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This edited volume builds on the previously published
Self-Initiated Expatriation: Individual, Organizational, and
National Perspectives, which served to give in-depth insights into
the concept and the processes of self-initiated expatriation and
presented different groups undertaking self-initiated foreign
career moves. While more than a hundred articles on self-initiated
expatriation (SIE) have been published in the meanwhile, an
examination of the research questions and samples of SIEs in
published SIE research shows that the role of context and its
impact on SIEs' career-related decisions and behaviors has not been
explored sufficiently. This raises the question in how far existing
research results are comparable. The aim of this follow-up volume
is to deepen the understanding of SIEs' careers, focusing on the
contextual influences of space, time, and institutions on the
heterogeneous SIE population. More specifically, the editors aim to
shed light on spatial conditions in terms of the home and host
country conditions on the self-initiated expatriation experience
and examine developments over time in terms of temporality of
conditions and SIEs' life-course. Moreover, the influence of the
institutional context in terms of occupational, organisational, and
societal specificities will be analysed. All chapters are based on
strong theoretical foundations that serve to conceptualise
"context" and are written by both established and emerging global
academics and researchers. Self-Initiated Expatriates in Context
contributes to conceptual clarity in the burgeoning field of SIE
research by drawing attention to the importance of exploring
context and, thus, boundary conditions to careers. It offers
specific guidance for an improvement of future SIE-related research
in order to enhance the validity of future empirical studies as
well as for an improvement of managerial practice. It will be of
interest to researchers, academics, practitioners, and students in
the fields of international business, human resource management,
organisational studies, and strategic management.
This book is designed to help practitioners and academics to assess
the added value of HR practices. It provides hands-on
recommendations for choosing effective means to manage HR and
specific suggestions aimed at facilitating the measurement of HR
practices impact on value creation. Evidence-based recommendations
are made by drawing on thorough empirical research from various
research traditions and academic disciplines. It covers a wide
variety of tasks faced by the HR function and specifically
addresses new challenges such as assessing the added value of
work-life balance practices."
This edited volume builds on the previously published
Self-Initiated Expatriation: Individual, Organizational, and
National Perspectives, which served to give in-depth insights into
the concept and the processes of self-initiated expatriation and
presented different groups undertaking self-initiated foreign
career moves. While more than a hundred articles on self-initiated
expatriation (SIE) have been published in the meanwhile, an
examination of the research questions and samples of SIEs in
published SIE research shows that the role of context and its
impact on SIEs' career-related decisions and behaviors has not been
explored sufficiently. This raises the question in how far existing
research results are comparable. The aim of this follow-up volume
is to deepen the understanding of SIEs' careers, focusing on the
contextual influences of space, time, and institutions on the
heterogeneous SIE population. More specifically, the editors aim to
shed light on spatial conditions in terms of the home and host
country conditions on the self-initiated expatriation experience
and examine developments over time in terms of temporality of
conditions and SIEs' life-course. Moreover, the influence of the
institutional context in terms of occupational, organisational, and
societal specificities will be analysed. All chapters are based on
strong theoretical foundations that serve to conceptualise
"context" and are written by both established and emerging global
academics and researchers. Self-Initiated Expatriates in Context
contributes to conceptual clarity in the burgeoning field of SIE
research by drawing attention to the importance of exploring
context and, thus, boundary conditions to careers. It offers
specific guidance for an improvement of future SIE-related research
in order to enhance the validity of future empirical studies as
well as for an improvement of managerial practice. It will be of
interest to researchers, academics, practitioners, and students in
the fields of international business, human resource management,
organisational studies, and strategic management.
Globalization and the development of multinational organizations
have led to an increase in the number of people spending part of
their lives living and working in foreign countries. While the
contemporary literature has focused on organizational expatriates
sent overseas by their employers, self-initiated expatriation is
becoming an important area of study in its own right. Studies on
self-initiated expatriation explore the labor market positions of
individuals who have relocated under their own initiative. However,
no comprehensive book exists on the dynamics that underlie this
type of mobility. This edited volume offers a holistic picture of
self-initiated expatriation and the groups that pursue it,
emphasizing many aspects for departure including career development
and career capital. It is the first book on the market to explore
the issues pertaining to self-initiated expatriation from a variety
of perspectives with important theoretical and practical
implications. In an era of global war for talent, companies face
difficulties in finding highly skilled employees. Self-initiated
expatriates have the potential to fill this talent gap. National
economies thus have an interest in creating favorable conditions to
attract self-initiated expatriates and provoke their repatriation,
and this book explores the conditions that achieve the return of
employees with skills that are in demand outside of their home
countries.
This book is designed to help practitioners and academics to assess
the added value of HR practices. It provides hands-on
recommendations for choosing effective means to manage HR and
specific suggestions aimed at facilitating the measurement of HR
practices’ impact on value creation. Evidence-based
recommendations are made by drawing on thorough empirical research
from various research traditions and academic disciplines. It
covers a wide variety of tasks faced by the HR function and
specifically addresses new challenges such as assessing the added
value of work-life balance practices.
Globalization and the development of multinational organizations
have led to an increase in the number of people spending part of
their lives living and working in foreign countries. While the
contemporary literature has focused on organizational expatriates
sent overseas by their employers, self-initiated expatriation is
becoming an important area of study in its own right. Studies on
self-initiated expatriation explore the labor market positions of
individuals who have relocated under their own initiative. However,
no comprehensive book exists on the dynamics that underlie this
type of mobility. This edited volume offers a holistic picture of
self-initiated expatriation and the groups that pursue it,
emphasizing many aspects for departure including career development
and career capital. It is the first book on the market to explore
the issues pertaining to self-initiated expatriation from a variety
of perspectives with important theoretical and practical
implications. In an era of global war for talent, companies face
difficulties in finding highly skilled employees. Self-initiated
expatriates have the potential to fill this talent gap. National
economies thus have an interest in creating favorable conditions to
attract self-initiated expatriates and provoke their repatriation,
and this book explores the conditions that achieve the return of
employees with skills that are in demand outside of their home
countries.
Maike Andresen analysiert und beurteilt das Arbeits(zeit)verhalten
hochqualifizierter Angestellter im Rahmen des Arbeitszeitmodells
der Arbeitszeitfreiheit. Sie legt dabei okonomische und
psychologische Modelle, Theorien und Erkenntnisse zugrunde.
Ergebnis ist ein positives Votum fur die Arbeitszeitfreiheit und
die Darstellung verschiedener Handlungsempfehlungen fur die
Umsetzung in die Praxis."
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