A typology of long-term expatriates: Conceptualization, consequences and future research

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2024-12-25 DOI:10.1016/j.hrmr.2024.101074

Jan Selmer , Margaret Shaffer , Stefan Jooss , B. Sebastian Reiche

引用次数: 0

Abstract

The expatriation literature typically focuses on single and temporary types of international assignments and rarely studies how expatriates' experiences may evolve over time. We examine why and how expatriates extend their assignments. Adopting an embeddedness lens, we draw on organizational and community embeddedness—and expatriate lifestyle embeddedness as a novel third dimension—to better understand expatriates' embeddedness and subsequent career-related decisions. We unpack the intrapersonal and interpersonal consequences of being a long-term expatriate and develop a future research agenda. We contribute to the literature with an embeddedness-informed typology of long-term expatriation that theorizes about salient attributes and international experiences of long-term expatriates.

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.