Highly Skilled Globetrotters: Mapping the International Migration of Human Capital

By Sami Mahroum. 2000

384 citations recorded by the source corpus.

Subfields: Political Science and International Relations, Sociology and Political Science, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/edf25d421d61332590756c72837594639aa8640b

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Citations in the corpus

Report No. 19: Geographic Mobility in the European Union: Optimising its Economic and Social Benefits (2008, background): “According to Massey (1993), migration networks are sets of interpersonal ties that connect migrants, former migrants and non-migrants in origin and destination areas.”
Exploring the impact of cultural values on project performance: The effects of cultural values, age and gender on the perceived importance of project success/failure factors (2014, background): “…we could discard data presented by migrants (as Winch et al, 1997 did) but we believe such an approach epistemologically questionable: the migration of project practitioners or other highly skilled persons is unlikely to cease as nations search worldwide to fill skills gaps (Mahroum, 2000).”
Migration of Highly Skilled Persons From Developing Countries: Impact and Policy Responses (2016, background): “The most recent example is the demand for 26 Glover et al., 2000; Martin, 2000b. 27 There are at least five types of international migrant each with distinctive labor markets; see Mahroum, 2000.”
Effect of SMEs’ International Experience on Foreign Intensity and Economic Performance: The Mediating Role of Internationally Exploitable Assets and Competitive Strategy* (2010, background): “International development forces firms to send qualified human capital abroad and encourages the transfer of employees between subsidiaries (Mahroum 2002), encouraging the spread of organizational values and helping to strengthen human resource commitment.”
An empirical study on the determinants of international student mobility: a global perspective (2012, background): “Sami Mahroum (2000) divided international talent into five groups, they are: (i) Managers & Executives, (ii) Engineers &Technicians, (iii) Academics & Scientists, (iv) Entrepreneurs, and (v) Students, and Students are considered as main supply channels to these groups.”
Panic and panacea: brain drain and science and technology human capital policy (2004, background): “(Mahroum, 2000)”
Employment branding in the knowledge economy (2002, background): “Both the scholarly literature (see Mahroum, 2000) and the business press (see Thibodeau, 2000; Whiteley, 2000) comment currently on a permanent shortage of skilled employees in the knowledge economy.”