📜 Post with us on Reddit
📝 Create a new article
🏭 Create a company page
🇬🇧 - in English
🇫🇷 - en Français (FR)
🇵🇹 - em Português (PT)
🇩🇪 - auf Deutsch (DE)
🇯🇵 - 日本語で (JA)
Sponsored articles

You can edit almost every page by Creating an account and confirming your email.

Job embeddedness in the international migration context

From EverybodyWiki Bios & Wiki

Job embeddedness describes the forces keeping employees stay in their jobs rather than factors promoting their turnover.[1]. These forces encompass three dimensions (links, fit, sacrifice) that make employees tight to three domains including their organization, community[1], occupation[2] or career pathway existing in a specific country[3]. Among them, links refer to the social, psychological, and financial connections that employees have in these domains[1]. They can be their co-workers at work, properties in the local community (e.g. houses) or professional association membership. Fit identifies their perceived amenity and affinity with these domains' characters[1]. It can appear in the form of compatibility between employees' personal values and corporate culture, the comfort they perceive while living in a specific neighborhood or their professional growth and development. Finally, sacrifice captures the anticipated losses that employees forgo when leaving the embedded domains[1]. They manifest in terms of the compensation and benefits offered by the organizations, a safety and respectful neighborhood, and the income they earn in a specific country or occupation.

The outcomes of job embeddedness in the international migration context

In the international migration context, job embeddedness emerges as a powerful predictor of various outcomes. Among them, the most predominant one is the retention of migrant workers [4][5][6]. Job embeddedness promotes similarly their performance, organizational citizenship behaviors (OCBs)[7], knowledge acquisition[6], and knowledge sharing [8][9] . The embeddedness of migrant employees further increases their joint venture company's performance through optimizing tacit knowledge transfer between partners of the venture[10]

Distinct characters of job embeddedness among migrant workers

As migrant employees relocate across geographic locations and executing their employment abroad[11], they often face large discrepancy between their home and host context. Global mobility makes job embeddedness become more complex among migrant workers. First, the original theory suggests that job embeddedness establishes in one specific location where employees are stuck in[1]. However, migrant workforce, with their mobile nature, often sustains connections with multiple locations such as home, host, and/or other third countries[12]; making their embedded web widespread. The concurrent embedded state demonstrates that transnationalism was a notable distinct character of job embeddedness among working migrants[13][12]. Second, non-migration population is naturally enmeshed in their country to some extent due to their established ties and root in the society as well as familiarity with the local cultural and societal norms[14]. Migrant workers, by contrast, embark on their embedding process after relocation while confronting various cross-cultural barriers such as cultural novelty, cultural distance, and language deficiency[4]. In this strenuous circumstance, working migrants need to utilize their built embeddedness in each domain to develop that in the others. For instance, they broaden their community links through converting the professional networks into personal social circle[15]. Career networks in the receiving nation similarly provides them with important professional and cultural knowledge, thus helps them to effectively integrate into the workplace[16]. On the contrary, migrants' detachment from one domain often leads to the depletion of embeddedness in the others. Those who are unaware of cultural elements in the host society, for instance in the communication style, experience more difficulty to connect with their colleagues at work[17]. Likewise, migrants who undergo downgrading in career pathway or job level in the organization are less likely to immerse into the host community, due to lower social status and insufficient finance to sustain a desired lifestyle[18]. The interconnection between the embeddedness in three domains (organization, community, and career pathway) demonstrates the intensive spillover effect of job embeddedness in the international migration context. This is, however, noteworthy to mention that spillover effect still occurs within the non-migration context, yet presumably to a lesser degree. Literature reviews suggest that non-migrant workers can strategically set back their embedding process in one domain to concentrate on that in another[19]. For instance, newcomers who reside in their own country can hold back their community embeddedness (e.g. involving in local societal activities) in order to prioritizing their networking in the organization[19]. Lastly, migrants who relocate with their family often show strong reliance on their family members' job embeddedness to immerse themselves abroad, hence the crossover effect. Literature among non-migrant employees has another term "embedding by proxy"[19][20] to describe this mechanism of embedding. In this light, crossover effect occurs similarly in the non-migration context, yet anew to a less intensive extent. This is because in the novel circumstance, the interdependence between migrants and their family becomes notably stronger to sustain the family resources and achieve migration goal of the whole family unit. The intensive interdependence between migrant employees and their family has been corroborated, for instance in terms of their adjustment process[21][20]. Migrant employees can demonstrate the crossover effect as to job embeddedness by the ways they build their community connectedness. For instance, the more children become embedded in the host country through acculturation, education and social activities; the more their migrant parents are tight to the host society[22][23]. Similarly, working migrants rely on their partners' social connections to broaden their own network in both private life and professions[16].

Factors influencing job embeddedness among migrant employees

The embeddedness of working migrants stems from the combination and interaction of various multi-level factors. In general, these factors can be categorized into four levels: situation, individual, organizational, and institutional.

Situational factors

The longer migrant employees stay in a receiving nation, the more embedded they become through their wider networks and closer ties within the host society.[24][25] or through their children’s assimilation to the host culture[23]. Cultural novelty and cultural distance dampen the connectedness of employed migrants with their host communities, their organizations [4][26] and their careers [16]. High levels of in-group collectivism reflecting intergroup conflicts between nationals and foreign employees trigger working migrants to make use of their cultural intelligence to acknowledge and adapt to in-group norms and environments and to establish links to this group [27]. Cultural intelligence thus has an intensified positive impact on organizational embeddedness in host countries with high in-group collectivism[27] Likewise, diversity-friendly climates at national level facilitate organizational links by creating more inclusive and non-discriminatory surroundings[28]; while migrant-dominated or highly interactive neighborhoods assist the establishment of community links by creating favorable environments for interactions with like-minded or proximate individuals[16][29]. Quality of place, an aspect taking in housing quality, healthcare, education services, and transport and leisure infrastructure, contributed to the perceived fit and sacrifice of foreign employees in the host community[30]. By contrast, a lack of gender egalitarianism dampens female migrants’ career embeddedness due to the disruption triggered in this context by family responsibilities[31]. Lastly, the transferability of human capital (e.g. qualifications, work experience) across countries plays a role in shaping migrant workers’ embeddedness in their host communities, organizations, and careers. Less transferable human capital obtained in the homeland has been shown to harm migrants’ chances of working in a suitable profession, and this results in their social status, job level, and income situation abroad being inferior[18]

Individual factors

Expatriation mode tends to play a role for migrant employees’ connectedness with host environments. Assigned migrants (AEs) who sent to work abroad by their employers experience higher levels of organizational embeddedness than self-initiated migrants (SIEs) who moved abroad by themselves[32][33][34], whereas SIEs are relatively more immersed in the host community than AEs[33]. AEs’ networks are dominated by their intra-organizational colleagues, whereas SIEs tend to develop relationships outside the workplace[33]. Lack of access to host organization resources perhaps motivates SIEs to acquire and accumulate support from the community, thus resulting in greater community embeddedness. AEs, with their abundant supply of organizational resources and their employer-determined mobility patterns, may be less actuated to embed in their host communities. Since SIEs follow a boundaryless career, as reflected in their boundaryless mindset and their preference for organizational mobility [35][36], they are likely to perceive their links and amenity as transferable across organizations, and thus less sacrifice is induced when they leave their host employers[26]. This suggests that SIEs’ host organizational embeddedness may be less prevalent than that of AEs’.

The goals inspiring employees to relocate internationally are many and varied; they include economic motives, career enhancement, lust for adventure, family reasons, and the desire for a life change or escape route.[37]. Economically-driven migrants are less likely to establish community networks or to proactively fit in with their host cultures and societies, but they are motivated to maximize financial outcomes (i.e. community/organizational sacrifice)[38]. A permanence aspiration (e.g. desire for a life change) from the beginning boosts working migrants’ motivation to network with host nationals (community links), whereas expectations of future repatriation dampen migrants’ initiative to broaden their networks in host communities[33]

The embeddedness of working migrants also benefits from the pre-departure preparations, prior migration experience.[39], and personality traits such as self-efficacy and sociability[40]. Adaptation tactics (e.g. relationship building, information seeking, participating in social and religious activities, and social media utilization) are beneficial for working migrants’ immersion in their host environments[28][16][4][15][26]. Autonomous motivation provides persistent energy and drive that aids working migrants to proactively achieve their goals through acquiring social (links) and psychological (fit) resources in the host environment. Controlled motivation represents the sacrifice (e.g. financial resources) that dissuades migrant employees from leaving their jobs. Thus, migrant employees with higher motivation to achieve autonomy are more likely to immerse themselves in their host organizations and communities, while counterparts with controlled motivation tend to embed in their workplaces[41]. Likewise, cultural intelligence promotes working migrants’ organizational embeddedness abroad[8]. Cultural intelligence equips individuals with the necessary cross-cultural knowledge, skills and metacognition to acknowledge cross-cultural challenges and differences, to reflect and react appropriately to cultural norms, and to self-regulate to fit in with host environments, yielding a higher degree of embeddedness through higher levels of perceived comfort and wider networks[8]

Lastly, human capital contributes to migrant employees’ host country embeddedness. Language proficiency is crucial for working migrants’ ability to communicate with host nationals and to become aware of societal rules and norms. Moreover, language proficiency acts as an important anchor causing migrant workers to stay in the host country, since moving to another destination could decrease the value of this asset.[25][4]. Higher qualification levels generally assist migrants to obtain more resources in the host country through better employment opportunities, economic outcomes, and self-efficacy at adapting to new environments[25]. Similarly, career capital implies potential for social exchange between migrant employees and co-workers and thus facilitates “guanxi” (i.e. connections) in the workplace[42]. Language deficiencies, lower social class and qualification levels; on the contrary; represent obstacles to both community and organizational embeddedness, as those who lack such capital tend to work in precarious jobs (e.g. physical labor, shift work) and often have less time and fewer resources to become immersed in the host society and company[38][29]

Organizational factors

Organizational and supervisor supports benefit the host community, organizational and career embeddedness of migrant employees.[41][43], whereas discrimination and intergroup conflicts dampen organizational embeddedness[17][18]. Job design also plays a role in shaping embeddedness: work-related interdependence between foreign and local employees benefits the organizational links of the former group [29][44]. Lastly, perceptions of being underemployed in the workplace hamper migrants’ perceived fit with their organizations[17]

Institutional factors

Structural embeddedness at the national level – as characterized by demands and preferences for an international workforce and immigration policies promoting chain migration/family reunification, residence rights, and nationalization – facilitates community embeddedness among foreign employees as well as the embeddedness of family members.[23][45]. By contrast, organizational and community embeddedness may be dampened by nationalist state policies and discrimination against foreigners in the labor markets of host countries[18]

References

  1. ↑ 1.0 1.1 1.2 1.3 1.4 1.5 Mitchell, Terence R.; Holtom, Brooks C.; Lee, Thomas W.; Sablynski, Chris J.; Erez, Miriam (December 2001). "Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover". Academy of Management Journal. 44 (6): 1102–1121. doi:10.5465/3069391. ISSN 0001-4273.
  2. ↑ Ng, Thomas W.H.; Feldman, Daniel C. (April 2007). "Organizational embeddedness and occupational embeddedness across career stages". Journal of Vocational Behavior. 70 (2): 336–351. doi:10.1016/j.jvb.2006.10.002.
  3. ↑ Tharenou, Phyllis; Caulfield, Natasha (October 2010). "Will I Stay or Will I Go? Explaining Repatriation by Self-Initiated Expatriates". Academy of Management Journal. 53 (5): 1009–1028. doi:10.5465/amj.2010.54533183. ISSN 0001-4273.
  4. ↑ 4.0 4.1 4.2 4.3 4.4 Ren, Hong; Shaffer, Margaret A.; Harrison, David A.; Fu, Carmen; Fodchuk, Katherine M. (March 2014). "Reactive Adjustment or Proactive Embedding? Multistudy, Multiwave Evidence for Dual Pathways to Expatriate Retention". Personnel Psychology. 67 (1): 203–239. doi:10.1111/peps.12034.
  5. ↑ Yunlu, Dilek G.; Ren, Hong; Mohler Fodchuk, Katherine; Shaffer, Margaret (2018-05-31). "Home away from home: community embeddedness and expatriate retention cognitions". Journal of Global Mobility: The Home of Expatriate Management Research. 6 (2): 194–208. doi:10.1108/JGM-10-2017-0045. ISSN 2049-8799.
  6. ↑ 6.0 6.1 Reiche, B Sebastian; Kraimer, Maria L; Harzing, Anne-Wil (May 2011). "Why do international assignees stay? An organizational embeddedness perspective". Journal of International Business Studies. 42 (4): 521–544. doi:10.1057/jibs.2011.5. ISSN 0047-2506. Unknown parameter |s2cid= ignored (help)
  7. ↑ Andresen, Maike (2015-03-09). "What determines expatriates' performance while abroad? The role of job embeddedness". Journal of Global Mobility. 3 (1): 62–82. doi:10.1108/JGM-06-2014-0015. ISSN 2049-8799.
  8. ↑ 8.0 8.1 8.2 Stoermer, Sebastian; Davies, Samuel; Froese, Fabian Jintae (April 2021). "The influence of expatriate cultural intelligence on organizational embeddedness and knowledge sharing: The moderating effects of host country context". Journal of International Business Studies. 52 (3): 432–453. doi:10.1057/s41267-020-00349-3. ISSN 0047-2506. Unknown parameter |s2cid= ignored (help)
  9. ↑ Froese, Fabian Jintae; Stoermer, Sebastian; Klar, Sebastian (2018-07-09). "The Best of Both Worlds: The Benefits of Dual Embeddedness for Repatriate Knowledge Transfer". Academy of Management Proceedings. 2018 (1): 17301. doi:10.5465/AMBPP.2018.17301abstract. ISSN 0065-0668.
  10. ↑ Yin, Eden; Bao, Yongjian (June 2006). "The acquisition of tacit knowledge in China: An empirical analysis of the 'supplier-side individual level' and 'recipient-side' factors". Management International Review. 46 (3): 327–348. doi:10.1007/s11575-006-0050-5. ISSN 0938-8249. Unknown parameter |s2cid= ignored (help)
  11. ↑ Andresen, Maike; Bergdolt, Franziska; Margenfeld, Jil; Dickmann, Michael (2014-09-08). "Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants". The International Journal of Human Resource Management. 25 (16): 2295–2318. doi:10.1080/09585192.2013.877058. ISSN 0958-5192. Unknown parameter |s2cid= ignored (help)
  12. ↑ 12.0 12.1 Lo, Ka In Helena; Wong, IpKin Anthony; Yam, C. M. Richard; Whitfield, Richard (November 2012). "Examining the impacts of community and organization embeddedness on self-initiated expatriates: the moderating role of expatriate-dominated private sector". The International Journal of Human Resource Management. 23 (20): 4211–4230. doi:10.1080/09585192.2012.665075. ISSN 0958-5192. Unknown parameter |s2cid= ignored (help)
  13. ↑ Bauböck, Rainer; Faist, Thomas, eds. (2010). Diaspora and Transnationalism : Concepts, Theories and Methods. Amsterdam: Amsterdam University Press. doi:10.5117/9789089642387. hdl:1814/14318. ISBN 978-90-8964-238-7. Search this book on
  14. ↑ Pawlak, Marek; Goździak, Elżbieta M. (2020-01-02). "Multiple belongings: transnational mobility, social class, and gendered identities among Polish migrants in Norway". Social Identities. 26 (1): 77–91. doi:10.1080/13504630.2019.1677458. ISSN 1350-4630. Unknown parameter |s2cid= ignored (help)
  15. ↑ 15.0 15.1 Ryan, Louise; Mulholland, Jon (April 2014). "French connections: the networking strategies of French highly skilled migrants in London". Global Networks. 14 (2): 148–166. doi:10.1111/glob.12038.
  16. ↑ 16.0 16.1 16.2 16.3 16.4 Beaverstock, Jonathan V (November 2002). "Transnational elites in global cities: British expatriates in Singapore's financial district". Geoforum. 33 (4): 525–538. doi:10.1016/S0016-7185(02)00036-2.
  17. ↑ 17.0 17.1 17.2 Brunton, Margaret; Cook, Catherine (July 2018). "Dis/Integrating cultural difference in practice and communication: A qualitative study of host and migrant Registered Nurse perspectives from New Zealand". International Journal of Nursing Studies. 83: 18–24. doi:10.1016/j.ijnurstu.2018.04.005. PMID 29684831.
  18. ↑ 18.0 18.1 18.2 18.3 Cederberg, Maja (2017-01-07). "Social Class and International Migration: Female Migrants' Narratives of Social Mobility and Social Status". Migration Studies: mnw026. doi:10.1093/migration/mnw026. ISSN 2049-5838.
  19. ↑ 19.0 19.1 19.2 Feldman, Daniel C.; Ng, Thomas W.H.; Vogel, Ryan M. (January 2012), Martocchio, Joseph J.; Joshi, Aparna; Liao, Hui, eds., "Off-the-job Embeddedness: A Reconceptualization and Agenda for Future Research", Research in Personnel and Human Resources Management, Emerald Group Publishing Limited, 31, pp. 209–251, doi:10.1108/s0742-7301(2012)0000031008, ISBN 978-1-78190-172-4, retrieved 2021-07-04
  20. ↑ 20.0 20.1 Kiazad, Kohyar; Holtom, Brooks C.; Hom, Peter W.; Newman, Alexander (May 2015). "Job embeddedness: A multifoci theoretical extension". Journal of Applied Psychology. 100 (3): 641–659. doi:10.1037/a0038919. ISSN 1939-1854. PMID 25774569.
  21. ↑ Sterle, Mojca Filipič; Fontaine, Johnny R. J.; De Mol, Jan; Verhofstadt, Lesley L. (2018-07-23). "Expatriate Family Adjustment: An Overview of Empirical Evidence on Challenges and Resources". Frontiers in Psychology. 9: 1207. doi:10.3389/fpsyg.2018.01207. ISSN 1664-1078. PMC 6064735. PMID 30083117.
  22. ↑ Ryan, Louise (2018-01-25). "Differentiated embedding: Polish migrants in London negotiating belonging over time". Journal of Ethnic and Migration Studies. 44 (2): 233–251. doi:10.1080/1369183X.2017.1341710. ISSN 1369-183X. Unknown parameter |s2cid= ignored (help)
  23. ↑ 23.0 23.1 23.2 Tsuda, Takeyuki (August 1999). "The Permanence of "Temporary" Migration: The "Structural Embeddedness" of Japanese-Brazilian Immigrant Workers in Japan". The Journal of Asian Studies. 58 (3): 687–722. doi:10.2307/2659116. ISSN 0021-9118. JSTOR 2659116.
  24. ↑ KOELET, SUZANA; VAN MOL, CHRISTOF; DE VALK, HELGA A. G. (2016-05-02). "Social embeddedness in a harmonized Europe: the social networks of European migrants with a native partner in Belgium and the Netherlands". Global Networks. 17 (3): 441–459. doi:10.1111/glob.12123. ISSN 1470-2266.
  25. ↑ 25.0 25.1 25.2 Martinovic, Borja; van Tubergen, Frank; Maas, Ineke (2014-01-02). "A Longitudinal Study of Interethnic Contacts in Germany: Estimates from a Multilevel Growth Curve Model". Journal of Ethnic and Migration Studies. 41 (1): 83–100. doi:10.1080/1369183x.2013.869475. ISSN 1369-183X. Unknown parameter |s2cid= ignored (help)
  26. ↑ 26.0 26.1 26.2 Halvorsen, Beni; Treuren, Gerrit J.M.; Kulik, Carol T. (2014-12-17). "Job embeddedness among migrants: fit and links without sacrifice". The International Journal of Human Resource Management. 26 (10): 1298–1317. doi:10.1080/09585192.2014.990399. ISSN 0958-5192. Unknown parameter |s2cid= ignored (help)
  27. ↑ 27.0 27.1 Stoermer, Sebastian; Davies, Samuel; Froese, Fabian Jintae (August 2017). "Expatriates' Cultural Intelligence, Embeddedness and Knowledge Sharing: A Multilevel Analysis". Academy of Management Proceedings. 2017 (1): 16294. doi:10.5465/ambpp.2017.155. ISSN 0065-0668.
  28. ↑ 28.0 28.1 Chen, Y.‑P. (2012). A three-stage process model of self-initiated expatriate career transitions: A self-determination theory perspective (Doctorate Dissertation). University of Wisconsin-Milwaukee, Milwaukee, USA.
  29. ↑ 29.0 29.1 29.2 Cook, Joanne; Dwyer, Peter; Waite, Louise (2010-09-30). "'Good relations' among neighbours and workmates? The everyday encounters of Accession 8 migrants and established communities in Urban England". Population, Space and Place. 17 (6): 727–741. doi:10.1002/psp.638. ISSN 1544-8444.
  30. ↑ Kim, Hyung Min; Cocks, Matthew (May 2017). "The role of Quality of Place factors in expatriate international relocation decisions: A case study of Suzhou, a globally-focused Chinese city". Geoforum. 81: 1–10. doi:10.1016/j.geoforum.2017.01.018. ISSN 0016-7185.
  31. ↑ van den Bergh, Riana; Du Plessis, Yvonne (2012-02-03). "Highly skilled migrant women: a career development framework". Journal of Management Development. 31 (2): 142–158. doi:10.1108/02621711211199485. ISSN 0262-1711.
  32. ↑ Biemann, Torsten; Andresen, Maike (2010-05-04). "Self‐initiated foreign expatriates versus assigned expatriates". Journal of Managerial Psychology. 25 (4): 430–448. doi:10.1108/02683941011035313. ISSN 0268-3946.
  33. ↑ 33.0 33.1 33.2 33.3 Shen, Yan; Kram, Kathy E. (2011-10-25). "Expatriates' developmental networks: network diversity, base, and support functions". Career Development International. 16 (6): 528–552. doi:10.1108/13620431111178317. ISSN 1362-0436.
  34. ↑ Agha-Alikhani, Barbara (2016-12-12). "Embeddedness and social support of self-initiated and assigned expatriates". Journal of Global Mobility: The Home of Expatriate Management Research. 4 (4): 453–475. doi:10.1108/jgm-11-2015-0056. ISSN 2049-8799.
  35. ↑ Andresen, Maike; Biemann, Torsten; Pattie, Marshall Wilson (2012-03-29). "What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation". The International Journal of Human Resource Management. 26 (7): 932–947. doi:10.1080/09585192.2012.669780. ISSN 0958-5192. Unknown parameter |s2cid= ignored (help)
  36. ↑ Briscoe, Jon P.; Hall, Douglas T.; Frautschy DeMuth, Rachel L. (August 2006). "Protean and boundaryless careers: An empirical exploration". Journal of Vocational Behavior. 69 (1): 30–47. doi:10.1016/j.jvb.2005.09.003. ISSN 0001-8791.
  37. ↑ Richardson, Julia; Mallon, Mary (November 2005). "Career interrupted? The case of the self-directed expatriate". Journal of World Business. 40 (4): 409–420. doi:10.1016/j.jwb.2005.08.008. ISSN 1090-9516.
  38. ↑ 38.0 38.1 Jun, Hee-Jung; Ha, Seong-Kyu (June 2015). "Social capital and assimilation of migrant workers and foreign wives in South Korea: The case of Wongok community". Habitat International. 47: 126–135. doi:10.1016/j.habitatint.2015.01.013. ISSN 0197-3975.
  39. ↑ Bürgelt, Petra T.; Morgan, Mandy; Pernice, Regina (July 2008). "Staying or returning: Pre‐migration influences on the migration process of German migrants to New Zealand". Journal of Community & Applied Social Psychology. 18 (4): 282–298. doi:10.1002/casp.924. ISSN 1052-9284.
  40. ↑ RYAN, LOUISE; MULHOLLAND, JON (2013-10-18). "French connections: the networking strategies of French highly skilled migrants in London". Global Networks. 14 (2): 148–166. doi:10.1111/glob.12038. ISSN 1470-2266.
  41. ↑ 41.0 41.1 Chen, Yu-Ping; Shaffer, Margaret A. (February 2017). "The influences of perceived organizational support and motivation on self-initiated expatriates' organizational and community embeddedness". Journal of World Business. 52 (2): 197–208. doi:10.1016/j.jwb.2016.12.001. ISSN 1090-9516.
  42. ↑ Yang, Fiona X.; Lau, Virginia Meng-Chan (May 2015). "Does workplace guanxi matter to hotel career success?". International Journal of Hospitality Management. 47: 43–53. doi:10.1016/j.ijhm.2015.03.004. ISSN 0278-4319.
  43. ↑ Cao, Lan; Hirschi, Andreas; Deller, Jürgen (2014-08-06). "Perceived organizational support and intention to stay in host countries among self-initiated expatriates: the role of career satisfaction and networks". The International Journal of Human Resource Management. 25 (14): 2013–2032. doi:10.1080/09585192.2013.870290. ISSN 0958-5192. Unknown parameter |s2cid= ignored (help)
  44. ↑ Fee, Anthony; Heizmann, Helena; Gray, Sidney J. (2017-08-06). "Towards a theory of effective cross-cultural capacity development: the experiences of Australian international NGO expatriates in Vietnam". The International Journal of Human Resource Management. 28 (14): 2036–2061. doi:10.1080/09585192.2015.1093015. ISSN 0958-5192. Unknown parameter |s2cid= ignored (help)
  45. ↑ Humphries, Niamh; Brugha, Ruairi; McGee, Hannah (December 2009). ""I won't be staying here for long": a qualitative study on the retention of migrant nurses in Ireland". Human Resources for Health. 7 (1): 68. doi:10.1186/1478-4491-7-68. ISSN 1478-4491. PMC 3224894. PMID 19660106.


This article "Job embeddedness in the international migration context" is from Wikipedia. The list of its authors can be seen in its historical and/or the page Edithistory:Job embeddedness in the international migration context. Articles copied from Draft Namespace on Wikipedia could be seen on the Draft Namespace of Wikipedia and not main one.


Retrieved from "https://en.everybodywiki.com/index.php?title=Job_embeddedness_in_the_international_migration_context&oldid=6368487"
License CC BY-SA 3.0
Powered by MediaWiki