafting and the chaos theory of careers (CTC) to further understand, from an individual standpoint, the impact of externalities on the career crafting strategies of 24 SIEs who have relocated within the European Union.

The authors show that SIEs' proactively craft their careers to varying degrees and with varying frequency. The CTC – incorporating complexity, chance and change – allows for a more nuanced understanding of SIEs' career crafting.

This paper applies the concept of career crafting to an international context, exploring the impact of externalities on SIEs' careers. In this way, the authors combine two previously separate theories, extend the application of career crafting to an international career context and emphasise the role of temporality and the whole-life view of career in SIEs’ career crafting approach.

The purpose of this paper is to focus on the specific relationship between temporary agency workers (TAWs) and their employing temporary work agencies in Germany that is characterized – in contrast to other European countries – by agencies’ central role in employment and the prevalence of permanent contracts. The study addresses a research gap in understanding the mediating role of perceived organizational support (POS) provided by temporary work agencies in the relationship between employment-specific antecedents and TAWs’ subjective well-being (SWB).

Based on a sample of 350 TAWs in Germany, the mediating role of POS provided by agencies is analyzed using structural equation modeling.

The authors show that procedural justice, performance feedback and social network availability positively relate to POS while perceived job insecurity shows the expected negative influence and distributive justice has no impact on POS. POS, in turn, positively relates to SWB. The partially mediating effect of POS between employment-specific antecedents and SWB is also confirmed.

The study is based on cross-sectional data and self-reported measures; this may limit causal inferences.

The results highlight the importance of agencies creating POS and reducing perceived job insecurity for improving TAWs’ SWB.

The study contributes to previous POS research by focusing on the agencies’ role and by showing the mediating effect of POS on TAWs’ SWB in Germany.

The purpose of this paper is to develop an integrative conceptual framework of the “talented hospitality entrepreneur”. In doing so, the authors address the current lack of understanding of talent at the individual entrepreneurial level and the lack of integration between the talent and entrepreneurship literatures and specifically consider the hospitality context.

This conceptual paper systematically synthesizes the extant literature and links key concepts within talent management, entrepreneurship, hospitality and human resource management to develop a model of the talented hospitality entrepreneur.

Seven propositions emerge from the literature synthesis, and the integrative conceptual model is developed to define the individual antecedents of the talented hospitality entrepreneur and their outcomes for success.

To date, understanding of the individual level of talent has been neglected in the management literature. The quandary is that the extant literature on talent has focused on the management of talent at an organizational level, while the entrepreneurship literature has concentrated on spatial macro-level effects. Further, the notion of talent in hospitality literature remains underexplored. Adopting an inclusive view of talent, the authors offer a new integrative framework explaining the constituencies of talent for hospitality entrepreneurs and an associated research agenda.

The paper seeks first to present an overview of the corporate university landscape in Germany contrasting it with the US‐American corporate university market and, second, to outline the development in Germany during the last 15 years and to have a look at future trends such as learning alliances.

The comparison in the paper is based on empirical data of the largest corporate universities in the USA and Germany gathered by interviews with the heads of the institutions and by evaluations of data such as homepages, brochures, and presentations by the companies. In addition, reference is made to surveys and case studies published by other researchers.

The paper works out major differences between Germany and the USA regarding the educational level, target groups, strategic directions, partnerships, alliances with external vendors, accreditation, focus on internal versus external job market, and organisation that can be led back to the stronger strategic orientation of German corporate universities. It presents the business model of a learning alliance as a potential solution to the major challenges German corporate universities are facing.

Research data being based on interviews and corporate data risk being biased due to marketing purposes. Future research should include internal observations and evaluations.

The paper gives an example for a learning alliance in practice that could be of relevance for a larger number of institutions.

The comparative study helps to understand the US‐American and German corporate university markets as well as their specificities and investigates future developments.

The purpose of this paper is to present knowledge as an important diversity dimension in globally operating companies and to illustrate how companies with corporate universities (CUs) proceed in order to achieve knowledge inclusion.

A model is developed regarding the management of knowledge diversity methodologically based on the grounded theory approach and examples in existing CUs are given.

Different diversity learning approaches in corporate university programmes are explained and integrated in a model. The paper recognises the need to more actively manage knowledge diversity in companies.

The paper gives advice to companies on how to better manage their diversity of knowledge and knowledge bearers for strategic learning purposes. The paper is a first step in the academic discussion of knowledge as a diversity dimension.

Knowledge is defined as a diversity dimension by scientists but has not been discussed in depth so far. The paper distinguishes between knowledge diversity and inclusion and shows in which way companies can proceed in order to profit from the diversity in learning environments.

The purpose of this paper is to empirically examine job embeddedness as antecedent of job performance and organizational citizenship behaviors (OCBs) of expatriates.

In total, 194 expatriates from 39 nationalities were recruited through various expatriate organizations, which provided expatriate groups they had access to with a link to the online survey in English. To test the hypotheses, the author used bivariate analyses and multivariate regressions were calculated to control for alternative explanations.

As hypothesized, community embeddedness was positively related to job performance and both organizational embeddedness and community embeddedness were positively related to OCBs. Moreover, community embeddedness and organizational embeddedness showed to be positively related. In addition, organizational embeddedness partially mediated the positive relationship between community embeddedness and job performance for organizational expatriates (moderated mediation) as well as the positive relationship between community embeddedness and OCBs.

This is one of the first study to address the differential effects of organizational and community embeddedness on job performance in an expatriation context.

This paper aims to analyze the differences between assigned expatriates (AEs) and self‐initiated expatriates (SEs) in management and executive positions. The basic research question is how far SEs and AEs differ with respect to their reasons for working internationally and regarding their career aspirations and orientations, and in what way their individual career management differs.

A total of 159 expatriate managers completed an online questionnaire in German. The questionnaire covered psychological constructs and the participating managers' career histories.

It is shown that SEs start their international careers at a younger age, have a higher organizational mobility, and expect higher benefits from international experiences for their future careers. Moreover, career orientation remains relatively stable in SEs over different age groups, whereas it declines for AEs with increasing age.

The study design is cross‐sectional and based on self‐reports, which makes causal explanations of the results difficult and increases the risk of common method bias.

Specific personnel management requirements regarding SEs in contrast to AEs are pointed out especially in the fields of recruitment, retention and career management, which can help support companies in building up a pool of global managers.

The paper adds valuable new insights to the literature on expatriate work and gives further evidence that SEs form a group that has been overlooked for a long time, even though it differs significantly from traditional expatriates who are sent abroad by their employing companies to return some years later.

International relocation for work reasons implies uncertainty and stress, resulting in high expatriate failure rates. Hence, organizations should consider employee’s international relocation mobility readiness (IRMR) in selection processes. The purpose of this paper is to identify personal as well as social antecedents of IRMR.

Data were gathered by an online survey (n=273 German employees) and analyzed using SEM.

SEM results indicate that attitudinal (boundaryless mindset), biographical (previous international work experience) and social variables (the perceived social endorsement of international relocation mobility) are positively related to IRMR. The positive relationship between personality variables (uncertainty tolerance, proactive personality) and IRMR is mediated by boundaryless mindset.

The sampling method applied limits the generalization of the results.

Results can be applied in personnel selection to find employees with a strong IRMR. Thus, expatriate failure rates could be reduced.

This is the first study that addressed personal as well as social antecedents of IRMR.