Self‐initiated foreign expatriates versus assigned expatriates: Two distinct types of international careers?

By Torsten Biemann, Maike Andresen. 2010

197 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/bbecf9334b62608acf4d6f252e8d38ffd8c964bf

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Citations in the corpus

Self‐initiated expatriation and self‐initiated expatriates: Clarification of the research stream (2013, background): “While there is still some way to go in this direction, some SIE scholars have made a start by examining the potential synergy between boundaryless career theory and the experiences of SIEs, including skilled workers such as nurses (Bozionelos, 2009), highly educated individuals (Doherty and Dickmann”
Organizational expatriates and self-initiated expatriates: differences in cross-cultural adjustment and job satisfaction (2013, background): “However, MNCs should also consider that SIEs can have lower job satisfaction, which could result in lower job performance and higher turnover (Hechanova et al. 2003; Biemann and Andresen 2010).”
Theorizing the meaning(s) of ‘expatriate’: establishing boundary conditions for business expatriates (2016, methodology): “Others use the SIE conceptualization but with different labels, such as SE (Alshahrani & Morley, 2015; Biemann & Andresen, 2010).”
What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation (2015, background): “Concerning individual variables, survey research shows that SIEs on average tend to be slightly younger or to start their international careers at a younger age than AEs (Biemann & Andresen, 2010; Cerdin & Le Pargneux, 2010; Suutari & Brewster, 2000).”
Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants (2014, background): “In their studies, using a self-reported measure of whether expatriates see themselves as self-initiated or assigned, Biemann and Andresen (2010) as well as Doherty et al. (2011) outline distinct motivators and career patterns of SIEs and AEs.”
Perceived organizational support and intention to stay in host countries among self-initiated expatriates: the role of career satisfaction and networks (2014, background): “For example, Biemann and Andresen (2010) found that the organizational mobility of SIE managers was higher than AE managers.”