A study of underemployment among self-initiated expatriates☆

By Chay Hoon Lee. 2005

197 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e579548f51aa592350d5dba49f9220f27a81ec18

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In Communication

In Organizational Behavior and Human Resource Management

Citations in the corpus

A test of the relationship between person–environment fit and cross-cultural adjustment among self-initiated expatriates (2014, background): “…while SIEs are generally described as individuals who decide themselves to move and work abroad (Inkson, Arthur, Pringle and Barry 1997; Suutari and Brewster 2000; Harrison, Shaffer and Bhaskar-Shrinivas 2004; Lee 2005; Myers and Pringle 2005; Vance 2005; Peltokorpi and Froese 2009, 2013).”
Marital Status and Work Outcomes of Self-Initiated Expatriates: Is There a Moderating Effect of Gender? (2011, background): “Such individuals, who themselves make the decision to live and work abroad, have been labelled self-initiated expatriates (SIEs) ( Lee, 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.”
Exploring the motives of company-backed and self-initiated expatriates (2011, background): “This finding has implications for employing organisations in that a significant number of highly qualified individuals appear to be underemployed, a situation that some authors have suggested may have an adverse impact on work attitudes (Lee 2005).”
The influence of expatriate cultural intelligence on organizational embeddedness and knowledge sharing: The moderating effects of host country context (2020, background): “Further, expatriates have been shown to become disillusioned with their working situation abroad due to an experienced incongruence between their qualities and the requirements and opportunities their environment has to offer (Bolino & Feldman, 2000; Lee, 2005).”
Modes of engagement: migration, self‐initiated expatriation, and career development (2010, background): “This causes job dissatisfaction and a low level of job involvement ( Lee, 2005”
Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations (2011, background): “Lee (2005) studied self-initiated expatriates in Singapore and showed that in a sample of over 500 employees, perceived overqualification was negatively related to job satisfaction, positively related to work alienation, and negatively related to career satisfaction.”
Recognizing the important role of self-initiated expatriates in effective global talent management (2015, unknown): “…& McKenna, 2006), volunteer workers (Hudson & Inkson, 2006), nurses (Bozionelos, 2009), doctors (Nolan & Morley, 2014), and business professionals (Fitzgerald & Howe-Walsh, 2008; Jokinen, Brewster, & Suutari, 2008; Lee, 2005; Scurry, Rodriguez, & Bailouni, 2013; Suutari & Brewster, 2000).”