Exploring the motives of company-backed and self-initiated expatriates

By Noeleen Doherty, M. Dickmann, Timothy B. Mills. 2011

302 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/1f9397df74bee34a0916054e5e29756103d75008

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In Communication

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

The positive effects of a protean career attitude for self‐initiated expatriates (2013, background): “Although a protean career attitude has been suggested to be conceptually connected to SIEs (Doherty et al., 2011), empirical studies validating its predictive effect are scarce.”
The Effect of International Work Experience on the Career Success of Expatriates: A Comparison of Assigned and Self‐Initiated Expatriates (2017, background): “…are different, with AEs typically building stronger connections in the home country whereas SIEs are better connected in the host country (Mäkelä & Suutari, 2013), stay longer (Doherty et al., 2011), and are thus more likely to develop the essential language skills to advance their careers there.”
Organizational expatriates and self-initiated expatriates: differences in cross-cultural adjustment and job satisfaction (2013, background): “For example, a study on Finnish expatriates shows that SIEs are younger and are more often female than OEs (Suutari and Brewster 2000), whereas a study in Western Europe shows no demographic differences between SIEs and OEs (Doherty et al. 2011).”
Self‐initiated expatriates and their career success (2012, background): “In the context of a boundaryless career, the personal meaning of one’s career advancement has been gaining importance (Arthur et al., 2005, Doherty et al., 2011, Richardson and Mallon, 2005).”
Self‐initiated expatriation and self‐initiated expatriates: Clarification of the research stream (2013, background): “Much of the research to date has centered either on individuals from particular countries (for example, New Zealand (Thorn, 2009a), Finland (Suutari and Brewster, 2000), and the UK (Doherty et al., 2011)) or on self-initiated expatriates within one geographical location (Crowley-Henry, 2012; Al Aris”
Perceived organizational support and intention to stay in host countries among self-initiated expatriates: the role of career satisfaction and networks (2014, background): “…subgroups (Suutari and Brewster 2000), different aspects of SIE careers (e.g. downside of SIE careers for academics; Richardson and Zikic 2007), motivations for expatriation (Doherty, Dickmann and Mills 2011), the role of the family (Richardson 2006) and repatriation (Tharenou and Caulfield 2010).”
Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants (2014, background): “Given the differences that begin to emerge in relation to the motivations and career impact of AEs versus SIEs (Doherty et al. 2011), distinguishing clearly between the two forms will be crucial for future research.”