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Expatriation: Traditional criticisms and international careers: Introducing the special issue

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References

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1996THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND PROSPECTS.3,153 cited
1992Theoretical Perspectives for Strategic Human Resource Management2,749 cited
2005PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META‐ANALYSIS2,410 cited
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2006Cross-cultural competence in international business: toward a definition and a model910 cited
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1999Strategic Human Resources: Frameworks for General Managers681 cited
2000THE BIG FIVE PERSONALITY CHARACTERISTICS AS PREDICTORS OF EXPATRIATE'S DESIRE TO TERMINATE THE ASSIGNMENT AND SUPERVISOR‐RATED PERFORMANCE641 cited
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2006You can take it with you: Individual differences and expatriate effectiveness.625 cited
2000Making their own way: international experience through self-initiated foreign assignments610 cited

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2002Toward the boundaryless career: a closer look at the expatriate career concept and the perceived implications of an international assignment524 cited

1990The Role of Expatriates in the Management of Interdependence Complexity and Risk in Multinational Corporations511 cited

2008Career capital during international work experiences: contrasting self-initiated expatriate experiences and assigned expatriation453 cited

Cited by

2014The meaning of language skills for career mobility in the new career landscape67 cited
2018What Fosters Individual-Level Absorptive Capacity in MNCs? An Extended Motivation–Ability–Opportunity Framework55 cited
2014Women and international assignments54 cited
2012Re-conceptualizing the career \ndevelopment of self initiated \nexpatriates: rivers not ladders47 cited
2018Revisiting the expatriate failure concept: A qualitative study of Scandinavian expatriates in Hong Kong45 cited
2012Human resource management in Asian subsidiaries: comparison of French and Japanese MNCs41 cited
2016How and why does expatriation management influence expatriates’ employability?38 cited
2012Shared Vision in MNE Subsidiaries: The Role of Formal, Personal, and Social Control in Its Development and Its Impact on Subsidiary Learning33 cited
2017Japanese self‐initiated expatriates as boundary spanners in Chinese subsidiaries of Japanese MNEs: Antecedents, social capital, and HRM practices32 cited
2014Influence of pre-graduation international experiences on early career internationalization: The mediation effect of career capital30 cited
2016A qualitative study of expatriates’ perceptions of and process of responses to psychological contract breach27 cited
2015Expatriate coaching: factors impacting coaching success25 cited
2016Travelling through the class ceiling? Social mobility of ‘traditional’ and ‘new’ expatriates20 cited
2016Embeddedness and social support of self-initiated and assigned expatriates20 cited
2020The development of HR support for alternative international assignments. From liminal position to institutional support for short-term assignments, international business travel and virtual assignments17 cited
2017Adjustment in international work contexts: Insights from self‐initiated expatriates in academia17 cited