Looking for global talent in all the right places: a critical literature review of non-traditional expatriates

McNulty, Yvonne; Hutchings, Kate

doi:10.1080/09585192.2016.1148756

Cited by 55 publications

(88 citation statements)

References 106 publications

(114 reference statements)

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“…For example, in noting the rising numbers of accompanying families choosing to relocate (longterm or short-term), McNulty and Hutchings (2016) reinforce earlier research suggesting the potential contribution that families can make to the success or failure of international assignments. They also highlight the need to examine the HRM implications for non-traditional expatriate families, including: those with special needs and/or gifted children; families with children adopted overseas; multi-generational families; blended families; and status reversal partnerships with female 'breadwinners' .…”

Section: Expatriates and The Employment Relationshipsupporting

confidence: 60%

“…For example, while a range of organisational, national cultural and individual factors contributing to lack of gender balance amongst expatriates have been well examined within the literature (see Hutchings & Michailova, 2017;Shortland, 2009), McNulty and, other areas of individual difference are less examined (e.g. lesbian, gay, bisexual and transgender [LGBT] expatriates -see Gedro [2010] and McPhail, McNulty, and Hutchings [2016]: cited in McNulty and ; and single parent and split families -see McNulty [2015]: cited in McNulty and Hutchings [2016]). Given the uncertainty involved in living and working in a foreign country, unsurprisingly the roles of: commitment to the parent organisation, the host organisation and task performance; individual differences; the level of social support available; and, situational stressors; have all been examined as contributors to expatriate adjustment and assignment success (see Kraimer & Wayne, 2004).…”

Section: Expatriates and The Employment Relationshipmentioning

confidence: 99%

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Psychological contracts: enhancing understanding of the expatriation experience

O’Donohue

Hutchings

Hansen

2017

The International Journal of Human Resource Management

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In this introduction, we undertake a critical review of the state of research examining psychological contracts (PCs) as they pertain to the experience of expatriation and expatriates. Though expatriation as an activity has diversified greatly in recent decades -with the growth of self-initiated expatriation, more short-term, flexible and commuter assignments and a broadening of the expatriate profile with a wider range of people choosing to expatriate -there has been limited research published thus far examining expatriates' perceptions of their PC and how it is affected by working inter-culturally. This introduction briefly traces the history of PC research and expatriates/expatriation and the employment relationship, and then considers the extant research specifically examining PCs in relation to expatriates/ expatriation. The articles included in the special issue address a range of areas identified in the call for papers and provide valuable insights into expatriation and expatriates' experience including: expatriate PC breach; expatriate PC fulfilment; preand post-assignment PC as perceived by repatriates; PC of flexpatriates; and, episodic formation of expatriate PCs. Given the relatively underexplored area of expatriate/expatriationrelated PC research, the special issue establishes a platform for undertaking future research in this field.

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Section: Expatriates and The Employment Relationshipsupporting

confidence: 60%

Section: Expatriates and The Employment Relationshipmentioning

confidence: 99%

Psychological contracts: enhancing understanding of the expatriation experience

O’Donohue

Hutchings

Hansen

2017

The International Journal of Human Resource Management

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“…The 13 interview participants were invited to join the study via personal invitation, being identified as a divorcee through my personal network [1]. This involved inviting two divorcees in Singapore whom I knew through professional networks to participate in the study (which they did).…”

Section: Sourcing Participantsmentioning

confidence: 99%

Till stress do us part: the causes and consequences of expatriate divorce

McNulty

2015

Journal of Global Mobility

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Purpose -International relocation is undoubtedly a source of stress for families, and in particular for married couples. Yet, despite familial challenges and the fact that "family concerns" remain a top reason for assignment refusal and assignment failure, including a growing body of anecdotal evidence suggesting that many expatriate marriages fail often at huge cost to organizations, there is not one academic study yet published on expatriate divorce. The purpose of this paper is to empirically examine the causes and consequences of expatriate divorce. Design/methodology/approach -In this exploratory case-based study, the author uses respondent data from 13 face-to-face interviews and 25 online survey participants. Findings -Findings demonstrate that expatriate marriages end in divorce for two main reasons: first, a core issue in the marriage that exists before going abroad (e.g. alcoholism, mental health problems) and which continues while abroad; and second, when one or both spouses is negatively influenced by an expatriate culture to such an extent that a form of "group think" results in polarizing behavior that is counter to how they might behave "back home" (e.g. infidelity, sexual misconduct). The consequences of divorce for expatriates are immense and include bankruptcy, destitution, homelessness, depression, psychophysiological illness, alienation from children, and suicide. Research limitations/implications -Data are cross-sectional and findings are limited by singleresponse bias. Future studies would do well to research matched samples of couples engaging in global work experiences over different points in time in order to track longitudinal changes in marital quality, including why some go on to divorce while others recover from marital breakdown and stay married. Practical implications -One of the strongest pieces of advice offered by most of the respondents is for spouses, and trailing spouses in particular, to know their legal rights and entitlements in each country where they are living in the event of divorce. Originality/value -This is the first study to empirically explore the lived experience of expatriate divorce.

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“…In other words, cosmopolitanism is reflected in the set of categories that individuals sense and enact-acknowledging the subjectivity and variability of human experience and mindset, which are not necessarily related to physical experiences such as travel or geographical location. Thus, our model suggests there is no "one-size-fits-all" approach for global organizations when identifying and selecting individuals to serve as transcultural brokers or boundary spanners because the diversity of cosmopolitans indicates that we should learn to look beyond traditional profiles (McDonnell & Collings, 2011;McNulty & Hutchings, 2016).…”

Section: Implications For Practicementioning

confidence: 99%

“…Our approach is distinctively interdisciplinary (see Cheng, Henisz, Roth, & Swaminathan, 2009), and we draw on the key literature on cosmopolitanism, globalization, and transnational cultures (e.g., Hannerz, 1990;Skrbis & Woodward, 2007), network theory in sociology and organizational studies (e.g., Burt, 1992;Obstfeld et al, 2014), and research on global work (e.g., Hinds et al, 2011;Brannen & Peterson, 2009) and international and human resource management (e.g., McNulty & Hutchings, 2016;Schuler et al, 2011). Based on these research streams, we first propose a model of cosmopolitanism as an embodied disposition.…”

Section: Introductionmentioning

confidence: 99%

Transcultural Brokerage: The Role of Cosmopolitans in Bridging Structural and Cultural Holes

Levy¹,

Lee

Jonsen

et al. 2018

Journal of Management

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TRANSCULTURAL BROKERAGE: THE ROLE OF COSMOPOLITANS IN BRIDGING STRUCTURAL AND CULTURAL HOLES ABSTRACTThe growth and proliferation of global systems and transnational cultures have generated larger and more diverse types of cosmopolitans, all of whom span conventional social boundaries. Understanding this diversity is increasingly important because cosmopolitans often bridge across a wide range of transnational and global networks within and across global organizations. Drawing on multiple disciplines, we conceptualize cosmopolitanism as an embodied disposition characterized by high levels of cultural transcendence and openness that are manifested in and enacted along varied trajectories of cultural embeddedness in one's own culture and cultural engagement with the cultural Other. We then propose an analytical framework for the influence of cosmopolitan disposition on transcultural brokerage processes, specifically on bridging structural and cultural holes. Finally, we present a typology of cosmopolitan brokers and their corresponding practices and activities as they engage in transcultural brokerage. By recognizing the diversity and complexity of cosmopolitans and their respective dispositions, we significantly expand the pool of "global talent" beyond the traditional focus on expatriates, and we challenge the conventional wisdom on who counts as talent in an interconnected world.

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Looking for global talent in all the right places: a critical literature review of non-traditional expatriates

Cited by 55 publications

References 106 publications

Psychological contracts: enhancing understanding of the expatriation experience

Psychological contracts: enhancing understanding of the expatriation experience

Till stress do us part: the causes and consequences of expatriate divorce

Transcultural Brokerage: The Role of Cosmopolitans in Bridging Structural and Cultural Holes

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