Exploring career agency during self‐initiated repatriation: a study of Chinese sea turtles

Abstract

PurposeDrawing on career and self‐initiated expatriation/repatriation literatures, this paper aims to examine the career experiences of Chinese self‐initiated repatriates after their return to China.Design/methodology/approachThe authors conducted an exploratory, qualitative study involving in‐depth interviews with 20 Chinese individuals who returned to China after spending at least three years living, studying and/or working in a range of “host” countries.FindingsThis study shows that the career agency of Chinese returnees reflects both independent and interdependent factors. It provides specific empirical support for Tams and Arthur's argument that career agency is impacted by both individual and contextual factors.Research limitations/implicationsThe findings indicate the central role played by individual proactivity and contextual influences during self‐initiated repatriation. The small sample size allows for rich data, but limits the generalizability of the findings.Practical implicationsManagerial practices that address the unique career values and expectations of self‐initiated repatriates can facilitate the application of skills and knowledge acquired abroad to the local context. Policy makers should provide more institutional support to encourage and facilitate the return of overseas Chinese.Originality/valueThis study is among only a small number to explore the experiences of self‐initiated repatriates in developing countries. Recent research has addressed the importance of recognizing and identifying the boundaries that constrain and enable global careers. This study identifies a number of such boundaries and also adds to the understanding of the challenges and difficulties of repatriation.

How likely am I to return home? A study of New Zealand self‐initiated expatriates

“…In terms of contextualisation, country context is an important consideration. Decisions made by SIEs are context (country) bound, since attractiveness of push and pull factors is a relative concept, depending on the particular host and home countries involved (Guo, Porschitz and Alves ). However, seldom are the relative impacts of these factors considered; for example, home‐country lifestyle benefits may be seen as attractive when compared to some host countries, but not when compared to others.…”

“…Our study contributes to the literature by responding to calls (Al Ariss and Crowley‐Henry ; Doherty, Richardson and Thorn ; Guo, Porschitz and Alves ) for more research to add to the existing small body of literature on SIE repatriation. More specifically, we provide evidence that, apart from the established home‐country pull factors (economic opportunity, lifestyle and relational considerations), additional contextual factors and individual characteristics of SIEs influence the SIE's ITR.…”

“…The vast majority of research on SIEs has involved developed countries (Al Ariss and Crowley‐Henry ; Doherty, Richardson and Thorn ), with only recent attention paid to SIEs located in developing countries (Al Ariss and Ozbilgin ), and across diverse cultural settings (Guo, Porschitz and Alves ). Cross‐cultural adjustment of expatriates in their host countries is important to the success of the expatriation exercise (Begley, Collings and Scullion ), and the extent and type of adjustment will depend on the cultural and psychic distance between the home and host country concerned.…”

Recognizing the important role of self-initiated expatriates in effective global talent management

“…Self-initiated mobility is a still fuzzy segment on the entire range of international movement that goes from travelers to permanent migrants (Al Ariss & Crowley-Henry, 2013;Doherty et al, 2013aDoherty et al, , 2013bWelch & Worm, 2006). Much of the earlier literature to date has focused on SIEs from 'Western', developed countries, although in recent years there have been studies including other nationalities as well (Al Al Ariss & Özbilgin, 2010;Beitin, 2012;Cao, Hirschi, & Deller, 2013;Cerdin, Diné, & Brewster, 2014;Guo, Porschitz, & Alves, 2013).…”

You've Been Framed—Framing Talent Mobility in Emerging Markets

“…This ensures that the countries concerned retain their valued talent. Individuals are influenced by many aspects, including cultural expectations, dominant social norms (Guo, Porschitz, & Alvez, ), national identity (Harvey, ), the ebb and flow of organizational mobility requirements, and their own life stages (Kirk, ). The challenge in managing multinational operations is to try to balance these often conflicting demands through a flexible approach to global talent management.…”