Self-initiated foreign expatriates versus assigned expatriates: Two distinct types of international careers?

摘要

Purpose - This paper aims to analyze the differences between assigned expatriates (AEs) andrnself-initiated expatriates (SEs) in management and executive positions. The basic research question isrnhow far SEs and AEs differ with respect to their reasons for working internationally and regardingrntheir career aspirations and orientations, and in what way their individual career management differs.rnDesign/methodology/approach - A total of 159 expatriate managers completed an onlinernquestionnaire in German. The questionnaire covered psychological constructs and the participatingrnmanagers' career histories.rnFindings - It is shown that SEs start their international careers at a younger age, have a higherrnorganizational mobility, and expect higher benefits from international experiences for their futurerncareers. Moreover, career orientation remains relatively stable in SEs over different age groups,rnwhereas it declines for AEs with increasing age.rnResearch limitations/implications - The study design is cross-sectional and based onrnself-reports, which makes causal explanations of the results difficult and increases the risk ofrncommon method bias.rnPractical implications - Specific personnel management requirements regarding SEs in contrast tornAEs are pointed out especially in the fields of recruitment, retention and career management, whichrncan help support companies in building up a pool of global managers.rnOriginality/value - The paper adds valuable new insights to the literature on expatriate work andrngives further evidence that SEs form a group that has been overlooked for a long time, even though itrndiffers significantly from traditional expatriates who are sent abroad by their employing companies tornreturn some years later.