Career Mobility in a Global Era: Advances in Managing Expatriation and Repatriation

Baruch, Yehuda; Altman, Yochanan; Tung, Rosalie L.

doi:10.5465/19416520.2016.1162013

Cited by 98 publications

(23 citation statements)

References 217 publications

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“…The results of [64] are therefore contradicted. The self-expatriation trend described as a game-changer by [65,66] may explain this difference. Since H3 was rejected (gender has no significant impact on the choice of expatriation), this means that there is no possibility of mediation [89] by the expatriation choice variable on the relationship between gender and time at each of the levels or the level reached by graduates.…”

Section: Expatriation Influence On Careersmentioning

confidence: 99%

“…Reviewing the limited relevant studies, we find that [64] shows the impact of expatriation on the career path is very low, which contradicts the usual encouragement in professional environments to expatriate as a career booster. However, self-initiated expatriation is a game-changer in studies on expatriation [65,66]. For [67], self-expatriation is more likely to be initiated by women than by men.…”

Section: Expatriation Impact On Careersmentioning

confidence: 99%

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Impact of Gender and Expatriation Choice on Career Paths in Supply Chain Management: Evidence from Master of Science Graduates

Ruel

Jaegler

2021

Sustainability

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Zinn et al. (2018) and Esper et al. (2020) call for more research on gender diversity in Supply Chain Management, and our study responds to that call. We analyze the career path of 1081 international graduates from a higher degree program in Supply Chain Management from 2000 to 2017 to assess the impact of gender and expatriation choice on hierarchical progression. We explore two variables that may affect graduates’ career paths, namely, their gender and their expatriation choices, and compare their relative importance. Our analysis shows that there were, on average, 33.5% women recruited in the MSc and that this has not significantly changed over the years. It also shows that gender significantly influences the number of years spent at each level in the career hierarchy and the level reached. Regarding expatriation choice, this variable has some significant impacts on career progression. Finally, statistics indicate that gender has a far greater influence on career progression than expatriation choice. Overall, this study proves the difficulties for women in enjoying the same career progression as men in the field of Supply Chain Management.

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Section: Expatriation Influence On Careersmentioning

confidence: 99%

Section: Expatriation Impact On Careersmentioning

confidence: 99%

Impact of Gender and Expatriation Choice on Career Paths in Supply Chain Management: Evidence from Master of Science Graduates

Ruel

Jaegler

2021

Sustainability

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“…As a closely related literature to expatriate management (Baruch, Altman & Tung, 2016), inpatriate management, a process dealing with the relocation of foreign subsidiary employees to corporate headquarters, remains a less understood alternative international assignment type (Stokes et al, 2016). In Chapter 7, Portniagin and Froese conduct a comprehensive literature review, and summarize the key factors of successful inpatriate assignments at their different stages, including before, during, and after the inpatriate assignments.…”

Section: Part Ii: International Talent Management and International Bmentioning

confidence: 99%

Introduction: International talent management research – a multidisciplinary and interdisciplinary approach

Liu¹

2019

Research Handbook of International Talent Management

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“…The present-day employment landscape is continuously changing and profoundly affected by the uncertain economic climate and rapid technological advancement (Baruch et al, 2016). The economy today has influenced organisations to be driven by the ability to be flexible and adaptable (Clarke & Patrickson, 2008;Kasler et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Towards a conceptual framework for the moderating effect of Grit on the relationship between Psychological Capital and Graduate Employability

Mashod

Kura

Ringim

2023

RISUS

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The construct of graduate employability (GE) has received a considerable attention from researchers and policy makers because of its importance in attaining the national economic agenda. Human resource management researchers have identified and examined several antecedents of employability. To date, some of the factors that have been considered include soft skills, communication skills and problem-solving skills, among others. Despite this research efforts, only few studies have attempted to consider the influence of psychological capital (PsyCap) on GE. Even if any, they have reported conflicting findings. Therefore, a moderating variable is suggested. This paper proposes grit as potential moderator on the relationship between PsyCap and graduate employability.

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Career Mobility in a Global Era: Advances in Managing Expatriation and Repatriation

Cited by 98 publications

References 217 publications

Impact of Gender and Expatriation Choice on Career Paths in Supply Chain Management: Evidence from Master of Science Graduates

Impact of Gender and Expatriation Choice on Career Paths in Supply Chain Management: Evidence from Master of Science Graduates

Introduction: International talent management research – a multidisciplinary and interdisciplinary approach

Towards a conceptual framework for the moderating effect of Grit on the relationship between Psychological Capital and Graduate Employability

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