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The global landscape of higher education has witnessed a steady increase in the mobility of international students, as more individuals seek diverse academic experiences and cross-cultural learning opportunities. This paper conducts a systematic literature review to investigate trends, research directions and key themes in the literature. By utilising the push–pull factor model the aim is to provide a comprehensive understanding of the factors influencing international students' choices to pursue higher education and future career opportunities abroad.

A systematic literature review approach was applied. The selection was made using PRISMA framework-based inclusion and exclusion criteria. The review includes 43 publications from 2010 to 2022.

The review results revealed five themes of scholarly conversations labelled as (1) betterment of life, (2) policy of the host country, (3) role of institutions, (4) return to home country and (5) social, economic, environmental, individual and cultural factors. The findings emphasise on the significance of factors such as the quality of education, visa requirements, academic reputation, tuition fees, availability of scholarships, job opportunities, social, economic, environmental, individual and cultural factors. The paper also identifies language barriers, visa policies and social integration difficulties as major barriers to international students' stay in the host country after graduation.

This research enhances the current body of literature by conducting a comprehensive analysis of the empirical evidence available in literature that investigates the mobility of international students. The outcomes of this study will make a valuable contribution towards developing a more profound comprehension of the primary factors that influence international students' decision to pursue their education abroad.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

The purpose of this paper is to examine empirically whether teaching methodologies that emphasize international experiential learning have a significant role in fostering or encouraging greater international mobility. To that end, it assesses whether MBA programs that emphasize experience‐based learning in the form of international travel, exchanges and internships have more internationally mobile graduates than programs that do not. It also discusses the broader role of experiential learning in teaching students skills relevant to international business.

This study uses data from the Financial Times Global MBA Rankings and the A.T. Kearney/Foreign Policy Globalization Index to assess whether international experiential learning is conducive to the future international mobility of graduates. It employs a multivariate data analysis methodology to examine whether the international experience and exposure received during an MBA is a predictor of subsequent international mobility.

This study finds that MBA programs that use experiential teaching methods that emphasize international travel, exchanges and internships tend to have more internationally mobile graduates than those that do not, even after the influence of foreign students and location have been controlled for.

Relatively few studies have examined the question of whether the international experiential teaching methods that many MBA programs use, such as exchanges, internships and travel, have an impact on the subsequent international mobility of graduates. This is an important research area as many MBA programs have embraced experiential learning techniques as the centerpiece of their efforts to train more culturally sensitive, adaptable and internationally‐minded graduates to work both domestically and overseas.

The purpose of this paper is to investigate which sociocultural and work conditions have the potential to change international graduates’ career mobility intentions and encourage international graduates to stay in the host country when the initial intention was to leave the host country after graduating.

Data were collected via a web-based survey from international graduates and analyses suggest 129 (20 percent) of respondents changed their initial career mobility intentions. Data were analyzed using fuzzy-set qualitative comparative analysis.

Although previous studies report some pull–push factors such as attractive payment rates and work experience as being important in attracting potential workforce participants, these factors have no influence on changing the career mobility intentions of international graduates. In contrast, the work environment (WE) seems to be a strong condition for changing career mobility decisions. Results also reveal that the influence of sociocultural conditions on initial career mobility intention is more complicated than work conditions and varies from case to case.

The present study adopts the theoretical assumption that migration and mobility is a transition that forms over time and the findings suggest that international graduates’ global career mobility intentions depend on the WE. Therefore, government, higher education and industry development policy makers need to take this factor into account if they are interested in attracting and retaining global talent.

The majority of previous studies have focused on which push–pull factors encourage the recently graduated international student workforce to move or stay in a country while the current study argues which conditions have the potential to change initial career mobility intentions.

This paper aims to develop a clearer understanding of the role of business education and business schools in fostering global mobility. As business schools seek to educate managers who can work globally and adjust to new business and cultural environments, it is important to assess which specific dimensions of business education, such as the location of the school and its curriculum, play a significant role in fostering greater global mobility among business graduates. This also helps how business schools potentially influence global talent flows.

This study uses an empirical research methodology in the form of a multivariate analysis to examine a sample of 91 business schools that are accredited by Association to Advance Collegiate Schools of Business (AACSB) in the 2015 Financial Times Global MBA Ranking.

This study finds that international mobility of MBA graduates is mediated both by the design of the curriculum and the location of the business school. MBA graduates from leading business schools that offer greater levels of international experiential learning are more likely to pursue overseas careers after graduation. MBA graduates from leading business schools that are located in economically globalized locations, by contrast, are often more likely to remain in the country where they studied after graduation to pursue local employment opportunities.

This paper contributes to the knowledge of how business education influences the international mobility of business graduates and how it influences global talent flows.

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.

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.

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.

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.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

The purpose of this paper is to empirically assess the importance for nations of key institutional, economic, and societal factors for attracting skilled professionals from abroad. It examines the existing literature on international talent mobility and empirically tests the validity of nation branding as a strategy for attracting internationally mobile skilled professionals.

The authors use secondary data from the World Economic Forum, the United Nations Development Programme (UNDP) and the Martin Prosperity Institute to test six hypotheses concerning factors that attract internationally mobile skilled professionals to a foreign country to live and work.

The study finds that conditions of employment, quality of life, good governance, and tolerance towards people of diverse backgrounds are key issues that need to be holistically emphasized in successful nation branding campaigns aimed at attracting highly skilled professionals from abroad.

The authors use strong secondary data to reduce common method bias in the results which show that “macro” factors sway internationally mobile skilled professionals to favor some countries over others. The authors contribute to the literature on international talent flows by conceptualizing nation branding as a framework through which a variety of push and pull factors can be examined to entice and attract internationally mobile skilled professionals to a particular host-country. The findings will apply to several different types of skilled professionals including self-initiated expatriates, self-initiated corporate expatriates, and third country nationals and local foreign hires.

Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.