Global self‐initiated corporate expatriate careers: a new era in international assignments?
Abstract
Purpose
Within the current discourse on contemporary careers and the context of international assignments, this paper seeks to conduct a study of a large European MNC, with the aim of theory development on expatriation/repatriation.
Design/methodology/approach
A qualitative study, based on semi‐structured interviews in a major financial institution.
Findings
Motivation to expatriate falls into two distinct categories – company initiated assignments; and self‐initiated, career orientated and/or self‐development focused. The authors propose a two dimensional model to depict the emergence of a new expatriation path alongside the traditional one – differentiating those who respond to an international assignment call within a clearly framed career development path; and those embarking on international assignment as, primarily, a personal growth opportunity. A distinctive sub‐group of corporate self‐initiated expatriates is identified for the first time.
Research limitations/implications
A qualitative study within one company.
Practical implications
The emergent models could be utilized by HR managers to shape future policies and practices for global assignments.
Originality/value
Providing a new model to explicate the relevance of a protean career attitude in a global boundaryless career environment; outlining of new emergent international career trajectories, in particular corporate self‐initiated careers.
Keywords
Citation
Altman, Y. and Baruch, Y. (2012), "Global self‐initiated corporate expatriate careers: a new era in international assignments?", Personnel Review, Vol. 41 No. 2, pp. 233-255. https://doi.org/10.1108/00483481211200051
Publisher
:Emerald Group Publishing Limited
Copyright © 2012, Emerald Group Publishing Limited