From global careers to talent flow: Reinterpreting ‘brain drain’

By S. Carr, Kerr Inkson, K. Thorn. 2005

427 citations recorded by the source corpus.

Subfields: Communication, Economics and Econometrics, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/678db0b568b9e8a26e9e7333fdbc082134f77dd3

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Citations in the corpus

Self‐initiated foreign expatriates versus assigned expatriates: Two distinct types of international careers? (2010, background): “Like the expatriate assignment, the self-initiated foreign work experience contributes to the accumulation of career capital, which is tradable in global careers, and it provides accelerated development opportunities ( Carr et al. , 2005”
Global staffing: a review and thematic research agenda (2009, background): “New research is required on how organisations think about and interact with a new breed of migrants and international career contractors (Carr, Inkson and Thorn 2005 ) and this may require a new research agenda and new perspectives on the phenomenon of international careers.”
Marital Status and Work Outcomes of Self-Initiated Expatriates: Is There a Moderating Effect of Gender? (2011, result): “In contrast to that, a recent trend in expatriation research is to focus on individuals personally taking charge of their career trajectories without the direct support of an organization ( Carr et al. , 2005”
Skilled migrants' career capital as a source of competitive advantage: implications for strategic HRM (2015, result): “Similar findings were reported by Al Ariss (2010) and Carr, Inkson, and Thorn (2005), whereby motivations for migration ranged from career, cultural to economic reasons.”
Modes of engagement: migration, self‐initiated expatriation, and career development (2010, background): “Third, while migrants are supposed to “find permanent jobs overseas, and would decide to stay in the more developed economies” ( Carr et al. , 2005, p. 387”
The positive effects of a protean career attitude for self‐initiated expatriates (2013, background): “Introduction In times of unstable global economies and demographic changes, increasing numbers of skilled individuals go abroad and seek international career opportunities (Carr et al., 2005; OECD, 2008).”
Incorporating the macro view in global talent management (2015, background): “…will have to consider how to interact with them, what strategies to use in order to benefit from their expertise, what reward mechanisms to use in order to retain them, and how to plan their careers if they are not willing to slot their careers into strategic corporate plans (Carr et al., 2005).”
Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants (2014, background): “Consequently, AEs regard their foreign assignment as part of their organizational career (Siljanen and La¨msa¨ 2009) unlike SIEs who often follow an individualized career path (Carr et al. 2005).”
The Effect of International Work Experience on the Career Success of Expatriates: A Comparison of Assigned and Self‐Initiated Expatriates (2017, background): “SIEs are driven by different motivators which are less career and development oriented than AEs (Carr, Inkson & Thorn, 2005; Doherty et al., 2011).”
What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation (2015, background): “Apart from mindset, the boundaryless global career concept is determined by organizational and geographical mobility (Carr et al., 2005).”
The Psychology of Careers in Industrial - Organizational Settings: A Critical but Appreciative Analysis (2008, background): “In addition, the emerging literature on the under-utilisation of migrants’ skills, knowledge and capabilities, sometimes referred to as ‘brain waste’ (Lee, 2005; Lianos, 2007) noted but not developed by Carr et al. (2005), offers an important, though often neglected perspective.”