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The purpose of this paper is to investigate how non-EU university graduates (third-country graduates, TCGs) experience the intended transition to the German labor market. Through a critical analysis across multiple contexts, the authors intend to increase the reflexive scope of HRM research and practice.

The explorative study is based on social constructivism. It relies on qualitative data, specifically problem-centered narrative-biographical interviews with ethnic Russian TCGs at three different stages of transition. The authors interpret social identity processes and related ascriptions of strangerness critically and link them to wider contexts and dominant categories of identity.

Identity processes between social self and other require (dis-) identification with larger identity categories. TCGs as an example of skilled self-initiated expatriates (SIEs) face obstacles when seeking employment, yet, might utilize ascribed strangerness for reclaiming agency. To identify exclusive practices, individual career aspirations and organizational strategy and practice need to be linked to wider societal, institutional and national contexts.

Through a critical analysis across multiple contexts, HRM research and practice is enabled to reflect upon its own implicit assumptions. To identify critical intersections between interpersonal identity-making and dominant identity-categories, HRM researchers need to differentiate between emic self-perception and etic ascriptions, to move beyond individual and organizational levels of analysis and to consider the interrelations between structure and agency.

HRM practitioners performing a critical analysis across multiple contexts are enabled to reflect upon their own implicit assumptions. This allows for improved organizational strategies and practices when trying to identify and secure global talents.

The originality of the paper lies in providing a multi-context critical analysis of TCGs seeking employment, thereby enabling HRM research and practice to reflect upon implicit assumptions, to move beyond dominant categories and to truly identify and secure global talents.

The purpose of this paper is to highlight the dangers of Orientalist framing. Orientalism (Said, 1979/2003) shows how “the West” actually creates “the Orient” as an inferior opposite to affirm itself, for instance by using imaginative geographical frames such as “East” and “West” (Said, 1993).

Qualitative interviews were conducted with the members of a German-Tunisian project team in research engineering. The interview purpose was to let individuals reflect upon their experiences of difference and to find out whether these experiences are preframed by imaginative geographical categories.

Tunisian researchers were subjected to the dominant imaginative geographical frame “the Arab world.” This frame involves ascribed religiousness, gender stereotyping and ascriptions of backwardness.

Research needs to investigate Orientalist thought and imaginative geographies in specific organizational and interpersonal interactions lest they overshadow managerial theory and practice.

Practitioners need to challenge dominant frames and Orientalist thought in their own practice and organizational surroundings to devise a truly inclusive managerial practice, for instance, regarding Muslim minorities.

In times of Islamophobia and anti-Muslim sentiment in “the West,” this paper highlights the frames from which such sentiments might originate, and the need to reflect upon them.

The theoretical value lies in introducing a critical framing approach and the concept of imaginative geographies to perceived differences at work. For practice, it highlights how certain individuals are constructed as “Muslim others” and subjected to ascriptions of negative difference. By this mechanism, their inclusion is obstructed.

The staffing policy of most multinational corporations (MNCs) is increasingly criticized as being discriminatory and counter to multinationalization. Despite professed adherence to the principle of staffing top positions according to merit rather than nationality, MNCs tend to do otherwise. They prefer to reserve the top positions in their subsidiaries for parent‐country managers (PCMs), or to limit the managerial staff in their subsidiaries to host‐country managers (HCMs). Naturally, these policies do not represent a multinational approach; the first gives preference to PCMs at HQ and in the subsidiaries, and the second makes it almost impossible for HCMs to reach top positions at HQ or in subsidiaries outside their home country.

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.

The increasing internationalization of business and the development of a single European market will have implications for training and development. Looks at the implications for trainers of working with managers from other countries and cultures. Applies the research of Hofstede, Laurent, Tayeb and others and suggests that there are a number of cross‐national and cross‐cultural implications from training participants from other countries. These relate to the content of training, training methods, expectations about the provision of training, trainer competences and language skills. These form challenges which trainers will need to consider.

As long as migration is recognized as a public health concern, policies exist to address migrants’ health, and provide comprehensive information on how public and private health care system operates, health rights and what their health care plan does or does not cover. Thereby, responding to patients’ expectations significantly affects overall satisfaction with health care services because this dimension is most strongly associated with patient satisfaction. The purpose of this paper is to constitute the first quantitative large-scale study (n=1,512) in Cyprus and Greece exploring the level of satisfaction among third-country nationals (TCN) in relation to their health care needs.

The questionnaire used in this study has been developed and measured (Cronbach α =0.7) in a similar study in Greece (Galanis et al., 2013) and it has been used by other studies too (Vozikis, 2015).

The authors can conclude that participants’ knowledge of the health system is not good as 70.2 percent that they do not have a good knowledge. The findings suggest that nearly one in two TCN faced problems in accessing clinics or communicating due to various factors.

The findings of this study provide the context for further exploration of different means to improve cultural awareness amongst health and social care professionals, including multicultural training of health and social service providers and medical pluralist approaches that may be closer to migrants’ cultural and health background. Overall, types of interventions to improve cultural competency included training/workshops/programs for health practitioners (e.g. doctors, nurses and community health workers), culturally specific/tailored education or programs for patients/clients, interpreter services, peer education, patient navigators and exchange programs (Truong, 2014). To the above, practices can also be added as multicultural education to all health professionals in order to develop enthusiasm and be able to acknowledge immigrants’ difficulties. Adding to the above recommendation, interdisciplinary education with allied health professionals (psychologists, social workers and nurses) may lead to a more holistic approach of this group’s needs, especially in the forthcoming health system where primary care will play a vital role.

Access to the health system may lead to social inclusion of TCN in the local society and improve their quality of life. It is also important for TCN to feel that the current health system is aware of issues related to their social and cultural background; thus, it will make the health system and those who work look more friendly and approachable.

In an era of crisis and of great debate around a forthcoming National Health System, these findings indicate that healthcare providers in Cyprus will need to address several challenges in managing care for migrants. In order for that to happen, assessing patient satisfaction is thereby important in the process of quality evaluation, especially when dealing with population subgroups at higher risk of inequalities such as immigrants or ethnic minorities. Such studies help systems to develop by measuring their weaknesses and enhancing their strengths. Voicing clients/patients feedback is always helpful to minimize risks.

We provide an overview of the state of the higher education system in the UAE, and investigate its capacity to supply Dubai’s economy with skilled labor and achieve the emirate’s strategic social development objectives. We examine various characteristics of the higher education sector and discuss their inherent strengths and weaknesses in light of Dubai’s labor market needs. Our findings reveal that the UAE higher education sector has witnessed an impressive growth since 1997 mostly led by a vigorous expansion of the private higher education sector. This situation led to a substantial growth in higher education opportunities for the UAE population. However, the lack of development of graduate studies and the lower quality of graduates, as perceived by both employees and employers, represent the main challenges to the capacity of the sector in fulfilling the needs of Dubai’s economy.

Questions have often been asked of the ethicality of multinational enterprises (MNEs) with the conducts of many being classified as exploitative. This is particularly so the internal context, where MNEs are often reluctant to employ host country nationals at important positions and treat their host and parent countries employees differently. This study aims to examine whether the locals are really getting the raw end of the deal.

Utilising a unique record book that is available about the employment details of civil servants in Hong Kong known as the blue book, this study intends to examine whether first-moving multinational organisations treated their local employees in an ethical and reasonable manner, for the employees entering the service between 1845-1850.

The data suggests that, overall, host country nationals earn much less than not only the British but also those from third countries. Moreover, parent country nationals were placed at important officer and supervisory roles, as oppose to host country nationals at the bottom, forming a typically ethnocentric governance structure (Perlmutter, 1969). Furthermore, even divided by grade, the starting salary difference between host and parent country nationals remain considerable. However, the reason for this is complex, and the authors do not have a quick and precise answer as to whether there has been discrimination.

The findings perhaps explain the dilemma faced by the early-movers because they tend to feel the strong need of adopting an ethnocentric approach, which can be extremely costly as a result of the large wage differential. A balance needs to be struck between this and utilising host country nationals, which might not necessarily possess all the essential qualities but might be cheaper.

This is the first study examining the employment practices of fast-moving MNEs.