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Although the literature on the careers of skilled migrants is growing, relatively little is known about their experiences inside host country organizations. This article is a replication and an extension of a study by Zikic et al. (2010) on career challenges and coping strategies of skilled migrants. In contrast to the replicated study, where the focus was on the unemployed pool of talented migrants, in this study, the authors look at the career experiences of those who are already employed. Similar to the study of Zikic et al. (2010), the authors seek to explore how migrants understand their careers and what approaches they use to enact career opportunities from the perspective of “insiders” in local organizations.

The authors used a qualitative explorative approach. Based on 24 in-depth interviews with highly qualified specialists, who were hired for positions in Luxembourg corresponding to their professional profiles, the authors explore what challenges they face at the workplace and how they tackle them.

This research not only replicates the study of Zikic et al. (2010) but also extends the authors’ knowledge of the careers of skilled migrants in the context of local organizations. By focusing on employed skilled migrants, the authors open a “black box” of their career challenges and strategies and extend an earlier career typology (Zikic et al., 2010) into what happens within local organizations. In particular, this study identifies two major challenges that skilled migrants experience, namely, “trying to fit in” and “managing career mismatch”. Then, it shows three unique strategies that skilled migrants use to manage their careers. This allows us to cluster skilled migrants into three categories that the authors conceptualized, namely “workhorses”, “career rebels” and “career conformists”.

This study contributes to the literature on the careers of skilled migrants by theorizing the experiences of migrant careers after organizational entry. It also contributes to the talent management literature by providing nuanced insights into the challenges, strategies and profiles that this global talent has.

The aim of this chapter is to investigate the immigrant women entrepreneurship phenomenon by analysing management academic literature on the issue. Stemming from the most current data on immigration and from the awareness that entrepreneurship is a viable instrument of immigrant (women) integration and inclusion, this chapter analyses the most updated management results on the issue. The analysis is mainly centred on works published after 2019, and some interesting insights emerge. Among them, we can refer to the awareness that research on immigrant women entrepreneurship is still in its infancy. Although, indeed, immigrant entrepreneurs and women entrepreneurs have been analysed considerably by researchers, it has been mainly in isolation. Therefore, room for investigating still exists, and this chapter uncovers some possible future research avenues. Moreover, by reviewing the selected papers, it clearly emerges that not all immigrant women entrepreneurs are alike; different targets (that is, different ethnicities) must be addressed differently by policy makers when policy measurements are identified. In other words, generic programmes aimed at increasing entrepreneurship among immigrant women cannot necessarily be successful.

Contemporary mobilities research has demonstrated a fundamental blurring between work, leisure and tourism practices for migrants as they seek to construct new lifestyles whilst maintaining connections with their homelands. The purpose of this paper is to present some of the results of a research project that analysed the work and leisure experiences of Polish migrants living in the North East of England using a mobilities theoretical approach. In this paper, the authors focus on the reasons influencing their migration and their leisure and tourism mobility practices.

The results are based upon a combination of qualitative and quantitative methods gathering a sample of 90 questionnaires and 11 focus groups.

Based upon a statistical analysis of the questionnaires using SPSS and textual analysis applied to the focus group transcriptions, different gendered work, leisure and tourism mobilities were identified relating to family attachments and social ties.

The authors argue that seemingly mundane leisure and tourism practices can often be a catalyst for greater mobility, and this mobility has significant gender dimensions.

This paper thus provides new insights into the interweaving of different gendered work and leisure mobility practices based upon empirical findings of Polish migrants to the North East of England.

For more than a quarter of a century there has been substantial emigration from the smaller island states of the Pacific to metropolitan fringe states, mainly the USA, New Zealand and Australia. Migration reduced unemployment in island states and remittances have contributed to raised living standards. This paper provides a better understanding of the implications of remittances for economic and social development in the Pacific region. It discusses alternative explanations of remittances, estimates of the size of remittance flows, the impact of remittances on the home country, and policies that influence the flow of remittances. Much of the empirical work in this paper is based on Tonga and Samoa, although the findings apply more generally to other Pacific island nations.

The purpose of this study is to examine two issues about remittances in Central American countries (Costa Rica, El Salvador, Guatemala, Honduras and Nicaragua). First, whether the inflow of remittances impacts income in the long run. Second, what motivates migrants to send remittances? The first issue is analyzed in the context of a permanent income hypothesis, while the second is analyzed in the context of altruism versus self-interest motives.

A panel cointegration method is used to establish the long-run relationship between the variables under consideration. Further, this study uses the fully modified ordinary least squares method (FMOLS) to estimate the impact of remittances on income and consumption. The pooled mean group (PMG) estimation is used.

The test results indicate that remittances into Central American countries do not promote growth in the long run. Central American families may perceive remittances as a permanent income stream and will increase their current consumption. Additionally, the test results indicate that sending remittances of the Central American migrants is mainly driven by altruism. Their primary motive is to support left-behind families at times of economic hardship.

Findings provide an important implication for these Central American countries, as they have potential to boost income by utilizing remittance money in productivity-enhancing activities. This study could also provide valuable information for the governments of labor-exporting countries around the world to encourage and incentivize remittance recipient families to utilize those funds for income-generating activities.

In Central America, this is probably the first attempt in the literature to analyze the impact of remittances in the context of permanent income hypothesis and the motivation of Central American workers to send remittances to their countries of origin.

The purpose of this paper is to seek the inner motivations present in immigrants moving from different regions of Brazil to its capital, Brasília. The goal is to find out the individuals’ stories, not only the macroeconomic aspects usually studied in migration movements. Also, the authors intend to understand how impacting the process of leaving one’s homeland and loved ones behind can be.

In this study, ten recent immigrants were interviewed about their inner motivations to migrate to Brasília and the difficulties faced. Their answers were categorized and distributed into charts showing the most relevant parts for the study.

Two main topics stood out: work and love. The search for a meaningful and rewarding job is a strong enough reason to migrate. Love presents itself as a different reason to migrate, especially when economic and political reasons are the most common motivators. Love has to do with wanting to be with a partner or family. Migration is a time for crisis, mourning can be present and the strangeness of the new place may affect some more than others. All interviewees mentioned the hardships of adapting, be it emotionally or psychologically.

It is a response to the lack of clinical psychology studies about migration in Brazil. The importance of having studies carried out with a more qualitative perspective in the field of migration, in which the focus are the inner motivations of the migrants and what their experiences are.

Migrant construction workers, significant in many developed economies, face several challenges, which place them at a higher risk of job dissatisfaction compared to locals. Therefore, this study investigates the determinants of job satisfaction amongst a specific group of migrant construction workers, who hold temporary work visas (TWVs) in New Zealand (NZ).

An explanatory research approach was used to investigate the determinants of job satisfaction identified through the literature review. Data were collected through a structured survey administered to 200 Chinese migrants on TWVs (short stays) working on selected major projects in the Auckland region. Data analysis involved T-test and structural equation modelling (SEM) of 102 valid questionnaire responses.

The study highlights the importance of providing opportunities for knowledge advancement and career progression for migrant construction workers to improve their job satisfaction. The results found that Chinese migrant construction workers are generally satisfied with their jobs and would extend their stay if job opportunities are provided. The results confirm that remuneration and opportunities for knowledge advancement and career progression lead to increased job satisfaction, while loneliness decreases job satisfaction. The opportunities for knowledge advancement and career progression triggered more satisfaction than remuneration.

The research result provides a useful knowledge base for understanding the determinants of job satisfaction amongst Chinese migrant construction workers with TWVs. These findings have implications for employment management practices within the construction industry and could enhance immigration information policies and other recruitment agencies' approaches to sourcing overseas workers for the NZ construction industry.

The purpose of this paper is to explore the implications for HRM of employers' use of migrants in low‐skilled work in a UK‐based firm. Is the use of migrant workers for low skilled work associated with “soft” or “hard” approaches to HRM? How do employers recruit migrant workers? What career progression paths are available to these workers in firms? What are the expectations and aspirations of migrant workers?

The paper examines these issues through a case study of a UK‐based employer using large numbers of migrant workers. The paper draws on data from a survey of migrant workers in the firm conducted in 2006, and from interviews with managers and migrant workers within this firm, conducted between 2005 and 2006.

The paper highlights the “hard” HRM strategy pursued by the company in order to maintain a competitive advantage based on low labour costs and substitutability of workers. A contradiction is noted between the desire of the firm to retain migrant workers with a strong work ethic and gain high commitment, on the one hand, and their continued attempt to compete on the basis on minimal labour costs and follow a “hard” approach to HRM, on the other.

The paper points to the importance of analysis of employers' use of migrants and the strategies they are adopting towards using these workers. Developing an understanding of these strategies is critical to understanding the social and economic experiences of migrant workers.

The paper combines qualitative and quantitative research through an intensive case study to illuminate the implications for HRM of employers' use of migrants in low‐skilled jobs.