International business travellers, short-term assignees and international commuters

Mäkelä, Liisa; Saarenpää, Kati; McNulty, Yvonne

doi:10.4337/9781784718183.00024

Cited by 22 publications

(23 citation statements)

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“…In this way transparent working partnerships that serve to avoid breach of the contract can be established (Robinson and Morrison, 2000). Given both the strategic importance (Mäkelä et al, 2017) and 'marketable' nature of IBTs (Stahl et al, 2009: 92), the understanding developed through our research is extremely valuable to organisations operating internationally wishing to develop and retain their high potential employees (Tahvanainen et al, 2005, Collings et al, 2007, Welch et al, 2007.…”

Section: Discussionmentioning

confidence: 91%

Psychological contracts of international business travellers

Atkinson

Pareit²

2019

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Purpose The purpose of this paper is to explore the nature of psychological contracts of international business travellers (IBTs), a new form of expatriate that has arisen from the growing need for alternative forms of internationally mobile talent. The research is conducted in Belgium, a country recognised as a global hub in which international assignments are essential to economic success. Design/methodology/approach Research in respect of IBTs is limited and semi-structured interviews are used to explore Belgian employee perspectives. Findings The contract is more relational in nature than might be expected with an idiosyncratic mix of relational and transactional obligations. Research limitations/implications The research is small-scale and qualitative and not widely generalisable. Further it presents only employee perspectives. Nevertheless it generates rich insights into a phenomena about which little is known. Practical implications The findings develop understanding of how to manage the valuable strategic resource that is the IBT. Originality/value First, the research is of value to the International Human Resource Management field in developing understanding of a newly emerging form of international employee, the IBT. Second, it contributes to psychological contract research in both developing understanding the transactional/relational balance and in generating much-needed rich and nuanced qualitative data.

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Section: Discussionmentioning

confidence: 91%

Psychological contracts of international business travellers

Atkinson

Pareit²

2019

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“…Research in the field has tended to focus on expatriation and the organisational support that female expatriates require (see for example, McNulty and Hutchings, 2016; Howe-Walsh and Torka, 2017), including for dual-career couples (Sugiyama et al, 2018). There are only a few studies exploring other forms of global mobility, such as business travel (Trzebiatowska, 2010) and business travel, short-term assignees and international commuters (Mäkelä et al, 2017). Even fewer researchers have explored other forms of global mobility from a female perspective, a notable exception being Puchmüller and Fischlmayr's (2017) study into the emotional, instrumental and informational support needed by female business travellers.…”

Section: Lack Of Organisational Supportmentioning

confidence: 99%

Identity, glass borders and globally mobile female talent

Kirk

2019

JGM

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Purpose The purpose of this paper is to explore the interplay between identity and global mobility in the careers of senior, female talent, uniquely taking into account the perceptions of both female and male participants. In addition, the role organisations can play in enabling women to overcome these identity constraints is identified. Design/methodology/approach This interpretivist study draws on data from 38 in-depth interviews with senior managers in a large, multinational organisation to elicit a rich picture of how such careers are enacted. Findings Findings reveal how identity conflicts function as a glass border for globally mobile, senior female talent. Ways in which talent can access positive identity narratives to inform global mobility choices are identified. Research limitations/implications The limitations of this study include the relatively small sample size and the single case design of this research. The findings, however, offer insights into the identity work of globally mobile, female talent across different contexts. Practical implications Organisations can facilitate access to identity narratives through mentoring, face-to-face forums and via the internet to enable globally mobile, female talent to make more informed global mobility choices. Originality/value Drawing on identity theory, this paper examines how identity work for globally mobile, female talent has more fluid interpersonal boundaries than for men, creating on-going identity struggles. In highlighting how identity narratives can act as a means of breaching the glass border and facilitating global mobility for female talent, a contribution is made to existing debates in the fields of identity, gender studies and global talent management.

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“…Over the past decade academic literature has begun to explore these alternatives to the traditional long-term IA (Bozkurt & Mohr, 2011;Mäkelä, Saarenpää & McNulty, 2017;Mayerhofer, Hartmann, Michelitsch-Riedl, & Kollinger, 2004;Meyskens et al, 2009;Pate & Scullion, 2016;Scullion, Collings, & Gunnigle, 2007;Tahvanainen, Welch, & Worm, 2005). This emerging stream of academic literature responds to changes in global staffing practice.…”

Section: Alternative Forms Of International Assignmentsmentioning

confidence: 99%

The shifting boundaries of global staffing: integrating global talent management, alternative forms of international assignments and non-employees into the discussion

Collings

Isichei

2017

The International Journal of Human Resource Management

104

103

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Global staffing has been a key theme in research in international human resource management (IHRM) for a number of decades. Our review confirms that it continues to be an important contemporary area of research in IHRM. In the current paper, we review three key contemporary issues in global staffing research, namely, the emergence of global talent management and potentially a more strategic approach to global mobility, specifically changing patterns of global mobility, and the emergence of the non-employees as key alternatives in the global staffing literature. The paper also charts a future research agenda in each of these areas.

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International business travellers, short-term assignees and international commuters

Cited by 22 publications

References 0 publications

Psychological contracts of international business travellers

Psychological contracts of international business travellers

Identity, glass borders and globally mobile female talent

The shifting boundaries of global staffing: integrating global talent management, alternative forms of international assignments and non-employees into the discussion

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