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The purpose of this literature review is to critically analyze, synthesize and integrate the currently fragmented literature concerning the factors affecting the international transfer of individual career capital (CC).

This paper is a systematic literature review of the factors affecting the international transfer of individual CC from/for expatriates, repatriates and other employed highly skilled migrants and return migrants. The findings are classified based on the Social Chronology Framework (SCF) proposed by Gunz and Mayrhofer (2015).

This systematic literature review suggests that the international transfer of individual CC, which can be expressed both as (1) individual-level transfer across different organizations located in different countries as the direct use and application of CC and (2) individual knowing-how transfer to other individuals within organization, is affected by the individual, organizational and broader contextual-level factors that are bound by the aspect of time. The authors summarize the findings by presenting a model of the factors affecting the international transfer of individual CC.

The authors align the CC framework (Defillippi and Arthur, 1994) to the SCF (Gunz and Mayrhofer, 2018) by explaining the factors affecting the international transfer of individual CC that go beyond the qualities of CC, including the Being, Space and Time domains. Moreover, the authors critique the current focus on the international CC transfer in the present suggesting that future research should explore this phenomenon as a more dynamic process. Finally, the authors contribute to the literature on the global mobility of highly skilled employees' by highlighting gaps in the knowledge of the international transfer of CC and presenting a future research agenda.

This micro-level study unpacks the recruitment and retention of international professionals to small and medium-sized enterprises (SMEs). The study highlights the influence of the founders' international experience when applying organisational-level (meso) policies and practices. With their insider experience as skilled migrants, we share how the founders in each of the SMEs mobilised career capital into human resource management (HRM) strategies.

Combining literature on SMEs and skilled migrants' careers, we draw upon intelligent career theory to illuminate the recruitment and retention of self-initiated expatriates and skilled migrants in SMEs. With three SME case studies as samples–one micro, one small and one medium-sized organisation in Ireland–we consider the influence of the founders' international experience in the design and application of formal and informal HRM strategies (at the organisational level) that are operationalised to recruit and retain international talent to/in these organisations.

The HRM practices in the three SME cases in this paper, each run by migrant founders, vary from formalised (for our medium-sized organisation), semi-formalised (for our small-sized organisation) to ad hoc and tailor-made (for our micro-sized organisation). These particular SMEs were often more receptive to hiring other migrants. The important role of the three SME case studies' skilled migrant founders and their own international career experiences was apparent in the particular HRM approaches they adopted. The relevance of intelligent career theory when applying micro-level findings at the meso-organisational level is shown.

The paper presents how the international experience of founder–managers, in turn, impacts on the HRM practices and policies that are implemented to recruit and retain international employees. The study highlights how both organisation size and founder-manager international experience influence the degree of customisation of HRM practices and policies in SMEs, specifically pertaining to the recruitment and retention of self-initiated expatriates and skilled migrant employees. The heterogeneity within the sub-categories encompassed under the umbrella label of SME is emphasised; validating our case study approach, where nuance and detail of the specific organisation can be shared.

The purpose of this paper is to build a conceptual framework helping to understand the relationship between the principle of multilateralism in global policy relations and the role of international governmental organizations (IGOs). The paper develops conceptual building blocks to design adequate for international organizations for result-oriented effective multilateralism.

Literature review and in-depth theoretical analysis served to construct a framework that helps to see the variety of IGOs against global policy problems they serve to solve.

The analysis highlighted several lessons that can be learned, including the need for an efficient match between the nature of the global policy problem and the mandate and the size of IGO. The paper indicated the importance of efficient mechanisms to make international organizations accountable to member states while allowing for effective leadership.

The heterogeneity of IGOs makes a generalization difficult, hence, the proposed framework necessarily remains relatively generic. Still, this paper provides a first analytical basis for the comparison of IGO with regard to global policy problems they have been set to solve.

The author pointed to the way how to improve the fit between global policy problems and IGOs to make multilateralism more effective. The framework can be used to learn what can be expected from a given IGO and to see IGOs in their proper roles.

The paper might of interest to decision-makers and international public opinion eager to either criticize or praise international organizations based on a simplistic, if not ideological approaches. The paper develops arguments that help influence the evolution of international organizations.

IGO are increasing in number and forms leading to confusion to their role and impact. This framework can be used to realistically assess the role of IGOs in global public policies.

Since the introduction of product certification in the 1980s, fair trade has grown apart from its social justice roots and the focus has steadily shifted away from calls for institutional market reform, corporate accountability, and fair prices, and toward a celebratory embrace of poverty alleviation and income growth through market integration and business partnerships. This paper examines fair trade's narratives of poverty and partnerships, focusing on the brand communication strategies employed by influential fair trade organizations and businesses. These are compared with how fair trade coffee producers in southern Mexico understand and practice partnership, demonstrating some of the ways in which the latter resist narrative framings which position them as entrepreneurial businesspeople first and cooperativistas second. The business partnerships between coffee buyers and producers are highly asymmetrical, and the partnerships that matter most for the Oaxacan coffee farmers are not with global businesses and certifiers, but instead with each other and their producer organizations. These relationships did not originate with fair trade, although, they are, in part, sustained by this system which supports democratically organized producer groups, the sharing of technical and market information, and communal management of the fair trade premium. In contrast to the organizations that certify and market their products, the paper demonstrates how farmers regard their precarious economic circumstances as an issue of social justice to be addressed through increased state support rather than market empowerment. The analytical juxtaposition of farmers' attitudes with fair trade organizational priorities contributes to the expanding literature examining how fair trade policies are experienced on the ground.

This study is not intended to be a prescriptive blueprint for any nation or region to fight terrorism, but rather it aims to analyze the development of policies supporting terrorism and their impact on regional as well as international relations. It is an examination of relevant facts, which might hopefully benefit policy makers and practitioners who diligently work on reducing or eliminating terrorist activities.

In order to achieve the objectives of the paper and in light of the pool of the available literature and data, the study adopts the system-analysis method in analyzing the impact of policies supporting terrorism and the countermeasures to apply based on the inputs, outputs and conversions associated with the phenomenon of terrorism.

Policies supporting terrorism differ from a state to another starting from providing safe haven to terrorist groups to providing direct finance and armaments to directly intervening militarily in a targeting country. Or deter such policies. This raised the concerns of many States in the region regarding the domination tendency of Turkey and called for a firm and pragmatic international, regional and Arab stand beyond verbal condemnation to deter Turkey from pursuing such policies.

The importance of the academic study stems from the importance of addressing one of the central issues in the field of regional and international relations, which is the policies some states adopt to support terrorism, not only by financing terrorism but also by incubating terrorism. Most studies on terrorism focus on the concept and situations and not on policies that support terrorism and their impact on regional and international relations and the means of encountering terrorism.

This review article offers an insight into employer brand and its importance for organizations, as well as an overview of international employer brand based on research on this topic available to date.

An examination and critical evaluation of 37 research articles, two scientific monographs and a chapter was conducted. The selection of articles was based on conducted content analysis.

Having an employer brand has become of utmost importance for many organizations since it was first described in academic literature in mid-1990s. Despite its key role in organizational success, there is a certain lack of recognition of employer brand in academic literature. While employer brand research is somewhat scarce, international employer brand research is almost non-existent. Organizations that operate on different international markets often recruit their employees internationally as well. However, employer brand developed and managed locally differs from the one developed and managed globally.

This review is based on a small number of articles available in the databases. Additionally, only the research papers written in English were included in the review.

This review paper offers a much-needed overview of literature on employer branding within international context. International employer brands and international employer branding have so far been neglected within employer branding literature, despite the obvious need for differentiation. Therefore, this article seeks to provide a systematic overview and identify relevant characteristics of the international employer brand.