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1 – 10 of over 6000Vesa Suutari, Chris Brewster, Kimmo Riusala and Salla Syrjäkari
This paper extends the increasing debates about the role of international experience through mechanisms other than standard expatriation packages, in particular through the use of…
Abstract
Purpose
This paper extends the increasing debates about the role of international experience through mechanisms other than standard expatriation packages, in particular through the use of short-term assignments. It explores the different forms of short-term assignments (project work, commuter assignments, virtual international working and development assignments) and the different sets of positive and negative implications these can have for the company and the individuals concerned. The integration-differentiation debate is reflected here as elsewhere in IHRM, with the company moving towards greater centralization and control of its use of these assignments.
Design/methodology/approach
Since the research is exploratory, we adopted a qualitative approach to get a more in-depth understanding on the realities the corporations and the assignees are facing. The study was implemented through a single case study setting in which the data were collected by interviewing (n=20) line managers, human resource management (HRM) staff and assignees themselves. In addition corporate documentation and other materials were reviewed.
Findings
The present case study provides evidence about the characteristics of short-term assignments as well as the on the management of such assignments. The paper identifies various benefits and challenges involved in the use of short-term assignments both from the perspectives of the company and assignees. Furthermore, the findings support the view that a recent increase in the popularity of short-term assignments has not been matched by the development of HRM policies for such assignments.
Research limitations/implications
As a single case study, limitations in the generalizability of the findings should be kept in mind. More large-scale research evidence is needed around different forms of international assignments beyond standard expatriation in order to fully capture the realities faced by international HRM specialists
Practical implications
The paper identifies many challenges but also benefits of using short-term assignments. The paper reports in-depth findings on HR development needs that organizations face when expanding the use of such assignments.
Social implications
The paper identifies many challenges but also benefits of using short-term assignments. The paper reports in-depth findings on HR development needs that organizations face when expanding the use of such assignments.
Originality/value
Empirical research on short-term assignments is still very limited. In that way the paper provides much needed in-depth evidence on why such assignments are used, what challenges are involved in the use of such assignments and what kinds of HR-development needs are involved.
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Hammad Ul Haq, Jiyoung Shin, Hyo Eun Cho and Sophie Junge
The purpose of this study is to examine the question of whether the repatriation adjustment process varies with different combinations of duration and purpose of international…
Abstract
Purpose
The purpose of this study is to examine the question of whether the repatriation adjustment process varies with different combinations of duration and purpose of international assignments.
Design/methodology/approach
A multiple-case study within one company was conducted based on in-depth interview data.
Findings
The authors find that learning-driven international assignments are more beneficial for career growth and receive better organizational support, as assignees are able to maintain regular communication (visibility) with the home unit. On the other hand, those on demand-driven, long-duration international assignments need to have a closer connection (integration) with employees in the host unit and find it challenging to maintain high visibility in the home unit simultaneously.
Originality/value
The authors contribute to existing research by highlighting that demand-driven assignees on longer assignments face greater challenges upon returning home. In addition, expatriates on short-term assignments face drastically fewer challenges than expatriates on longer assignments.
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Joost Bücker, Erik Poutsma, Roel Schouteten and Carolien Nies
The purpose of this paper is to explain how and why HR practitioners perceive the need to develop international HRM practices to support short-term assignments, international…
Abstract
Purpose
The purpose of this paper is to explain how and why HR practitioners perceive the need to develop international HRM practices to support short-term assignments, international business travel and virtual assignments for internationally operating organizations.
Design/methodology/approach
The authors interviewed 29 HR practitioners from multinationals located in the Netherlands.
Findings
Alternative international assignments seem not to belong to the traditional expatriate jobs, nor to regular domestic jobs and show a liminal character. However, over the last few years we have gradually seen a more mature classification of the Short-term Assignment, International Business Traveler and Virtual Assignment categories and more active use of these categories in policymaking by organizations; this reflects a transition of these three categories from a liminal position to a more institutionalized position.
Research limitations/implications
For this research, only international HRM practitioners were interviewed. Future studies should include a broader group of stakeholders.
Practical implications
International HRM departments should take a more proactive role regarding alternative forms of international assignees. Furthermore, HR professionals may develop training and coaching and consider rewards and benefits that could provide allowances for specific working conditions that are part of international work.
Originality/value
This study is among the first to relate the framework of institutional logic and liminality to explain the why of HR support for alternative international assignees.
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International experience (IE) has been acknowledged to be the most useful method for developing global leaders. However, not everyone benefits equally from IE. During the last two…
Abstract
International experience (IE) has been acknowledged to be the most useful method for developing global leaders. However, not everyone benefits equally from IE. During the last two decades, our understanding of why this is the case and how global leaders learn from IE has rapidly increased. Several individual and organizational enablers facilitating global leader learning from IE have been identified in the literature, as have learning mechanisms that make such learning possible. However, the literature remains fragmented, and there is a great need to integrate the findings in the field. Therefore, the present paper systematically examines peer-reviewed studies on global leaders' learning from IE published between 1998 and 2019. The study contributes to the extant literature by identifying and integrating individual enablers, organizational enablers, and key learning mechanisms from global leaders' IE and by suggesting topics for future research.
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This qualitative study explores the acquisition of global mindset in business executives who engaged in short-term business travel. Global mindset is operationalized as actively…
Abstract
This qualitative study explores the acquisition of global mindset in business executives who engaged in short-term business travel. Global mindset is operationalized as actively seeking to engage and reflect upon perspectives and orientations that both complement and contradict one’s own worldview. The narratives of 16 global supply chain leaders who work for a multinational company were content-analyzed. The results indicate that short-term business travel provides the context for participant reflection on their development as global leaders. They describe their development as a continuous evolution over time that is focused less on becoming a cultural expert and more on being culturally responsive in order to build relationships and achieve business results. The findings suggest that companies could take steps to leverage the developmental opportunity that short-term business travel represents.
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Iris Kollinger and Riina Koris
The purpose of this study is to identify what (de)motivates millennial students from undertaking mobility upon graduation and whether this depends on gender, region of origin…
Abstract
Purpose
The purpose of this study is to identify what (de)motivates millennial students from undertaking mobility upon graduation and whether this depends on gender, region of origin, prior work experience, level of studies, or international mindset and how. The paper provides insights on the preferred length of mobility and the most (un)attractive regions.
Design/methodology/approach
The sample consists of 1,001 millennial students from 77 countries. Data from a quantitative self-reported survey were analysed employing exploratory factor analysis and confirmatory data analyses.
Findings
Factors that motivate mobility are personal development, learning about foreign cultures and the opportunity to travel and those that demotivate are a preference for short-term assignments, unwillingness of family to move and disruption of home country life. Factors differ by region, gender, level of current studies and the student's international mindset.
Research limitations/implications
The cohort included only students pursuing a business or technical education. A willingness to accept an international assignment may not necessarily translate into accepting an international assignment due to the effect of the attitude–behaviour gap. The authors do not aim to generalise on the basis of the results since the sample was fairly disproportionate in terms of world regions. We do, however, invite further studies to treat ours as potential input for new and emerging studies of either a quantitative or qualitative nature.
Practical implications
Due to a strong attachment to home, short-term assignments are preferred. Salary and financial benefits remain hygienic factors and motivating factors remain on the “soft” side. Motivating millennials to engage in mobility requires an individualised approach, dependent on region of origin, gender, the level of education, work experience and international mindset.
Originality/value
This study indicates that the factors that (de)motivate millennial students to engage in international assignments differ on the basis of various socio-demographic variables.
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Steve McKenna and Julia Richardson
The purpose of this paper is to develop a research agenda and raise practical issues relating to the increasing complexity of the internationally mobile professional.
Abstract
Purpose
The purpose of this paper is to develop a research agenda and raise practical issues relating to the increasing complexity of the internationally mobile professional.
Design/methodology/approach
The paper considers the developing issues in the use of alternative forms of international assignment (short‐term, commuter, flexpatriate) and the existence of the independent internationally mobile professional and raises questions for research and practice.
Findings
The paper suggests that alternative forms of international assignment and assignee are under‐ researched. Additionally, the large number of independently mobile professionals in the global economy need to be further researched, while organizations should recruit for international assignments from the external as well as internal labour markets when circumstances allow.
Originality/value
The paper raises under‐researched questions in the study of international assignments and suggests more strategic approaches to the practice of managing international assignments.
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Kieran M. Conroy, Anthony McDonnell and Katrin Holzleitner
The purpose of this paper is to explore the specific forms of training and support that individuals on short-term international assignments (SIAs) receive. It further explores…
Abstract
Purpose
The purpose of this paper is to explore the specific forms of training and support that individuals on short-term international assignments (SIAs) receive. It further explores issues such as short notice prior to departure and how this impacts the type of training and support compared to what the extant literature on expatriates intimates. Scholars and practitioners both agree that the increasing deployment of individuals on SIAs presents significant challenges that have not yet been met with the development of appropriate organisational policies and practices.
Design/methodology/approach
Drawing on in-depth exploratory qualitative interviews with a sample of German assignees, the paper is abductive in nature with semi-structured interviews analysed through thematic based analysis. The data analysis identifies the need for more tailored training and support through formal and informal mechanisms, developed in pre-departure and post-arrival contexts.
Findings
The paper makes key contributions through providing much needed empirical evidence on the training and support short-term assignees receive and in so doing we identify specific forms of training and supports deemed relevant from the perspective of individuals on SIAs. Given the inherent time constraints for SIAs, the significance of informal support, in both pre-departure and post-arrival contexts is especially emphasised.
Originality/value
The paper is one of the first empirical pieces of work to explicitly consider the specific forms of training and support that SIAs consider important. The authors answer calls for greater consideration into the significance of developing a more tailored and strategic approach to managing SIAs as a specific form of an international assignee.
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