Acculturation of Highly-qualified Migrants: Individual Coping Strategies and Climate for Inclusion

Hajro, Aida; Žilinskaitė, Milda; Stahl, Günter K.

doi:10.5465/ambpp.2017.13666abstract

Cited by 15 publications

(27 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Because in most cases, the goal of ISMs is to settle in the host‐country for an indefinite period of time, their desired outcome is full integration into the host‐country, with attendant changes in personal identity, values, and cultural orientations. Consequently, research on ISMs has focused predominantly on the acculturation‐related outcomes of migrants (Berry, ; Cerdin et al, ; Hajro, Zilinskaite, & Stahl, ). In contrast, research on SIEs tends to focus on SIEs' personal growth and career development (Richardson & Zikic, ; Selmer & Lauring, ), whereas the emphasis of research on AEs has been on their adjustment in the host‐country (Shaffer, Harrison, Gregersen, Black, & Ferzandi, ; Thomas & Lazarova, ) and related outcomes such as intention to remain in the host‐country, job attitudes, frequency and quality of interactions with host‐country nationals, and performance (Bhaskar‐Shrinivas et al, ; Shaffer et al, ).…”

Section: Distinguishing Isms From Other Types Of Global Workersmentioning

confidence: 99%

“…• EF coping strategies are developed to sustain positive affect and serve to reaffirm self‐worth, which can lead to workplace integration (Hajro, Zilinskaite, & Stahl, )…”

Section: Factors Influencing Acculturation Coping and Integration Smentioning

confidence: 99%

“…Despite possessing a tertiary degree or higher, ISMs often have a stereotyped image as low-skilled migrants and are thus perceived to hold a lower status (Hajro, Zilinskaite, & Stahl, 2017;Zikic, 2015). They are often subject to "skill discounting" (i.e., devaluation of migrants' foreign education and experience relative to those of locally trained employees; Reitz, 2002), are the first to lose their jobs in an economic downturn, are often paid less, and work in worse conditions than local workers (Cranston, 2017;Winterheller & Hirt, 2017).…”

Section: Vulnerability Status and Powermentioning

confidence: 99%

“…Because in most cases, the goal of ISMs is to settle in the host-country for an indefinite period of time, their desired outcome is full integration into the host-country, with attendant changes in personal identity, values, and cultural orientations. Consequently, research on ISMs has focused predominantly on the acculturation-related outcomes of migrants (Berry, 1997;Hajro, Zilinskaite, & Stahl, 2017).…”

Section: Commonly Studied Outcomesmentioning

confidence: 99%

“…As ISMs frequently originate from emerging and developing economies (United Nations, 2017), they are often treated as "second-class" employees and are disadvantaged based on their national origin (Binggeli et al, 2013;Dietz, Joshi, Esses, Hamilton, & Gabarrot, 2015). Compared with AEs and SIEs, ISMs are also perceived as having lower levels of agency (Guo & Al Ariss, 2015;Hajro, Zilinskaite, & Stahl, 2017).…”

mentioning

confidence: 99%

See 4 more Smart Citations

Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework

Hajro

Stahl

Clegg

et al. 2019

Human Res Mgmt Journal

Self Cite

100

View full text Add to dashboard Cite

In this article, we review the limited but growing body of research on international skilled migrants and examine to what extent knowledge generated in adjacent research streams—specifically, work on assigned and self‐initiated expatriates—can be meaningfully applied to aid our understanding of the challenges, coping strategies, and acculturation dynamics of skilled migrants. We develop a framework that explains how variables and processes at multiple levels (individual, organisational, and societal) influence migrant acculturation and coping and result in integration‐related outcomes in the domains of personal/family life and workplace/career. We discuss directions for future research and implications for practice.

show abstract

Section: Distinguishing Isms From Other Types Of Global Workersmentioning

confidence: 99%

“…• EF coping strategies are developed to sustain positive affect and serve to reaffirm self‐worth, which can lead to workplace integration (Hajro, Zilinskaite, & Stahl, )…”

Section: Factors Influencing Acculturation Coping and Integration Smentioning

confidence: 99%

Section: Vulnerability Status and Powermentioning

confidence: 99%

Section: Commonly Studied Outcomesmentioning

confidence: 99%

mentioning

confidence: 99%

See 3 more Smart Citations

Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework

Hajro

Stahl

Clegg

et al. 2019

Human Res Mgmt Journal

Self Cite

100

View full text Add to dashboard Cite

show abstract

Facing complexity, crisis, and risk: Opportunities and challenges in international human resource management

Farndale

Horak

Phillips

et al. 2019

Thunderbird Intl Bus Rev

View full text Add to dashboard Cite

International human resource management (IHRM) as a field of practice involves heightened levels of complexity compared to domestic HRM based on the multitude of contexts in which multinational firms operate. As complexity increases, so do levels of risk and the chance the firm must deal with crisis situations. Based on articles presented at the 3rd Global Conference on IHRM, this special issue focuses on how IHRM can contribute to organization success when faced with extreme operating conditions. This editorial provides a backdrop to the articles by describing the challenging economic, political, and social environments impacting organizations, exploring conditions from the recent past and current day such as the global financial crisis, trends toward political nationalism, aging populations, and growing immigrant workforces. The focus lies on exploring how HRM can respond to such challenging external contexts to continue to contribute added value to the firm. K E Y W O R D S added value, context, economic crisis, international human resource management, political crisis, social crisis 1 | INTRODUCTION A fundamental difference between the fields of human resource management (HRM) and international human resource management (IHRM) is the degree of complexity involved. Professionals in both fields are sourcing, hiring, training, rewarding, developing, evaluating, and motivating an organization's workforce, but when operations extend from a domestic to an international scale, the level of complexity HR professionals face increases dramatically. Multinational enterprises (MNEs) do not operate in a vacuum-they operate in multiple national contexts, each one with its own institutional and cultural traditions, systems, and regulations. Not only does the HR professional based in an MNE's corporate headquarters need to understand what is happening in their home country operations, they need to understand the operating context in numerous global sites to coordinate their firm's global HRM strategy. To add to this complexity, critical turning points, such as national or global crises, add to the high-risk nature of international HRM. Managing complexity and risk through times of crisis has become a core competency of MNEs, a competency to which IHRM can make a substantial contribution. This special issue is a collection of articles presented at the 3rd Global Conference on International HRM, organized by the Center for International Human Resource Studies at The Pennsylvania State University and hosted by St John's University, New York in May 2017.The biennial conference addresses the broad IHRM field, incorporating many disciplines including cross-cultural management, comparative HRM, and strategic international HRM. The articles presented focus on understanding why HRM activities fit (or do not fit) in a given institutional and/or cultural context and explore how MNEs manage the global/local paradox of their operations. The articles selected for this special issue make a strong contribution to the IHRM body of knowledge ...

show abstract

Cooperation Between Italy and Albania to Face Nurses’ Shortage: Insights from Italian Recruitment Process

Romiti,

Del Vecchio,

Cavicchi

et al. 2024

Springer Proceedings in Business and Economics

View full text Add to dashboard Cite

Acculturation of Highly-qualified Migrants: Individual Coping Strategies and Climate for Inclusion

Cited by 15 publications

References 0 publications

Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework

Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework

Facing complexity, crisis, and risk: Opportunities and challenges in international human resource management

Cooperation Between Italy and Albania to Face Nurses’ Shortage: Insights from Italian Recruitment Process

Contact Info

Product

Resources

About