Expatriate selection: back to basics?

By J. Selmer. 2001

147 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/966e9666fea2406796af6d0b1413ba556a90914d

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Citations in the corpus

The human resource challenge to outward foreign direct investment aspirations from emerging economies: the case of China (2007, background): “Harris and Brewster, 1999 ; Selmer, 2001 ; Tung and Varma, in press ) have found that the selection decisions typically come down to finding those who are willing to go on such assignments, provided they possess the technical competencies to perform the job.”
Marital Status and Work Outcomes of Self-Initiated Expatriates: Is There a Moderating Effect of Gender? (2011, background): “However, researchers have also noted that married expatriates tend to fare better than their unmarried colleagues ( Selmer, 2001”
What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation (2015, background): “One reason why employers may be unlikely to deploy low level expatriates is that expatriation is expensive and risky for organizations (Selmer, 2001).”
Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives (2007, background): “Given this limitation however, it is generally estimated that the cost associated with the international assignment is between three and five times an assignee’s home salary per annum (Selmer, 2001).”
Is expatriation good for my career? The impact of expatriate assignments on perceived and actual career outcomes (2008, background): “Extensive research has been done on the types of employees that are best suited for expatriate assignments (Tung 1998; Selmer 2001; Tharenou and Harvey 2006), the expatriate adjustment process (Black and Gregersen 1991; Bhaskar-Shrinivas, Harrison, Shaffer and Luk 2005; Selmer 2006), willingness to…”