International relocation mobility readiness and its antecedents

Abstract

Purpose – International relocation for work reasons implies uncertainty and stress, resulting in high expatriate failure rates. Hence, organizations should consider employee’s international relocation mobility readiness (IRMR) in selection processes. The purpose of this paper is to identify personal as well as social antecedents of IRMR. Design/methodology/approach – Data were gathered by an online survey (n=273 German employees) and analyzed using SEM. Findings – SEM results indicate that attitudinal (boundaryless mindset), biographical (previous international work experience) and social variables (the perceived social endorsement of international relocation mobility) are positively related to IRMR. The positive relationship between personality variables (uncertainty tolerance, proactive personality) and IRMR is mediated by boundaryless mindset. Research limitations/implications – The sampling method applied limits the generalization of the results. Practical implications – Results can be applied in personnel selection to find employees with a strong IRMR. Thus, expatriate failure rates could be reduced. Originality/value – This is the first study that addressed personal as well as social antecedents of IRMR.

Assessing the measurement invariance of the four-dimensional cultural intelligence scale across countries: A composite model approach

“…Metacognitive CQ and behavioral CQ have no effects. Mirroring calls for further research (Andresen & Margenfeld, 2015;McEvoy & Buller, 2013;Shaffer, Kraimer, Chen, & Bolino, 2012;Vance, 2005), our results also offer a nuanced understanding of CQ's influences on expatriation intentions in different national settings.…”

The Impact of Personality Dispositions and Social Orientations on the Relocation Mobility Readiness: Lesson from an Indonesian Public Sector

“…Otto and Dalbert conducted three cross sectional studies about the effect of personality dispositions and social orientations toward relocation mobility readiness with different respondent criteria [5]. Previous researches on the relocation mobility readiness also explore the international context, international relocation mobility readiness (IRMR), and personal and social factor as its antecedents [10].…”

Kapittel 14: Hope for the future?

“…The theory of planned behavior has also been applied to investigate intentions to work abroad (Andresen & Margenfeld, 2015;Remhof, Gunkel, & Schlaegel, 2014) and to study abroad (Hackney, Boggs, & Borozan, 2012;Presley, Damron-Martinez, & Zhang, 2010;Schnusenberg, de Jong, & Goel, 2012). As organizations increasingly operate in global markets, having employees with cross-cultural experience and skills is becoming ever more important.…”