Gender differences in the determinants of the willingness to accept an international assignment

Velde, Mandy E. G. van der; Bossink, C.J.H.; Jansen, Paul

doi:10.1016/j.jvb.2003.12.002

Cited by 66 publications

(57 citation statements)

References 47 publications

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“…However, individuals anchored by autonomy and independence are not likely to fi nd congruence between their anchor and the new environment they enter upon repatriation. Professionally, repatriation entails returning home to a job characterized by less autonomy than the one held during expatriation (e.g., Harvey, 1989;MacDonald & Arthur, 2005;Selmer, 1999;Van der Velde, Bossink, & Jansen, 2005). Therefore, this anchor is not likely to be favorable to IA success during the repatriation stage.…”

Section: Career Anchors and Ia Successmentioning

confidence: 99%

Career and international assignment fit: Toward an integrative model of success

Cerdin

Pargneux

2009

Human Resource Management

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This article examines how the fi t between career and international assignment is likely to affect the success of the international assignment (IA) at its various stages. We propose an integrative model of IA success that encompasses three stages: pre-expatriation, expatriation, and repatriation. The main objective of this article is to contribute to the understanding of how individuals' career characteristics infl uence IA success during expatriation and repatriation. In our model, IA success is considered from both the individual and organizational perspective. In addition to drawing on the theory of fi t to examine IA success during the expatriation and repatriation stages, we also use human capital and signal theory to examine the relationship between expatriation success and repatriation success. The propositions of our conceptual research provide practical and theoretical implications.

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Section: Career Anchors and Ia Successmentioning

confidence: 99%

Career and international assignment fit: Toward an integrative model of success

Cerdin

Pargneux

2009

Human Resource Management

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“…attracting internal candidates who are willing to accept traditional multi-year international assignments (Ball 1999, GMAC 2004, Konopaske/Robie/Ivancevich 2005, PricewaterhouseCoopers 1999, Tahvanainen/Welch/Worm 2005, van der Velde/Bossink/Jansen 2005. Such reluctance to transfer overseas can create problems for multinational organizations as they attempt to become more globally competitive (Tung/Miller 1990).…”

Section: Introductionmentioning

confidence: 99%

Managerial Willingness to Assume Traveling, Short-term and Long-term Global Assignments

2009

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0Drawing on reasoned action and family systems theories, as well as the domestic and inter-0 We propose a multi-factor model and test several hypotheses using survey data collected from only the more traditional multi-year, but also the increasingly common traveling and shortterm global assignments. 0Results suggest that individual (adventurousness and destination country), family (eldercare, willingness to assume global assignments.

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“…In terms of theory, the domain of SIE and SIE repatriation research continues to lack sound definition, conceptualisation and theoretical location (Doherty, Richardson and Thorn ; Tharenou ). Although mostly well studied in the AE repatriation literature, areas requiring further validation and research in terms of SIE repatriation include: the impact of dual‐career couples on intention to return (Selmer and Lauring ), the role of family and children in this decision (Van der Velde, Bossink and Jansen ), the impact of social and work‐related networks, as well as considerations of gender and ethnicity on the intention of SIEs to repatriate. In terms of contextualisation, country context is an important consideration.…”

Section: Discussionmentioning

confidence: 99%

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

Lindsay

Sharma

Rashad

2017

Asia Pac J Human Res

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Our study contributes to the research domain of self‐initiated repatriation, focusing on the drivers of self‐initiated expatriates’ intention to repatriate (ITR). We examine the impact of selected individual characteristics (gender, ethnicity, international experience), contextual factors (spouse job availability, nature of networks, host‐country location) and the established home‐country pull factors (economic opportunities, lifestyle and relational considerations) on self‐initiated expatriates’ ITR. We also examine the moderating effects of gender and international experience. Based on a sample of 248 New Zealand self‐initiated expatriates (SIEs), the findings support the role of the established home‐country pull factors, but a number of the additional contextual factors and individual characteristics of SIEs, as well as the moderation effects of gender and international experience represent new findings and offer contributions to the SIE repatriation literature.

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Gender differences in the determinants of the willingness to accept an international assignment

Cited by 66 publications

References 47 publications

Career and international assignment fit: Toward an integrative model of success

Career and international assignment fit: Toward an integrative model of success

Managerial Willingness to Assume Traveling, Short-term and Long-term Global Assignments

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

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