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Making their own way: international experience through self-initiated foreign assignments
2 references·16 citing·47 second hop
Making their own way: international experience through self-initiated foreign assignments (2000)Making their own way: international exper…Human Resource Management in Northern Europe (2000)Human Resource Management in …International dimensions of organizational behavior (1986)International dimensions of o…Theorizing the meaning(s) of ‘expatriate’: establishing boundary conditions for business expatriates (2016)Theorizing the meaning(s) of …Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants (2014)Addressing international mobi…Who is a self-initiated expatriate? Towards conceptual clarity of a common notion (2013)Who is a self-initiated expat…Dynamic cross-cultural competencies and global leadership effectiveness (2012)Dynamic cross-cultural compet…Choices, Challenges, and Career Consequences of Global Work Experiences (2012)Choices, Challenges, and Care…Motivation and adjustment of self-initiated expatriates: the case of expatriate academics in South Korea (2011)Motivation and adjustment of …Exploring the motives of company-backed and self-initiated expatriates (2011)Exploring the motives of comp…Will I Stay or Will I Go? Explaining Repatriation by Self-Initiated Expatriates (2010)Will I Stay or Will I Go? Exp…Modes of engagement: migration, self‐initiated expatriation, and career development (2010)Modes of engagement: migratio…Organizational expatriates and self-initiated expatriates: who adjusts better to work and life in Japan? (2009)Organizational expatriates an…Career capital during international work experiences: contrasting self-initiated expatriate experiences and assigned expatriation (2008)Career capital during interna…Brain drain: Inclination to stay abroad after studies (2006)Brain drain: Inclination to s…From global careers to talent flow: Reinterpreting ‘brain drain’ (2005)From global careers to talent…Repatriation: empirical evidence from a longitudinal study of careers and expectations among Finnish expatriates (2003)Repatriation: empirical evide…“The big OE”: self‐directed travel and career development (2003)“The big OE”: self‐directed t…Expatriation: A developing research agenda (2001)Expatriation: A developing re…Social Capital, Intellectual Capital, and the Organizational Advantage (1998)Social Capital, Intellectual Capital, and the Organizational Advantage (1998)The Forms of Capital (2002)A SOCIAL CAPITAL THEORY OF CAREER SUCCESS. (2001)The job demands-resources model of burnout. 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(1978)Talent Management: Conceptual Approaches and Practical Challenges (2014)Leadership Development: An Outcome-Oriented Review Based on Time and Levels of Analyses (2015)The role of diversity in organizational resilience: a theoretical framework (2019)Management International Review (2004)Should We Trust Web-Based Studies? A Comparative Analysis of Six Preconceptions About Internet Questionnaires. (2004)Research in Organizational Behavior. (1986)Implementation intentions: Strong effects of simple plans. (1999)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Reviewing employee turnover: Focusing on proximal withdrawal states and an expanded criterion. (2012)When and how is job embeddedness predictive of turnover? A meta-analytic investigation. (2012)The Story of Why We Stay: A Review of Job Embeddedness (2013)Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups (1996)What Makes Teams Work: Group Effectiveness Research from the Shop Floor to the Executive Suite (1997)Transnational Transfer of Strategic Organizational Practices: A Contextual Perspective (1999)
this work references cited by second hop

References

  • 1986International dimensions of organizational behavior3,125 cited
  • 2000Human Resource Management in Northern Europe46 cited

Cited by

  • 2012Choices, Challenges, and Career Consequences of Global Work Experiences519 cited
  • 2008Career capital during international work experiences: contrasting self-initiated expatriate experiences and assigned expatriation453 cited
  • 2005From global careers to talent flow: Reinterpreting ‘brain drain’433 cited
  • 2012Dynamic cross-cultural competencies and global leadership effectiveness395 cited
  • 2010Will I Stay or Will I Go? Explaining Repatriation by Self-Initiated Expatriates380 cited
  • 2003Repatriation: empirical evidence from a longitudinal study of careers and expectations among Finnish expatriates344 cited
  • 2006Brain drain: Inclination to stay abroad after studies344 cited
  • 2014Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants335 cited
  • 2011Exploring the motives of company-backed and self-initiated expatriates323 cited
  • 2013Who is a self-initiated expatriate? Towards conceptual clarity of a common notion317 cited
  • 2009Organizational expatriates and self-initiated expatriates: who adjusts better to work and life in Japan?308 cited
  • 2016

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Theorizing the meaning(s) of ‘expatriate’: establishing boundary conditions for business expatriates
288 cited
  • 2003“The big OE”: self‐directed travel and career development280 cited
  • 2001Expatriation: A developing research agenda277 cited
  • 2011Motivation and adjustment of self-initiated expatriates: the case of expatriate academics in South Korea269 cited
  • 2010Modes of engagement: migration, self‐initiated expatriation, and career development269 cited