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This study aims to bring some additional insight into the issue of emigration by establishing a relationship between emigration and psychic return of citizens to their human capital investment in the country.

The article adopts a quantitative research strategy. It applies organizational commitment and human capital theories to the study of emigration.

The article provides evidence for the fact that psychic return to human capital investment in the country has significant relationship with emigration level from this country. At the same time, of all variables that comprise this type of return to HC investment, only two variables were found to be statistically significant: national GDP and access to education in the country.

The findings provide some evidence for the fact that emigration from a country cannot be reduced unless people in the country have the ability to lead an economically comfortable life and have access to education. Those countries that experience significant emigration need to turn their attention to developing and implementing sound economic and educational reforms. Emigration will be reduced as a result. A significant limitation of this research is the fact that not all the world countries were included in the analysis. Although the authors did their best to get data for as many countries as possible, the absence of data for some countries allowed for the research using fewer countries than desired.

This article utilizes organizational commitment and human capital theories. The combination of these two theories of social research allows a unique look at emigration.

The aim of this paper is to review published conceptual and research papers within the field of international, comparative and cross‐cultural HRD.

The paper's approach is a targeted literature review focusing on papers within the mainstream HRD journals, as well as a small number of non HRD journals.

The literature review revealed that international, comparative and cross‐cultural HRD is an emerging subfield of study. In general the authors were able to categorise the literatures into the three trajectories specified. However, they noted contradictions and confusions within the literature.

The paper is solely theoretical in nature; however, it does identify gaps for further research. The authors highlight specific research questions within each trajectory as well as proposing a global HRD construct.

The paper is particularly valuable to scholars interested in theorising and researching international, comparative and cross‐cultural HRD. It sets the scene for the special issue on the three trajectories, and identifies possible avenues for future theorising and research.