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The purpose of this paper is to provide a better understanding of expatriation, both firm-initiated and self-initiated. The authors identified factors influencing the motives of expatriates to locate to the Arabian Gulf, and possible factors that may influence their decision to remain.

Using a qualitative approach, the authors conducted 123 semi-structured interviews with expatriates in the United Arab Emirates, from various backgrounds. These interviews are analyzed based on the thematic analytic approach.

The authors identified four clusters of reasoning for global assignments to the Gulf and the outcomes of the expatriation. Remuneration was the main motivator cited for the move, but an obstacle for returning to the home country. For Westerners, the second most important factor was career opportunities, whereas for expatriates from Muslim countries it was cultural fit.

The findings may be a valuable source of reference for individuals and for policy makers, employers, HR practitioners, and career counselors to provide an understanding of expatriation in emerging economies.

The paper uses evidence from the Gulf to bridge the gap between current knowledge of expatriation and the context of emerging economies.

The purpose of this paper is to explore the significance of cross‐cultural training and career attitudes for expatriation career move in the context of China, whether cross‐cultural training is perceived necessary, and the consequence of providing such cross‐cultural training.

Data were collected from 82 expatriates from a Chinese firm, some of whom were expatriated to a foreign country and others who were expatriated from foreign countries to China.

Expatriates adjusted well, and having a protean career attitude was a decisive factor. While the impact of cross‐cultural training prior to departure was not statistically significant, it was well received and considered important.

A limitation is the limited sample size. Implications are presented for conducting cross‐cultural training.

Developing cross‐cultural training programs could add value to the firm and its people.

Using a particular Chinese firm the paper highlights the value and necessity of cross‐cultural training for successful expatriation.

Personnel Review (PR) is a leading human resource management journal. The article endeavors to provide a retrospective of the journal to commemorate the journal's 50th anniversary.

The article employs a variety of bibliometric analysis techniques such as performance analysis, co-authorship analysis, bibliographic coupling, and negative binomial regression to provide a retrospective of PR.

The performance analysis suggests that PR has grown steadily in PR's publications and citations. Though most of PR's contributions originate from Europe, a geographical shift toward global contributions has been witnessed in recent years. Besides that, a culture of collaboration among PR authors has manifested and proliferated over time. Though a third of European studies are qualitative and more than 90% of Asian studies are quantitative, PR studies, as a whole, are moving away from conceptual and qualitative to empirical and quantitative research. Next, the bibliographic coupling of the PR corpus indicates five major themes—namely, human resource management policies and practices; personnel competency, experience, and well-being; career management and employee engagement; strategic human resource management; and organizational culture and workplace environment. Finally, the negative binomial regression reveals that article age, abstract and article length and number of keywords and references significantly drive PR citations.

The article represents the inaugural retrospective of PR.

The purpose of this paper is to develop a model to examine factors influencing the inclination of MBA graduates to donate to their alma mater.

The authors used a large data‐base of 3,677 MBA graduates to evaluate individual factors, and external evaluation of organizational level factors. The authors constructed and tested the model, finding strong support for its validity.

Satisfaction with the MBA, university prestige and salary were significant predictors of donating behavior. Engagement (operationalised volunteering) was a significant mediating factor between these factors and donating behaviour.

The paper adds to both theoretical implication for understanding long‐term relationships between graduates and their alma mater and to managerial implication for future financing of universities and business schools in particular.

Within the current discourse on contemporary careers and the context of international assignments, this paper seeks to conduct a study of a large European MNC, with the aim of theory development on expatriation/repatriation.

A qualitative study, based on semi‐structured interviews in a major financial institution.

Motivation to expatriate falls into two distinct categories – company initiated assignments; and self‐initiated, career orientated and/or self‐development focused. The authors propose a two dimensional model to depict the emergence of a new expatriation path alongside the traditional one – differentiating those who respond to an international assignment call within a clearly framed career development path; and those embarking on international assignment as, primarily, a personal growth opportunity. A distinctive sub‐group of corporate self‐initiated expatriates is identified for the first time.

A qualitative study within one company.

The emergent models could be utilized by HR managers to shape future policies and practices for global assignments.

Providing a new model to explicate the relevance of a protean career attitude in a global boundaryless career environment; outlining of new emergent international career trajectories, in particular corporate self‐initiated careers.