Human resource management of international migrants: current theories and future research

References

• Al ArissA. (2010). Modes of engagement: Migration, self-initiated expatriation, and career development. Career Development International, 15, 338–358. doi:10.1108/13620431011066231.
   Web of Science ®Google Scholar
• Al ArissA., CascioW. F., & PaauweJ. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49, 173–179. doi:10.1016/j.jwb.2013.11.001.
   Web of Science ®Google Scholar
• Al ArissA., & Crowley-HenryM. (2013). Self-initiated expatriation and migration in the management literature: Present theorizations and future research directions. Career Development International, 18, 78–96. doi:10.1108/13620431311305962.
   Web of Science ®Google Scholar
• Al ArissA., & SyedJ. (2011). Capital mobilization of skilled migrants: A relational perspective. British Journal of Management, 22, 286–304. doi:10.1111/j.1467-8551.2010.00734.x.
   Web of Science ®Google Scholar
• AlmeidaS., FernandoM., & SheridanA. (2012). Revealing the screening: Organisational factors influencing the recruitment of immigrant professionals. International Journal of Human Research Management, 23, 1950–1965. doi:10.1080/09585192.2011.616527.
   Web of Science ®Google Scholar
• AndresenM., BergdoltF., MargenfeldJ., & DickmannM. (2014). Addressing international mobility confusion - Developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants. International Journal of Human Resource Management, 25, 2295–2318. doi:10.1080/09585192.2013.877058.
   Web of Science ®Google Scholar
• BeechlerS., & WoodwardI. C. (2009). The global ‘war for talent’. Journal of International Management, 15, 273–285. doi:10.1016/j.intman.2009.01.002.
   Web of Science ®Google Scholar
• BerryD. P., & BellM. P. (2012). ‘Expatriates’: Gender, race and class distinctions in international management. Gender, Work and Organization, 19, 10–28. doi:10.1111/j.1468-0432.2011.00577.x.
   Web of Science ®Google Scholar
• BinggeliS., DietzJ., & KringsF. (2013). Immigrants: A forgotten minority. Industrial and Organizational Psychology, 6, 107–113. doi:10.1111/iops.12019.
   Web of Science ®Google Scholar
• CaoL., HirschiA., & DellerJ. (2013). The positive effects of a protean career attitude for self-initiated expatriates. Career Development International, 18, 56–77. doi:10.1108/13620431311305953.
   Web of Science ®Google Scholar
• CarrS. C., InksonK., & ThornK. (2005). From global careers to talent flow: Reinterpreting ‘brain drain’. Journal of World Business, 40, 386–398. doi:10.1016/j.jwb.2005.08.006.
   Web of Science ®Google Scholar
• CerdinJ.-L., DinéM. A., & BrewsterC. (2014). Qualified immigrants' success: Exploring the motivation to migrate and to integrate. Journal of International Business Studies, 45, 151–168. doi:10.1057/jibs.2013.45.
   Web of Science ®Google Scholar
• CerdinJ.-L., & SelmerJ. (2014). Who is a self-initiated expatriate? Towards conceptual clarity of a common notion. International Journal of Human Resource Management, 25, 1281–1301. doi:10.1080/09585192.2013.863793.
   Web of Science ®Google Scholar
• Crowley-HenryM. (2012). Re-conceptualizing the career development of self-initiated expatriates: Rivers not ladders. Journal of Management Development, 31, 130–141. doi:10.1108/02621711211199476.
   Google Scholar
• CurranS. R., & SaguyA. C. (2001). Migration and cultural change: A role for gender and social networks?Journal of International Women's Studies, 2, 54–77.
   Google Scholar
• DietzJ. (2010). Introduction to the special issue on employment discrimination against immigrants. Journal of Managerial Psychology, 25, 104–112. doi:10.1108/02683941011019320.
   Web of Science ®Google Scholar
• DietzJ., BaltesB. B., & RudolphC. W. (2010a). Examining the effect of negative Turkish stereotypes on evaluative workplace outcomes in Germany. Journal of Managerial Psychology, 25, 148–158. doi:10.1108/02683941011019357.
   Web of Science ®Google Scholar
• D'NettoB., & SohalA. (1999). Human resource practices and workforce diversity: An empirical assessment. International Journal of Manpower, 20, 530–547. doi:10.1108/01437729910302723.
   Web of Science ®Google Scholar
• DohertyN. (2013). Understanding the self-initiated expatriate: A review and direction for future research. International Journal of Management Review, 15, 447–469.
   Web of Science ®Google Scholar
• DorschM., SuutariV., & BrewsterC. (2013). Research in self-initiated expatriation: History and future directions. In M.Andresen, A.Al Ariss, & M.Walther (Eds.), Self-initiated expatriation: Individual, organizational, and national perspectives (pp. 42–56). New York, NY: Routledge.
   Google Scholar
• HosodaM., & Stone-RomeroE. (2010). The effects of foreign accents on employment-related decisions. Journal of Managerial Psychology, 25, 113–132. doi:10.1108/02683941011019339.
   Web of Science ®Google Scholar
• Howe-WalshL., & SchynsB. (2010). Self-initiated expatriation: Implications for HRM. International Journal of Human Resource Management, 21, 260–273. doi:10.1080/09585190903509571.
   Web of Science ®Google Scholar
• HyndmanJ. (1999). Gender and Canadian immigration policy: A current snapshot. Canadian Woman Studies, 19, 6–10.
   Google Scholar
• IredaleR. (2001). The migration of professionals: Theories and typologies. International Migration, 39, 7–26. doi:10.1111/1468-2435.00169.
   PubMed Web of Science ®Google Scholar
• IredaleR. (2005). Gender, immigration policies and accreditation: Valuing the skills of professional women migrants. Geoforum, 36, 155–166. doi:10.1016/j.geoforum.2004.04.002.
   Web of Science ®Google Scholar
• KofmanE. (2000). The invisibility of skilled female migrants and gender relations in studies of skilled migration in Europe. International Journal of Population Geography, 6, 45–59. 10.1002/(SICI)1099-1220(200001/02)6:1 < 45:AID-IJPG169>3.0.CO;2-B.
   Google Scholar
• McNultyY., De CieriH., & HutchingsK. (2009). Do global firms measure expatriate return on investment? An empirical examination of measures, barriers and variables influencing global staffing practices. International Journal of Human Resource Management, 20, 1309–1326. doi:10.1080/09585190902909830.
   Web of Science ®Google Scholar
• NewtonS., PillayJ., & HigginbottomG. (2012). The migration and transitioning experiences of internationally educated nurses: A global perspective. Journal of Nursing Management, 20, 534–550. doi:10.1111/j.1365-2834.2011.01222.x.
   PubMed Web of Science ®Google Scholar
• NolanE. M., & MorleyM. J. (2014). A test of the relationship between person-environment fit and cross-cultural adjustment among self-initiated expatriates. International Journal of Human Resource Management, 25, 1631–1649. doi:10.1080/09585192.2013.845240.
   Web of Science ®Google Scholar
• OECD. (2013). World migration in figures (Report). Retrieved from OECD: http://www.oecd.org/els/mig/World-Migration-in-Figures.pdf.
   Google Scholar
• PeltokorpiV., & Jintae FroeseF. (2009). Organizational expatriates and self-initiated expatriates: Who adjusts better to work and life in Japan?. International Journal of Human Resource Management, 20, 1096–1112. doi:10.1080/09585190902850299.
   Web of Science ®Google Scholar
• RichardsonJ., McBeyK., & McKennaS. (2008). Integrating realistic job previews and realistic living conditions previews. Personnel Review, 37, 490–508. doi:10.1108/00483480810891646.
   Web of Science ®Google Scholar
• RodriguezJ. K., & MearnsL. (2012). Problematising the interplay between employment relations, migration and mobility. Employee Relations, 34, 580–593. doi:10.1108/01425451211267946.
   Web of Science ®Google Scholar
• SidaniY., & Al ArissA. (2014). Institutional and corporate drivers of global talent management: Evidence from the Arab Gulf region. Journal of World Business, 49, 215–224. doi:10.1016/j.jwb.2013.11.005.
   Web of Science ®Google Scholar
• SuutariV., & BrewsterC. (2000). Making their own way: International experience through self-initiated foreign assignments. Journal of World Business, 35, 417–436. doi:10.1016/S1090-9516(00)00046-8.
   Web of Science ®Google Scholar
• TharenouP. (2008). Disruptive decisions to leave home: Gender and family differences in expatriation choices. Organizational Behavior and Human Decision Processes, 105, 183–200. doi:10.1016/j.obhdp.2007.08.004.
   Web of Science ®Google Scholar
• TharenouP. (2010). Women's self-initiated expatriation as a career option and its ethical issues. Journal of Business Ethics, 95, 73–88. doi:10.1007/s10551-009-0348-x.
   Web of Science ®Google Scholar
• ThornK. (2009). The relative importance of motives for international self-initiated mobility. Career Development International, 14, 441–464. doi:10.1108/13620430910989843.
   Web of Science ®Google Scholar
• Turchick HakakL., & Al ArissA. (2013). Vulnerable work and international migrants: A relational human resource management perspective. The International Journal of Human Resource Management, 24, 4116–4131. doi:10.1080/09585192.2013.845427.
   Web of Science ®Google Scholar
• United Nations. (2013, September 3). Population facts. Department of Economic and Social Affairs, Population Division. New York, NY: Author.
   Google Scholar
• VanceC. M. (2005). The personal quest for building global competence: A taxonomy of self-initiating career path strategies for gaining business experience abroad. Journal of World Business, 40, 374–385. doi:10.1016/j.jwb.2005.08.005.
   Web of Science ®Google Scholar
• ZikicJ., BonacheJ., & CerdinJ.-L. (2010). Crossing national boundaries: A typology of qualified immigrants' Career Orientations. Journal of Organizational Behavior, 31, 667–686. doi:10.1002/job.705.
   Web of Science ®Google Scholar