Female expatriation is a studied but still quite undertapped question for academics to explore. If expatriation in general has generated a lot of literature with various approaches, female expatriation still revolves around one traditional theme.
Based on the realisation that the number of female expatriates is quite lower than the one of their male counterparts, academics focused on analysing the barriers that would prevent more women to initiate expatriation. Many studies then explored the potential solutions to identify and overcome successfully such obstacles. This type of approach underlines the dynamics and influences prior to departure.
Table of Contents
1. Traditional expatriation
1.1 The need for corporate expatriates
1.2 Selection process and adjustment
2. Self-initiated expatriation (SIE)
3. Comparative study of the two groups motivations to expatriate
4. Women expatriates
4.1 Traditional approach and myths
4.2 Specifities of female expatriates
5. Dual-career management
6. References
Research Objectives and Themes
The primary objective of this work is to analyze and distinguish between two distinct forms of international mobility: corporate-initiated expatriation and self-initiated expatriation (SIE). The paper explores how these categories differ in terms of motivations, selection processes, organizational support, and the specific challenges faced by female expatriates and dual-career couples.
- Comparison of corporate expatriation and self-initiated expatriation (SIE).
- Examination of selection processes and the impact of organizational support.
- Critical analysis of myths and gender-related barriers for women in international management.
- Investigation of dual-career management and the role of family adjustment in assignment success.
Excerpt from the Book
1.1 The need for corporate expatriates
Expatriaion nowadays when studied calls for a distinction between two distinctive groups, corporate and self-initiated expatriates. The first category though is considered to be the traditional one and the most studied to date. That is why it will be presented first. It also created all the myths, preconceptions and prejudices regarding expatriation. It is usually associated with Western companies’ employees being sent abroad with their families for professional purposes.
Out of the two groups this study will focus on, corporate expatriates were the first category to be studied by academics. Corporate or organizational expatriates embody the traditional expatriation. This followed the emergence of MNCs and their growing need for international managers. Corporate expatriates are employees sent by their company on an international assignment for a fixed duration. At the roots of this type of expatriation are MNC’s objectives. Hence, the appearance of corporate expatriates answered firm’s needs and led to new HRM focus and issues like cross-cultural management. Corporate expatriation is perceived as a fine tool for a company to manage its activity globally. These assignments are designed as short term contracts with a specified job description and a selection process conducted by the expatriate’s company in his/her home country. Such experiences are then a part of an employee career development within a specific firm.
Summary of Chapters
1. Traditional expatriation: This chapter defines the concept of corporate-led expatriation as a strategic tool for MNCs and discusses the primary drivers and historical focus on this traditional model.
2. Self-initiated expatriation (SIE): This section introduces the concept of SIE, highlighting the individual-driven nature of these assignments and contrasting them with the organizational support typical of corporate expatriates.
3. Comparative study of the two groups motivations to expatriate: This chapter analyzes the differing motives of corporate and self-initiated expatriates, noting that corporate expatriates often seek career capital, while SIEs prioritize cultural and personal growth.
4. Women expatriates: This section investigates gender-related myths and barriers, specifically focusing on the "glass ceiling" in international assignments and the unique professional challenges women face.
5. Dual-career management: This chapter explores the complexities of managing work-family interfaces during relocation and provides models for supporting dual-career couples to prevent assignment failure.
6. References: A comprehensive list of academic sources and literature consulted for the study.
Keywords
Corporate Expatriation, Self-initiated Expatriation, SIE, International Mobility, Global Talent Management, Women Expatriates, Glass Ceiling, Dual-career, Trailing Spouse, Human Resource Management, Cross-cultural Management, Career Development, International Assignment, Expatriate Adjustment, Organizational Support.
Frequently Asked Questions
What is the core focus of this research paper?
The paper focuses on the dynamics of international mobility, specifically comparing traditional corporate expatriation with self-initiated expatriation (SIE).
What are the central themes discussed in the work?
Central themes include the motivation for working abroad, the role of organizational support, gender biases in international career progression, and the management of dual-career families during relocation.
What is the primary objective of the study?
The objective is to analyze the distinct nature of corporate and self-initiated expatriates and to understand the specific hurdles faced by women and dual-career couples in international environments.
Which scientific methodology is primarily applied here?
The work utilizes a literature-based comparative analysis, synthesizing existing academic research and frameworks to evaluate current trends in expatriation.
What topics are covered in the main body of the document?
The main body covers the emergence of corporate expatriation, the definition and characteristics of SIE, a comparative analysis of career motivations, challenges faced by female managers, and frameworks for supporting dual-career couples.
Which keywords best characterize this work?
Keywords include Corporate Expatriation, SIE, Global Talent Management, Dual-career, and Expatriate Adjustment.
How does the author define the "expatriate glass ceiling"?
It is defined as an invisible but impermeable barrier, characterized by a lack of opportunities for international assignments for women, creating a self-defeating cycle that limits their career advancement.
Why is dual-career management considered a high-risk factor for MNCs?
It is high-risk because family-related stress and the lack of support for trailing spouses are leading causes of premature assignment failure, which results in significant financial loss for the company.
What are the primary differences between the motivations of corporate expatriates and SIEs?
Corporate expatriates are primarily driven by career advancement within their firm, while SIEs are often motivated by personal learning, cultural experience, and the desire for adventure.
- Arbeit zitieren
- Audrey Noumazalayi Ilounga (Autor:in), 2016, Expatriation. A critical review of the literature on expatriates, München, GRIN Verlag, https://www.grin.com/document/335011
