Home sweet home: Creating a sense of place in globally mobile working lives

Ridgway, Maranda; Kirk, Susan

doi:10.1111/glob.12313

Cited by 5 publications

(3 citation statements)

References 73 publications

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“…There have been several studies on the adjustment and transition of migrants from the home country to a host country, focusing mainly on migrants' challenges, adaptability and adjustment at work (Conrad andMeyer-Ohle, 2020, Anthias, 2002;Ramsey andLorenz, 2020 andKirk, 2020), adjustment at work and their identity struggles. (Harrison and Michailova, 2012;Ridgway andKirk, 2021 andPio, 2005), as well as the need for social support (Jiang and Korczynski, 2016).…”

Section: Self-initiated Migrantsmentioning

confidence: 99%

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Towards liminality competence: a migrant's talent identity narratives for re-imagining global talent management

Chen¹,

Tansley²,

Chou³

2021

JOEPP

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PurposeThe purpose of this paper is to answer two research questions: How does a self-initiated migrant (SiM)'s talent identity work operate in relation to their culture, the societies in which they live, their interpersonal relationships and their tacit knowledge development? and how can global talent management be re-imagined in light of this?Design/methodology/approachThis co-constructed autoethnography is produced from reflexive, dyadic interviews and text “conversations” with an SiM doing “global talent identity work” and uses narrative analysis to investigate how liminal competence is developed across the life cycle.FindingsThis study shows how talent identity work is rooted in the lived, meaningful experiences of individual talent, from childhood to adult life in a pandemic. The authors add to knowledge about COVID-19 experiences of SiMs, uncover poignant examples of the role of migrant ethnic and knowledge discrimination and identify lessons for managerial practice in engendering liminality competence by combining global talent management and knowledge management.Practical implicationsLessons are drawn for global talent management strategies that appreciate and support individual talent ethnic and knowledge inclusion of underappreciated migrant talent.Originality/valueExamining the connection between talent identity work and liminality competence, the authors show how an individual's talent might be wasted through different forms of discrimination and highlight how ethnic discrimination during a pandemic points the way to positive changes in talent knowledge management initiatives. This study suggests ways in which ethnic and knowledge discrimination might be addressed through talent management strategies.

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Section: Self-initiated Migrantsmentioning

confidence: 99%

“…Robert embraced the concept of home in two ways: by home-making and by reviving memories of his home country. An individual can then revive their emotional attachment to home through personal interests and thereby manage their liminal identity (Ridgway and Kirk, 2021).…”

Section: Developing Liminality Competence Through Re-connection With the Home Countrymentioning

confidence: 99%

Towards liminality competence: a migrant's talent identity narratives for re-imagining global talent management

Chen¹,

Tansley²,

Chou³

2021

JOEPP

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“…In the global talent setting, adjustment is a critical phase in an international assignment during which expatriates rely heavily on support (Ridgway and Kirk, 2021). Traditionally, the focus of research has been on the role of formal organizational support provided to expatriates (Haslberger et al, 2013).…”

Section: Bridging and Bondingmentioning

confidence: 99%

Social capital, language and host country nationals (HCNs) as global talent

Kuki

Kirk

Ridgway

2021

JOEPP

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PurposeIn expatriate-reliant countries, the challenge of attracting and retaining overseas talent remains, despite the COVID-19 global pandemic restricting international travel. Expatriates depend on formal organizational and host country national (HCN) support to facilitate their adjustment when moving abroad. To date, there has been a limited focus on the centrality of language in spanning boundaries between HCNs and expatriates that enables bridges to be formed. This study explored how language influences the social capital accrual and the support received by expatriates from HCNs.Design/methodology/approachRooted in social constructionism, the authors used semi-structured interviews with a purposive sample of 20 Nigerian HCNs from two Italian organizations in the construction industry.FindingsThe findings highlight how language is key to effective social capital bridging and show how HCNs act as boundary spanners between local talent and expatriates on assignment. In this study, HCNs have superior language skills and can thus fill the semantic void in communication between the two parties. It emerged that expatriates receive more significant support and higher levels of social capital accrual than HCNs from this relationship.Practical implicationsConsideration should be given to providing formal language training to both expatriates and HCNs. Embedding networking relationships, such as buddying schemes or reverse mentoring, would enhance the social capital of both parties and improve performance. In addition, global talent management policies should be adjusted to provide definitive career paths and clearer promotion criteria for HCNs.Originality/valueThe authors find that through their language ability, HCNs may have more power over expatriates than previously considered, repositioning their status from a talent perspective. The authors argue that expatriates should not be considered by organizations the only source of global talent in such a context, and that organizations need to offer more definitive talent policies and support that accounts for both expatriates and HCNs.

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How is social capital formed and leveraged in international careers? A systematic review and future research directions

2023

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The social capital that employees form on international assignments can have important implications for organizational outcomes. However, despite valuable prior research efforts, how and under which conditions international employees’ social capital is formed and translated into benefits for individuals and organizations remains unclear. To address this shortcoming, we employ a systematic literature review methodology and analyze papers on social capital in international careers published in peer-reviewed journals between 1973 and 2022. We integrate our findings into a framework that depicts the micro-, meso-, and macrolevel antecedents that influence the formation of social capital and describe the functional and dimensional features constituting international employees’ (IEs’) social capital. Our review thus outlines how IEs’ social capital is translated into individual and organizational outcomes as well as how it is contingent on several conditions. Based on our proposed framework, we conclude this paper with several suggestions for future research as well as certain practical suggestions for organizations.

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Home sweet home: Creating a sense of place in globally mobile working lives

Cited by 5 publications

References 73 publications

Towards liminality competence: a migrant's talent identity narratives for re-imagining global talent management

Towards liminality competence: a migrant's talent identity narratives for re-imagining global talent management

Social capital, language and host country nationals (HCNs) as global talent

How is social capital formed and leveraged in international careers? A systematic review and future research directions

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