Task: Critically explain the concept of expatriation and the three models (polycentric, geocentric, ethnocentric) generally used in multinational contexts.
Word limit: 1500 words
1) This essay replaces an exam – for this assessment it is not expected to include full referencing, but it is advised to cite the sources of key theories, models etc.
2) The slides of the relevant lectures about expatriation are provided as additional files with this order. The three models specified are the polycentric, the geocentric and the ethnocentric model of expatriation.
3) The following reading list has been provided – it is advised to use those as key sources for critically explaining expatriation and the three models generally used in multinational contexts:
Adler, N. (1984) Women Do Not Want International Careers: And Other Myths About International Management. Organizational Dynamics, 13(2), 66-79.
Ailon-Souday, G. and Kunda, G. (2003) The local selves of global workers: the social construction of national identity in the face of organizational globalization. Organization Studies, 24, 1073–96.
Baruch, Y. (2006) Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human Resource Management Review. 16, 125-138.
Cerdin, J. and Le Pargneux, M. (2009) Career and international assignment ﬁt: Toward an integrative model of success. Human Resource Management, 48, 5–25.
Cerdin, J. and Brewster, C. (2014) Talent management and expatriation: Bridging two streams of research and practice. Journal of World Business, 49(2), 245-252.
Chen, C., Choi, J. and Chi, S., (2002) Making Justice Sense of Local-Expatriate Compensation Disparity: Mitigation by Local Referents, Ideological Explanations, and Interpersonal Sensitivity in China-Foreign Joint Ventures. The Academy of Management Journal, 45(4), 807-817.
Collings, D. and Scullion, H. (2006) “Global Staffing”, IN Stahl, Günter K. and Björkman, Ingmar (eds.) Handbook of Research on International Human Resource Management. Cheltenham: Edward Elgar, 141-157.
Collings, D. G., Scullion, H. and Morley, M. J. (2007) Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives. Journal of World Business, 42, 198-213.
Dabic, M, González-Loureiro, M. and Harvey, M. (2015) Evolving research on expatriates: what is ‘known’ after four decades (1970–2012). The International Journal of Human Resource Management. 26(3), 316-337.
Dickmann, M. and Baruch, Y. (2011) Global Careers. New York: Routledge.
Dumont, J. Ch. and Lemaitre, G. (2004) Counting immigrants and Expatriates in OECD Countries: a new perspective. OCDE, Directorate for Employment, Labour and Social Affairs (DELSA).
Harvey, M. and Moeller, M. (2009) Expatriate Managers: A Historical Review. International Journal of Management Reviews, 11(3), 57–67.
Mäkelä, K. and Suutari, V. (2009) Global Careers: a social capital paradox. The International Journal of Human Resource Management 20(5), 992-1008.
Suutari, V. and Brewster, C. (2009) “Beyond Expatriation: Different Forms of International Work”. IN Handbook of International Human Resource Management: Integrating People, Process and Context, Edited by: Sparrow, P. New York: Wiley, 131-150.
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