My research, teaching, and management consultancy focus on Strategic Global Talent Management. I am an academic researcher with a portfolio comprising an extensive range of publications including books, book chapters, refereed journal articles, and reports. I have editorial appointments with high impact journals in the field of business and management. Presently, I am Associate Editor of European Management Review. I have an international teaching and training experiences with European, American, and Arab institutions. My topic of specialization has a high social impact worldwide given the need to manage international talents in our globalized societies. My PhD is from Norwich Business School (UK), and I also have Habilitation à Diriger des Recherches from Université Paris-Dauphine, the highest academic qualification in France.
This book bridges the research and practice of global talent management. It opens important theor... more This book bridges the research and practice of global talent management. It opens important theoretical and practical avenues to understand the concept internationally while focusing on developing and emerging countries. Chapters derive from various geographic regions and embrace cross-national, comparative, and interdisciplinary perspectives. An open and inclusive approach is used in assessing the challenges of global talent management, strategies to overcome these challenges, and in charting opportunities for future talent management. These three dimensions are crucial to academic researchers and business practitioners for envisioning a positive future role of talent management in businesses and societies.
Globalization and the development of multinational organizations have led to an increase in the n... more Globalization and the development of multinational organizations have led to an increase in the number of people spending part of their lives living and working in foreign countries. While the contemporary literature has focused on organizational expatriates sent overseas by their employers, self-initiated expatriation is becoming an important area of study in its own right. Studies on self-initiated expatriation explore the labor market positions of individuals who have relocated under their own initiative. However, no comprehensive book exists on the dynamics that underlie this type of mobility. This edited volume offers a holistic picture of self-initiated expatriation and the groups that pursue it, emphasizing many aspects for departure including career development and career capital. It is the first book on the market to explore the issues pertaining to self-initiated expatriation from a variety of perspectives with important theoretical and practical implications.
In an era of global war for talent, companies face difficulties in finding highly skilled employees. Self-initiated expatriates have the potential to fill this talent gap. National economies thus have an interest in creating favorable conditions to attract self-initiated expatriates and provoke their repatriation, and this book explores the conditions that achieve the return of employees with skills that are in demand outside of their home countries.
Retirement was once considered an exit from full-time work into full-time leisure. Research evide... more Retirement was once considered an exit from full-time work into full-time leisure. Research evidence indicates, however, that a growing number of retirees are reentering the labor force. Although a number of reviews have been conducted on retirement, there has been no comprehensive review of the increasing number of studies on work after retirement. It is time to take stock of the accumulated knowledge on postretirement employment that has been produced by scholars across multiple fields. Using the construct of employability as an organizing framework , this review examines postretirement employment in light of the five key dimensions of employability: career motivation, human capital, social capital, identity, and personality. On the basis of this review, we identify trends and gaps in the literature and recommend major directions for future research on postretirement employment. Throughout the world, the number of individuals ages 60 and over is increasing faster than those of all younger age groups. By 2050, those ages 60 and over are projected to compose at least 25% of the population in all regions of the world, except Africa (United Nations, 2017). Approximately 1 in 4 individuals who are age 65 today are expected to live past the age of 90
Although scholars across numerous disciplines have studied specific types of career transitions, ... more Although scholars across numerous disciplines have studied specific types of career transitions, there has been no examination of the career transitions literature as a general phenomenon since Louis' seminal article was published four decades ago. Much has changed in the career landscape in the last forty years, including the number and types of career transitions being made by individuals. Using an inductive approach, the five major theoretical perspectives of career stage, decision-making, adjustment, relational, and identity emerged from our analysis of 242 publications. In this paper, we summarize research on each of these major perspectives on career transitions, recognizing emerging trends and research gaps. Based upon an analysis across these perspectives, we recommend seven major avenues for future research on career transitions.
Although international migrant employees have been recognized as an integral part of the global w... more Although international migrant employees have been recognized as an integral part of the global workforce contributing to the competitive advantages of the host countries and organizations, research has demonstrated that they face unequal treatment and remain a vulnerable group in the workplace due to their foreign national origin. In this paper, we focus on an understudied ascribed characteristic-foreign national origin and inequality associated with this characteristic toward international migrant employees. Drawing on theories of ascriptive inequality and the institutional logics perspective, we propose a multi-level theoretical model that illustrates how institutional logics at the macro-, meso-, and micro-level, allow inequality due to foreign national origin to be produced, increased, or mitigated. Our theoretical model also explicates the cross-level effects of institutional logics on inequality toward international migrant employees. Lastly, our theorization explores how inequality due to foreign national origin can be questioned and tackled. Implications for theory, practice, and policy are discussed.
Knowledge management is increasingly recognized as a key aspect of international business and man... more Knowledge management is increasingly recognized as a key aspect of international business and management. This paper offers research avenues for investigating knowledge transfer between self-initiated expatriates (SIEs) and their employer organizations. Building on the existing literature on expatriation and knowledge transfer, it offers a series of research propositions. It illustrates the knowledge transfer process in three phases: opportunity seeking, knowledge sharing, and knowledge application. We suggest that different characteristics of SIEs and their organizations can influence the knowledge transfer process. Furthermore, we advance that SIEs may be a source of sustained competitive advantage to their companies. Several implications for future empirical research are also discussed and the paper concludes with practical implications for SIE talent management.
Talent management (TM) is a growing field that concentrates on optimizing human resources so that... more Talent management (TM) is a growing field that concentrates on optimizing human resources so that they provide a sustained competitive advantage to organizations. While successful TM practices are widely understood to include career development, the topics of careers and TM remain largely disconnected in the human resource management (HRM) literature. In this conceptual paper, we review the traditional and boundaryless career literature from a multi-level perspective, in order to theoretically develop TM, which to date has been consistently described as under-theorized. We contend that consideration of the functioning of careers within and across individual, network, organization, industry, occupation, and national/global structures is important when developing effective TM practices. To further understand the relationship between careers and TM, this paper develops researchable propositions for future studies, supported by the existing literature.
This study discusses the main barriers that qualified migrants face in their route towards becomi... more This study discusses the main barriers that qualified migrants face in their route towards becoming chief executive officers (CEOs) along with the strategies they employ in their quest to reach the top. The study was conducted in France, a leading economic power with a long history of migration. A relational analytic framework was adopted, where in‐depth interviews with migrant CEOs were triangulated with accounts from native CEOs, organizational leaders, and institutional actors. It emerged that meso‐ and macro‐level factors created powerful barriers to advancement, while migrant CEOs tended to deploy four career strategies, two of them reactive – adaptation/adjustment and overcompensation – and the other two proactive – differentiation and manoeuvring. In addition, substantial differences were identified in the accounts of migrant CEOs and the other participants as to the existence of barriers and awareness of these by organizational actors.
There are numerous under-researched topics that fall under the umbrella of comparative internatio... more There are numerous under-researched topics that fall under the umbrella of comparative international human resource management (IHRM) theory and practice. We address three in particular: talent management (TM), international mobility, and diversity. The degree of convergence of HR practices with Western-style so-called “best practices” is a topic of much dispute. We argue that sociocultural and institutional factors are critical determinants of HR practices, and we underscore the importance of the sociocultural context in IHRM. The reality unfolding is that there are multiple factors, not exclusive to international best practices, playing a role in the development of HR practices in various international contexts.
"Research on Talent Management (TM) has been lagging behind businesses in offering vision and
le... more "Research on Talent Management (TM) has been lagging behind businesses in offering vision and
leadership in this field. After sketching a comprehensive outline of knowledge about TM, theoretical as
well as practical, we introduce the papers in this special issue and their important contributions. This
introductory article contributes to filling the knowledge gap by offering a research agenda at multiple
levels and in multiple contexts. We also discuss methodological issues in the study of TM, and conclude
by identifying several key trends that are now, and will continue to influence the practice and study of
TM in the future."
In this article we consider the role of European corporations in dealing with the forced migratio... more In this article we consider the role of European corporations in dealing with the forced migration crisis that Europe is currently witnessing. From the case of the immediate refugee crisis in Europe, we move our focus toward the longer‐term aspects of forced migrations. Demonstrating the multifaceted nature of the forced migration phenomenon, we first problematize the irresponsible behaviours of corporations and the effect of such behaviours on the environment and affected populations. Second, we suggest that corporations should favour an inclusive economy that facilitates the integration of forced migrants, materialized within the workplace in the form of inclusive people management practices. We conclude our point of view by proposing that reverting to the social context is an absolute necessity in order for organizations to effectively address the issue of forced migrations. We finally suggest strong actions that could support the revival of the social role of corporations.
Cette étude analyse le management international des talents par les entreprises dans une perspect... more Cette étude analyse le management international des talents par les entreprises dans une perspective institutionnelle. Elle est réalisée auprès de managers d’entreprises du Conseil de Coopération du Golfe (CCG). Dans ces pays, les problématiques d’emploi sont typiquement internationales et différentes du contexte occidental. Les difficultés du management des talents sont interprétées en examinant les conflits de logiques institutionnelles en jeu. Dans l’ensemble des entreprises, la nationalisation de la main d’oeuvre gêne la mise en oeuvre des programmes. Dans les entreprises régionales et locales, l’influence du contexte socio-culturel est un obstacle majeur mais des évolutions sont perceptibles.
Este estudio analiza el management internacional de talentos de las empresas desde la perspectiva institucional. Fue realizado con managers de empresas del Consejo de Cooperación del Golfo (CCG). En los países del Golfo, las problemáticas del empleo tienen un carácter típicamente internacional y diferente de las del contexto occidental. Las dificultades del management de talentos pueden ser interpretadas examinando los conflictos de lógicas institucionales que allí intervienen. La nacionalización de la mano de obra obstaculiza la aplicación de los programas. En las empresas regionales y locales, la influencia del contexto sociocultural constituye un impedimento mayor, pero se perciben evoluciones.
This study analyses how talent management (TM) is molded by institutional and corporate drivers. ... more This study analyses how talent management (TM) is molded by institutional and corporate drivers. We borrow from the vast institutional literature to understand how organizations adopt and implement TM practices within the Gulf Cooperation Council (GCC) context. This context is valuable not only because it tackles an under-researched region, but also because the type of variables found further our understanding of TM processes in non-Western contexts. Companies abide by localization rules to sustain their “legal” legitimacy, while trying to improve efficiency through actions that enhance their economic sustainability. Companies try to strike a strategic balance between local adaptation and global assimilation of their TM processes. We conclude by presenting a framework that portrays how various forces impact the TM process.
Please cite as: Al Ariss, A., & Guo, G. C. Job allocations as cultural sorting in a culturally diverse organizational context. International Business Review (2015), http://dx.doi.org/10.1016/j.ibusrev.2015.09.010
This study addresses the inadequacy of the career and diversity literatures in explaining the dyn... more This study addresses the inadequacy of the career and diversity literatures in explaining the dynamics of job allocations in a culturally diverse organizational context. In order to better understand this topic, we conducted a qualitative study involving personal interviews with 50 Emiratis and international employees who worked in managerial positions in the United Arab Emirates (UAE). The purpose of the study was to explore the unique challenges associated with managing a culturally diverse workforce and explore the role of culture in allocating jobs among employees with diverse cultural backgrounds. Despite the perceived value of having a culturally diverse workforce, our findings indicate a lack of effective diversity management strategies for dealing with challenges and issues associated with a high level of cultural diversity in the participating organizations. This study provides insights into the impact of cultural/nationality-based stereotypes on job allocations as well as on organizational outcomes. Based on the findings, we discussed implications for research and practice and as well as for policy makers.
"This paper addresses the inadequacy of the literature of International Human Resource
Managemen... more "This paper addresses the inadequacy of the literature of International Human Resource
Management (IHRM) explaining expatriation in developing countries and, in
particular, in the Arab Gulf. The workforce in most of the Arab Gulf countries
consists mainly of expatriates while locals remain a minority in their own country.
Despite its ‘international’ dimension, IHRM literature gives little voice to the locals
working alongside expatriates when seeking an understanding of expatriation. Instead,
a dominant assumption is that local citizens have little role in shaping the career
choices and outcomes of expatriates. This paper addresses this research gap by
examining expatriation from the point of view of the local managers who work with
expatriates. Twenty-eight qualitative interviews were conducted with Emirati top and
middle managers in the United Arab Emirates, all of whom have either managed or
worked with expatriates. The cases of two key companies, NBK Capital and Strata,
were also included. The research made enquiry into the talent management of locals
and expatriates in these companies. Results point to key assumptions typically made in
the IHRM literature that are not always true in the context of expatriation in the Arab
Gulf countries."
A systematic literature review in business and management studies was conducted, which paints a p... more A systematic literature review in business and management studies was conducted, which paints a portrait of the existing literature on skilled migrants' host country career experiences. Core themes arising from this review are presented, including labeling inconsistency concerning the population (with researchers using terminology such as 'skilled migrants,' 'immigrant professionals' and 'qualified immigrants' interchangeably); the need for including skilled migrant managers and business professionals in research (rather than concentrating on lower-level employment categories only); and a more relational, holistic realization of skilled migrants' careers (rather than the current literature's negative portrayal, propounding the image of migrants as exploited or under-utilized). In underlining the gaps in the literature and research in this area, a research agenda is proposed. The review is relevant for individuals following careers in a foreign country; for organizations employing and developing the careers of internationally mobile employees; and for human resource management professionals supporting international employees.
The topic of international migration has gained increasing importance for organizations as they e... more The topic of international migration has gained increasing importance for organizations as they expand internationally. In this paper, we review prior research on human resource management (HRM) of international migrants to identify gaps in the literature. We then discuss paths for future research and present the papers in this special issue, so as to offer a better understanding of HRM of international migrants.
Increasing globalisation and work intensification has led to a blurring of roles and boundaries b... more Increasing globalisation and work intensification has led to a blurring of roles and boundaries between work and family. Such influences are more pronounced in migrant workers who often struggle to balance their work and life in a new national context. The challenge of work-life balance (WLB) is further compounded in the case of minority migrant groups such as Muslim women living and working in a Western context, as it is unclear how, in the face of discrimination, Islamophobia, family and other sociocultural and religious pressures and the WLB issues of migrant Muslim women (MMW) are enacted. As most studies of WLB are at a singular level of analysis, this paper contributes to the WLB literature through the lens of intersectionality, by providing a multi-level relational understanding of WLB issues of MMW working in a Western context. Future research and themes identified in this paper provide a multi-level and relational understanding of WLB of MMW, and implications for managers tasked with managing WLB issues for MMW in Western contexts are also discussed.
Purpose – This paper aims to offer a critical review of how self-initiated expatriation (SIE) is
... more Purpose – This paper aims to offer a critical review of how self-initiated expatriation (SIE) is
theorized compared to migration in the management literature and to indicate venues for future
research on SIE.
Design/methodology/approach – A systematic review has been conducted using the ISI Web of
Knowledge database as well as ABI/INFORM in order to include key journals in the management field.
Findings – Despite the importance of present theorizations on SIE, the authors show that the
literature presents a narrow focus on the most privileged of self-initiated expatriates and presents
some important knowledge gaps. In order to fill these gaps, the authors propose a research map for
future research on SIE. This map includes four key dimensions. These are: diversity-informed research
on SIE; context specific and multilevel understanding of SIE; reflexive approaches to SIE; triangulated
methods to studying SIE.
Research limitations/implications – By proposing a research map with theoretical and
methodological implications, this paper increases our understanding of SIE. It offers a guide for
future research on SIEs.
Practical implications – Research on self-initiated expatriation needs to be more inclusive and
critical in terms of studying the diverse human resources in our contemporary societies.
Originality/value – The paper indicates how research on self-initiated expatriation can become
more developed in terms of its theorizations. Furthermore, it proposes a research map for future
studies on SIE that is reflexive, relational, diversity-informed, and methodologically-triangulated.
Keywords Expatriates, Migrant workers, Self-initiated expatriation, Migration, International mobility,
Job mobility
Paper type General review
"Previous studies have addressed the vulnerability of migrants in the workplace by
focusing on p... more "Previous studies have addressed the vulnerability of migrants in the workplace by
focusing on problems related to one of four key factors: national context, networks,
employment relationships and individual acculturation. In this paper, these past
findings are reviewed and it is proposed that in order to obtain a thorough
understanding of the reasons why migrants are vulnerable in the workplace, it is
recommended that a relational perspective be adopted in which these factors are
regarded as fundamentally intertwined. Theoretical propositions are provided to
explain how these four factors interact in determining the problems faced by migrant
workers. Finally, recommendations are provided to human resource managers based on
the proposed framework, with the ultimate goal of ameliorating the vulnerability of
migrants in the workplace."
This book bridges the research and practice of global talent management. It opens important theor... more This book bridges the research and practice of global talent management. It opens important theoretical and practical avenues to understand the concept internationally while focusing on developing and emerging countries. Chapters derive from various geographic regions and embrace cross-national, comparative, and interdisciplinary perspectives. An open and inclusive approach is used in assessing the challenges of global talent management, strategies to overcome these challenges, and in charting opportunities for future talent management. These three dimensions are crucial to academic researchers and business practitioners for envisioning a positive future role of talent management in businesses and societies.
Globalization and the development of multinational organizations have led to an increase in the n... more Globalization and the development of multinational organizations have led to an increase in the number of people spending part of their lives living and working in foreign countries. While the contemporary literature has focused on organizational expatriates sent overseas by their employers, self-initiated expatriation is becoming an important area of study in its own right. Studies on self-initiated expatriation explore the labor market positions of individuals who have relocated under their own initiative. However, no comprehensive book exists on the dynamics that underlie this type of mobility. This edited volume offers a holistic picture of self-initiated expatriation and the groups that pursue it, emphasizing many aspects for departure including career development and career capital. It is the first book on the market to explore the issues pertaining to self-initiated expatriation from a variety of perspectives with important theoretical and practical implications.
In an era of global war for talent, companies face difficulties in finding highly skilled employees. Self-initiated expatriates have the potential to fill this talent gap. National economies thus have an interest in creating favorable conditions to attract self-initiated expatriates and provoke their repatriation, and this book explores the conditions that achieve the return of employees with skills that are in demand outside of their home countries.
Retirement was once considered an exit from full-time work into full-time leisure. Research evide... more Retirement was once considered an exit from full-time work into full-time leisure. Research evidence indicates, however, that a growing number of retirees are reentering the labor force. Although a number of reviews have been conducted on retirement, there has been no comprehensive review of the increasing number of studies on work after retirement. It is time to take stock of the accumulated knowledge on postretirement employment that has been produced by scholars across multiple fields. Using the construct of employability as an organizing framework , this review examines postretirement employment in light of the five key dimensions of employability: career motivation, human capital, social capital, identity, and personality. On the basis of this review, we identify trends and gaps in the literature and recommend major directions for future research on postretirement employment. Throughout the world, the number of individuals ages 60 and over is increasing faster than those of all younger age groups. By 2050, those ages 60 and over are projected to compose at least 25% of the population in all regions of the world, except Africa (United Nations, 2017). Approximately 1 in 4 individuals who are age 65 today are expected to live past the age of 90
Although scholars across numerous disciplines have studied specific types of career transitions, ... more Although scholars across numerous disciplines have studied specific types of career transitions, there has been no examination of the career transitions literature as a general phenomenon since Louis' seminal article was published four decades ago. Much has changed in the career landscape in the last forty years, including the number and types of career transitions being made by individuals. Using an inductive approach, the five major theoretical perspectives of career stage, decision-making, adjustment, relational, and identity emerged from our analysis of 242 publications. In this paper, we summarize research on each of these major perspectives on career transitions, recognizing emerging trends and research gaps. Based upon an analysis across these perspectives, we recommend seven major avenues for future research on career transitions.
Although international migrant employees have been recognized as an integral part of the global w... more Although international migrant employees have been recognized as an integral part of the global workforce contributing to the competitive advantages of the host countries and organizations, research has demonstrated that they face unequal treatment and remain a vulnerable group in the workplace due to their foreign national origin. In this paper, we focus on an understudied ascribed characteristic-foreign national origin and inequality associated with this characteristic toward international migrant employees. Drawing on theories of ascriptive inequality and the institutional logics perspective, we propose a multi-level theoretical model that illustrates how institutional logics at the macro-, meso-, and micro-level, allow inequality due to foreign national origin to be produced, increased, or mitigated. Our theoretical model also explicates the cross-level effects of institutional logics on inequality toward international migrant employees. Lastly, our theorization explores how inequality due to foreign national origin can be questioned and tackled. Implications for theory, practice, and policy are discussed.
Knowledge management is increasingly recognized as a key aspect of international business and man... more Knowledge management is increasingly recognized as a key aspect of international business and management. This paper offers research avenues for investigating knowledge transfer between self-initiated expatriates (SIEs) and their employer organizations. Building on the existing literature on expatriation and knowledge transfer, it offers a series of research propositions. It illustrates the knowledge transfer process in three phases: opportunity seeking, knowledge sharing, and knowledge application. We suggest that different characteristics of SIEs and their organizations can influence the knowledge transfer process. Furthermore, we advance that SIEs may be a source of sustained competitive advantage to their companies. Several implications for future empirical research are also discussed and the paper concludes with practical implications for SIE talent management.
Talent management (TM) is a growing field that concentrates on optimizing human resources so that... more Talent management (TM) is a growing field that concentrates on optimizing human resources so that they provide a sustained competitive advantage to organizations. While successful TM practices are widely understood to include career development, the topics of careers and TM remain largely disconnected in the human resource management (HRM) literature. In this conceptual paper, we review the traditional and boundaryless career literature from a multi-level perspective, in order to theoretically develop TM, which to date has been consistently described as under-theorized. We contend that consideration of the functioning of careers within and across individual, network, organization, industry, occupation, and national/global structures is important when developing effective TM practices. To further understand the relationship between careers and TM, this paper develops researchable propositions for future studies, supported by the existing literature.
This study discusses the main barriers that qualified migrants face in their route towards becomi... more This study discusses the main barriers that qualified migrants face in their route towards becoming chief executive officers (CEOs) along with the strategies they employ in their quest to reach the top. The study was conducted in France, a leading economic power with a long history of migration. A relational analytic framework was adopted, where in‐depth interviews with migrant CEOs were triangulated with accounts from native CEOs, organizational leaders, and institutional actors. It emerged that meso‐ and macro‐level factors created powerful barriers to advancement, while migrant CEOs tended to deploy four career strategies, two of them reactive – adaptation/adjustment and overcompensation – and the other two proactive – differentiation and manoeuvring. In addition, substantial differences were identified in the accounts of migrant CEOs and the other participants as to the existence of barriers and awareness of these by organizational actors.
There are numerous under-researched topics that fall under the umbrella of comparative internatio... more There are numerous under-researched topics that fall under the umbrella of comparative international human resource management (IHRM) theory and practice. We address three in particular: talent management (TM), international mobility, and diversity. The degree of convergence of HR practices with Western-style so-called “best practices” is a topic of much dispute. We argue that sociocultural and institutional factors are critical determinants of HR practices, and we underscore the importance of the sociocultural context in IHRM. The reality unfolding is that there are multiple factors, not exclusive to international best practices, playing a role in the development of HR practices in various international contexts.
"Research on Talent Management (TM) has been lagging behind businesses in offering vision and
le... more "Research on Talent Management (TM) has been lagging behind businesses in offering vision and
leadership in this field. After sketching a comprehensive outline of knowledge about TM, theoretical as
well as practical, we introduce the papers in this special issue and their important contributions. This
introductory article contributes to filling the knowledge gap by offering a research agenda at multiple
levels and in multiple contexts. We also discuss methodological issues in the study of TM, and conclude
by identifying several key trends that are now, and will continue to influence the practice and study of
TM in the future."
In this article we consider the role of European corporations in dealing with the forced migratio... more In this article we consider the role of European corporations in dealing with the forced migration crisis that Europe is currently witnessing. From the case of the immediate refugee crisis in Europe, we move our focus toward the longer‐term aspects of forced migrations. Demonstrating the multifaceted nature of the forced migration phenomenon, we first problematize the irresponsible behaviours of corporations and the effect of such behaviours on the environment and affected populations. Second, we suggest that corporations should favour an inclusive economy that facilitates the integration of forced migrants, materialized within the workplace in the form of inclusive people management practices. We conclude our point of view by proposing that reverting to the social context is an absolute necessity in order for organizations to effectively address the issue of forced migrations. We finally suggest strong actions that could support the revival of the social role of corporations.
Cette étude analyse le management international des talents par les entreprises dans une perspect... more Cette étude analyse le management international des talents par les entreprises dans une perspective institutionnelle. Elle est réalisée auprès de managers d’entreprises du Conseil de Coopération du Golfe (CCG). Dans ces pays, les problématiques d’emploi sont typiquement internationales et différentes du contexte occidental. Les difficultés du management des talents sont interprétées en examinant les conflits de logiques institutionnelles en jeu. Dans l’ensemble des entreprises, la nationalisation de la main d’oeuvre gêne la mise en oeuvre des programmes. Dans les entreprises régionales et locales, l’influence du contexte socio-culturel est un obstacle majeur mais des évolutions sont perceptibles.
Este estudio analiza el management internacional de talentos de las empresas desde la perspectiva institucional. Fue realizado con managers de empresas del Consejo de Cooperación del Golfo (CCG). En los países del Golfo, las problemáticas del empleo tienen un carácter típicamente internacional y diferente de las del contexto occidental. Las dificultades del management de talentos pueden ser interpretadas examinando los conflictos de lógicas institucionales que allí intervienen. La nacionalización de la mano de obra obstaculiza la aplicación de los programas. En las empresas regionales y locales, la influencia del contexto sociocultural constituye un impedimento mayor, pero se perciben evoluciones.
This study analyses how talent management (TM) is molded by institutional and corporate drivers. ... more This study analyses how talent management (TM) is molded by institutional and corporate drivers. We borrow from the vast institutional literature to understand how organizations adopt and implement TM practices within the Gulf Cooperation Council (GCC) context. This context is valuable not only because it tackles an under-researched region, but also because the type of variables found further our understanding of TM processes in non-Western contexts. Companies abide by localization rules to sustain their “legal” legitimacy, while trying to improve efficiency through actions that enhance their economic sustainability. Companies try to strike a strategic balance between local adaptation and global assimilation of their TM processes. We conclude by presenting a framework that portrays how various forces impact the TM process.
Please cite as: Al Ariss, A., & Guo, G. C. Job allocations as cultural sorting in a culturally diverse organizational context. International Business Review (2015), http://dx.doi.org/10.1016/j.ibusrev.2015.09.010
This study addresses the inadequacy of the career and diversity literatures in explaining the dyn... more This study addresses the inadequacy of the career and diversity literatures in explaining the dynamics of job allocations in a culturally diverse organizational context. In order to better understand this topic, we conducted a qualitative study involving personal interviews with 50 Emiratis and international employees who worked in managerial positions in the United Arab Emirates (UAE). The purpose of the study was to explore the unique challenges associated with managing a culturally diverse workforce and explore the role of culture in allocating jobs among employees with diverse cultural backgrounds. Despite the perceived value of having a culturally diverse workforce, our findings indicate a lack of effective diversity management strategies for dealing with challenges and issues associated with a high level of cultural diversity in the participating organizations. This study provides insights into the impact of cultural/nationality-based stereotypes on job allocations as well as on organizational outcomes. Based on the findings, we discussed implications for research and practice and as well as for policy makers.
"This paper addresses the inadequacy of the literature of International Human Resource
Managemen... more "This paper addresses the inadequacy of the literature of International Human Resource
Management (IHRM) explaining expatriation in developing countries and, in
particular, in the Arab Gulf. The workforce in most of the Arab Gulf countries
consists mainly of expatriates while locals remain a minority in their own country.
Despite its ‘international’ dimension, IHRM literature gives little voice to the locals
working alongside expatriates when seeking an understanding of expatriation. Instead,
a dominant assumption is that local citizens have little role in shaping the career
choices and outcomes of expatriates. This paper addresses this research gap by
examining expatriation from the point of view of the local managers who work with
expatriates. Twenty-eight qualitative interviews were conducted with Emirati top and
middle managers in the United Arab Emirates, all of whom have either managed or
worked with expatriates. The cases of two key companies, NBK Capital and Strata,
were also included. The research made enquiry into the talent management of locals
and expatriates in these companies. Results point to key assumptions typically made in
the IHRM literature that are not always true in the context of expatriation in the Arab
Gulf countries."
A systematic literature review in business and management studies was conducted, which paints a p... more A systematic literature review in business and management studies was conducted, which paints a portrait of the existing literature on skilled migrants' host country career experiences. Core themes arising from this review are presented, including labeling inconsistency concerning the population (with researchers using terminology such as 'skilled migrants,' 'immigrant professionals' and 'qualified immigrants' interchangeably); the need for including skilled migrant managers and business professionals in research (rather than concentrating on lower-level employment categories only); and a more relational, holistic realization of skilled migrants' careers (rather than the current literature's negative portrayal, propounding the image of migrants as exploited or under-utilized). In underlining the gaps in the literature and research in this area, a research agenda is proposed. The review is relevant for individuals following careers in a foreign country; for organizations employing and developing the careers of internationally mobile employees; and for human resource management professionals supporting international employees.
The topic of international migration has gained increasing importance for organizations as they e... more The topic of international migration has gained increasing importance for organizations as they expand internationally. In this paper, we review prior research on human resource management (HRM) of international migrants to identify gaps in the literature. We then discuss paths for future research and present the papers in this special issue, so as to offer a better understanding of HRM of international migrants.
Increasing globalisation and work intensification has led to a blurring of roles and boundaries b... more Increasing globalisation and work intensification has led to a blurring of roles and boundaries between work and family. Such influences are more pronounced in migrant workers who often struggle to balance their work and life in a new national context. The challenge of work-life balance (WLB) is further compounded in the case of minority migrant groups such as Muslim women living and working in a Western context, as it is unclear how, in the face of discrimination, Islamophobia, family and other sociocultural and religious pressures and the WLB issues of migrant Muslim women (MMW) are enacted. As most studies of WLB are at a singular level of analysis, this paper contributes to the WLB literature through the lens of intersectionality, by providing a multi-level relational understanding of WLB issues of MMW working in a Western context. Future research and themes identified in this paper provide a multi-level and relational understanding of WLB of MMW, and implications for managers tasked with managing WLB issues for MMW in Western contexts are also discussed.
Purpose – This paper aims to offer a critical review of how self-initiated expatriation (SIE) is
... more Purpose – This paper aims to offer a critical review of how self-initiated expatriation (SIE) is
theorized compared to migration in the management literature and to indicate venues for future
research on SIE.
Design/methodology/approach – A systematic review has been conducted using the ISI Web of
Knowledge database as well as ABI/INFORM in order to include key journals in the management field.
Findings – Despite the importance of present theorizations on SIE, the authors show that the
literature presents a narrow focus on the most privileged of self-initiated expatriates and presents
some important knowledge gaps. In order to fill these gaps, the authors propose a research map for
future research on SIE. This map includes four key dimensions. These are: diversity-informed research
on SIE; context specific and multilevel understanding of SIE; reflexive approaches to SIE; triangulated
methods to studying SIE.
Research limitations/implications – By proposing a research map with theoretical and
methodological implications, this paper increases our understanding of SIE. It offers a guide for
future research on SIEs.
Practical implications – Research on self-initiated expatriation needs to be more inclusive and
critical in terms of studying the diverse human resources in our contemporary societies.
Originality/value – The paper indicates how research on self-initiated expatriation can become
more developed in terms of its theorizations. Furthermore, it proposes a research map for future
studies on SIE that is reflexive, relational, diversity-informed, and methodologically-triangulated.
Keywords Expatriates, Migrant workers, Self-initiated expatriation, Migration, International mobility,
Job mobility
Paper type General review
"Previous studies have addressed the vulnerability of migrants in the workplace by
focusing on p... more "Previous studies have addressed the vulnerability of migrants in the workplace by
focusing on problems related to one of four key factors: national context, networks,
employment relationships and individual acculturation. In this paper, these past
findings are reviewed and it is proposed that in order to obtain a thorough
understanding of the reasons why migrants are vulnerable in the workplace, it is
recommended that a relational perspective be adopted in which these factors are
regarded as fundamentally intertwined. Theoretical propositions are provided to
explain how these four factors interact in determining the problems faced by migrant
workers. Finally, recommendations are provided to human resource managers based on
the proposed framework, with the ultimate goal of ameliorating the vulnerability of
migrants in the workplace."
Abstract The dominant approach to understanding Islamic
Business Ethics (IBE) has been based alm... more Abstract The dominant approach to understanding Islamic
Business Ethics (IBE) has been based almost exclusively on
either interpretations of theQur’an and Sunna or influenced by
Western understanding of Islam and ethics. However, there is
a rich—largely ignored-tradition of ethical analysis conducted
by Muslim philosophers which would broaden our understanding
of Islamic ethics and hence IBE. We seek to correct
this imbalance by examining works of Al-Ghazali, an early
Muslim philosopher, scholar, and mystic. His approach to
Sufism, combining an interpretation of revelation with reason,
can contribute to new developments in business ethics (BE)
scholarship and practice especially in Muslim communities.
His thought portrays a vibrant work ethic that, while based in
Sufism, has important practical implications for business. We
argue that including such historically and contextually recognized
perspectives in our understanding of BE, both in
theory and in practice, would work well with an audience that
looks to Islamas a source of justice and proper moral conduct.
"Despite growing interest in how the concept of diversity management is reinterpreted as it cross... more "Despite growing interest in how the concept of diversity management is reinterpreted as it crosses national boundaries, there has been little study of this process in Europe. To bridge this
knowledge gap, this article explores the construction of diversity discourses in the context of the UK, France and Germany. We use the discursive politics approach to investigate the ways in which the meaning of diversity is shrunk, bent and stretched. We demonstrate that the concept of diversity has no universal fixed meaning but is contextual, contested and temporal. Temporarily fixed definitions and frames of diversity are path-dependent and shaped by the regulatory context. Thus unique national histories and the context of regulation are key determinants of the ways in which the concept is redefined as it crosses national and regional borders."
Des start-ups aux multinationales en passant par les PME, toutes les entreprises, ces dernières a... more Des start-ups aux multinationales en passant par les PME, toutes les entreprises, ces dernières années, sont parties à l’assaut du marché mondial. Ce sont surtout les pays émergents qui sont devenus le pôle d’attraction des entreprises internationales. Elles y réalisent une part croissante de leur chiffre d’affaires, mais pénétrer ces marchés ne suffit pas. Pour y assurer une présence durable, il faut savoir y manager dans les règles de l’art. Voici un mémento des six erreurs les plus courantes en la matière et des alternatives qui éviteront que l’internationalisation ne tourne à l’échec.
Les pays du Golfe (Arabie Saoudite, Émirats Arabes Unis, Koweït, Qatar, Oman, Bahreïn) constituen... more Les pays du Golfe (Arabie Saoudite, Émirats Arabes Unis, Koweït, Qatar, Oman, Bahreïn) constituent une destination très attractive pour les multinationales et leurs expatriés. Il faut dire que cette région, qui concentre 22% des réserves mondiales de pétrole connues, s’est énormément développée et modernisée ces dernières années. Alors, avant de postuler à l’expatriation, voici quelques notions à avoir en tête pour faire de cette expérience un beau succès.
L’internationalisation grandissante des entreprises est en train de transformer le visage de l’ex... more L’internationalisation grandissante des entreprises est en train de transformer le visage de l’expatriation. L’envoi à l’étranger de cadres disposant d’une expertise technique, scientifique ou managériale a toujours caractérisé l’expatriation traditionnelle. Elle a un objectif précis : transférer de savoirs techniques ou managériaux de la maison-mère vers les entités internationales de l’entreprise. Mais cette formule engendre pour l’entreprise des coûts majeurs (liés au logement, aux déplacements, aux assurances ou encore aux indemnités salariales des expatriés). Face à ces défis, les nouvelles formes d’expatriation offrent des alternatives. Il est important d’en connaître les contours et les enjeux, afin de faire du capital humain développé par l’expatriation une vraie valeur ajoutée pour l’entreprise.
Companies are taking a world-wide approach to seeking out new talent and making full use of a div... more Companies are taking a world-wide approach to seeking out new talent and making full use of a diverse and skilled work force.
This article attempts to answer a difficult question: what does it take to have healthy diverse w... more This article attempts to answer a difficult question: what does it take to have healthy diverse workplaces across different societies? It is a timely question to raise, due to the growing diversity of European societies in all business sectors, including communication. The term ‘diversity’ is largely used in American and British societies in the context of a workplace where different people interact. For example, people could differ in non-visible attributes such as education and professional experience and in visible attributes like gender and ethnicity. The meaning of diversity varies across societies. For instance, while in the US diversity is used in regard to ethnic groupings, in European countries diversity is largely understood in terms of gender and cultural differences.
Purpose – This report aims to present several interesting papers that were given in a 3-day confe... more Purpose – This report aims to present several interesting papers that were given in a 3-day conference entitled ‘‘History, Gender, and Migration’’ held at the ‘‘Ecole Normale Supérieur’’ in Paris, France on March 2006.
Design/methodology/approach – Many participants coming from worldwide presented their work offering the audience diverse and interdisciplinary discussions.
Findings – It is shown how migration impacts women by giving her more liberty or increasing her dependency. Furthermore, the conference pointed to gaps between migrant and native women in many ways. Migrant men coming from developing countries to European countries had also a share.
Originality/value – The report offers a view on interdisciplinary work in the field of History, Gender, and Migration.
How is it possible to persuade students to learn new and useful material on Human Resource Manage... more How is it possible to persuade students to learn new and useful material on Human Resource Management? In their textbook Human Resource Management 2nd Edition, Charmine E. J. Härtel and Yuka Fujimoto answer this question in a truly unique textbook. Not only do they provide a different orientation on HRM including issues such as wellbeing and diversity, they also prepare students for the reality of HR practice. A Continuous Human Resource Management (CHRM) model is central to this textbook. As I will highlight in my review, this model illuminates a HRM decision making process to follow in practice.
Editor: Mustafa F. Özbilgin.
This book discusses equality, diversity and inclusion (EDI) matt... more Editor: Mustafa F. Özbilgin.
This book discusses equality, diversity and inclusion (EDI) matters in the context of the workplace. At first sight, the front cover of this book showing an image of open hands of diverse colours excited me about opening the book for an initial cursory browse. After reading the contents page, my interest was aroused by the various subjects discussed throughout the 31 chapters of this volume. The book is suitable for postgraduate students, scholars, practitioners and policymakers who are interested in theory and practice of EDI mainly in industrialised countries such as the US and UK.
This book brings together recent views on sociologies of reflexivity, aesthetics and detraditiona... more This book brings together recent views on sociologies of reflexivity, aesthetics and detraditionalization, with a particular focus on transformations of identity, in particular of gender and sexuality. The book is written for readers who are expert in feminist literature. It is situated in the fields of critical feminist and social theory
While the title may suggest an overview of gender in management research in all Asia, this book i... more While the title may suggest an overview of gender in management research in all Asia, this book is mainly focused on the East Asia. Case studies from a wide range of business sectors such as information technology (IT), arts, banking, and public services are offered throughout its eleven chapters. The countries that are studied are China, Hong Kong, Japan, Malaysia, Singapore, South Korea, Taiwan, Thailand, and Vietnam. The book is suitable for undergraduate and postgraduate students, scholars, and practitioners who are interested in the development in gender in East Asia.
Guest Editors:
Akram Al Ariss, Toulouse Business School, France Liisa Mäkelä, University of Vaasa... more Guest Editors: Akram Al Ariss, Toulouse Business School, France Liisa Mäkelä, University of Vaasa, Finland Helen De Cieri, Monash University, Australia This call invites contributions to enhance knowledge in management research on the inflows and outflows of international labour. Our definition of international labour encompasses various forms of international mobility including (but not limited to) expatriation, repatriation, short-term assignees, international migration flow involving different countries, self-initiated expatriation, and international business travellers and other forms of international labour mobility. International mobility of labour might be occasioned by the workers’ own agency or by their being assigned by organisations. Inflows and outflows of international labour represents an increasingly complex phenomenon resulting from globalised business, the needs of multinationals for global talent, and progress on international treaties granting freedom of movement across borders, among other factors (Al Ariss, 2014). According to OECD estimates (2013), almost 232 million people worldwide now live outside their country of origin. Among those, the number of skilled immigrants in OECD countries has increased sharply in the past decade (+70%), reaching 27.3 million in 2010/11 with 17%, of them arriving in the past five years. It has even been argued that a willingness to work abroad has become the ‘new normal’ and recent research report (Strack et al. 2014) has showed that almost 64 percent of the study participants (N=203 756) said they would be willing to go to another country for work. This important pool of international human resources is significant for organisations across the world. The situation demands a better understanding of how management theories and concepts can advance our understating of this phenomenon.
Deadline for submission of abstracts or papers: 31st January 2015
Submit abstract or full paper ... more Deadline for submission of abstracts or papers: 31st January 2015 Submit abstract or full paper to: selfexpat@tbs-education.fr
The topic of this conference is self-initiated expatriation (SIE), i.e., international mobility of individuals by way of their own agency rather than being assigned by an organisation. SIE represents an increasingly complex phenomenon resulting from globalised business, the needs of multinationals for global talent, and progress in international treaties which grant freedom of movement across borders, among other factors. Research focusing on self-initiated expatriates (SIEs) has been increasing during recent years and this topic has been widely expanding with publications in leading journals including more specialised ones, such as Career Development International and the International Journal of Human Resource Management, and more general, such as the Academy of Management Journal, the European Management Review, and the British Journal of Management. The impact of SIE on business and management are still to be clarified, and theories further developed. This conference contributes to the exchange of viewpoints among scholars.
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Books by Akram AL ARISS
In an era of global war for talent, companies face difficulties in finding highly skilled employees. Self-initiated expatriates have the potential to fill this talent gap. National economies thus have an interest in creating favorable conditions to attract self-initiated expatriates and provoke their repatriation, and this book explores the conditions that achieve the return of employees with skills that are in demand outside of their home countries.
Papers by Akram AL ARISS
leadership in this field. After sketching a comprehensive outline of knowledge about TM, theoretical as
well as practical, we introduce the papers in this special issue and their important contributions. This
introductory article contributes to filling the knowledge gap by offering a research agenda at multiple
levels and in multiple contexts. We also discuss methodological issues in the study of TM, and conclude
by identifying several key trends that are now, and will continue to influence the practice and study of
TM in the future."
Este estudio analiza el management internacional de talentos de las empresas desde la perspectiva institucional. Fue realizado con managers de empresas del Consejo de Cooperación del Golfo (CCG). En los países del Golfo, las problemáticas del empleo tienen un carácter típicamente internacional y diferente de las del contexto occidental. Las dificultades del management de talentos pueden ser interpretadas examinando los conflictos de lógicas institucionales que allí intervienen. La nacionalización de la mano de obra obstaculiza la aplicación de los programas. En las empresas regionales y locales, la influencia del contexto sociocultural constituye un impedimento mayor, pero se perciben evoluciones.
Management (IHRM) explaining expatriation in developing countries and, in
particular, in the Arab Gulf. The workforce in most of the Arab Gulf countries
consists mainly of expatriates while locals remain a minority in their own country.
Despite its ‘international’ dimension, IHRM literature gives little voice to the locals
working alongside expatriates when seeking an understanding of expatriation. Instead,
a dominant assumption is that local citizens have little role in shaping the career
choices and outcomes of expatriates. This paper addresses this research gap by
examining expatriation from the point of view of the local managers who work with
expatriates. Twenty-eight qualitative interviews were conducted with Emirati top and
middle managers in the United Arab Emirates, all of whom have either managed or
worked with expatriates. The cases of two key companies, NBK Capital and Strata,
were also included. The research made enquiry into the talent management of locals
and expatriates in these companies. Results point to key assumptions typically made in
the IHRM literature that are not always true in the context of expatriation in the Arab
Gulf countries."
theorized compared to migration in the management literature and to indicate venues for future
research on SIE.
Design/methodology/approach – A systematic review has been conducted using the ISI Web of
Knowledge database as well as ABI/INFORM in order to include key journals in the management field.
Findings – Despite the importance of present theorizations on SIE, the authors show that the
literature presents a narrow focus on the most privileged of self-initiated expatriates and presents
some important knowledge gaps. In order to fill these gaps, the authors propose a research map for
future research on SIE. This map includes four key dimensions. These are: diversity-informed research
on SIE; context specific and multilevel understanding of SIE; reflexive approaches to SIE; triangulated
methods to studying SIE.
Research limitations/implications – By proposing a research map with theoretical and
methodological implications, this paper increases our understanding of SIE. It offers a guide for
future research on SIEs.
Practical implications – Research on self-initiated expatriation needs to be more inclusive and
critical in terms of studying the diverse human resources in our contemporary societies.
Originality/value – The paper indicates how research on self-initiated expatriation can become
more developed in terms of its theorizations. Furthermore, it proposes a research map for future
studies on SIE that is reflexive, relational, diversity-informed, and methodologically-triangulated.
Keywords Expatriates, Migrant workers, Self-initiated expatriation, Migration, International mobility,
Job mobility
Paper type General review
focusing on problems related to one of four key factors: national context, networks,
employment relationships and individual acculturation. In this paper, these past
findings are reviewed and it is proposed that in order to obtain a thorough
understanding of the reasons why migrants are vulnerable in the workplace, it is
recommended that a relational perspective be adopted in which these factors are
regarded as fundamentally intertwined. Theoretical propositions are provided to
explain how these four factors interact in determining the problems faced by migrant
workers. Finally, recommendations are provided to human resource managers based on
the proposed framework, with the ultimate goal of ameliorating the vulnerability of
migrants in the workplace."
In an era of global war for talent, companies face difficulties in finding highly skilled employees. Self-initiated expatriates have the potential to fill this talent gap. National economies thus have an interest in creating favorable conditions to attract self-initiated expatriates and provoke their repatriation, and this book explores the conditions that achieve the return of employees with skills that are in demand outside of their home countries.
leadership in this field. After sketching a comprehensive outline of knowledge about TM, theoretical as
well as practical, we introduce the papers in this special issue and their important contributions. This
introductory article contributes to filling the knowledge gap by offering a research agenda at multiple
levels and in multiple contexts. We also discuss methodological issues in the study of TM, and conclude
by identifying several key trends that are now, and will continue to influence the practice and study of
TM in the future."
Este estudio analiza el management internacional de talentos de las empresas desde la perspectiva institucional. Fue realizado con managers de empresas del Consejo de Cooperación del Golfo (CCG). En los países del Golfo, las problemáticas del empleo tienen un carácter típicamente internacional y diferente de las del contexto occidental. Las dificultades del management de talentos pueden ser interpretadas examinando los conflictos de lógicas institucionales que allí intervienen. La nacionalización de la mano de obra obstaculiza la aplicación de los programas. En las empresas regionales y locales, la influencia del contexto sociocultural constituye un impedimento mayor, pero se perciben evoluciones.
Management (IHRM) explaining expatriation in developing countries and, in
particular, in the Arab Gulf. The workforce in most of the Arab Gulf countries
consists mainly of expatriates while locals remain a minority in their own country.
Despite its ‘international’ dimension, IHRM literature gives little voice to the locals
working alongside expatriates when seeking an understanding of expatriation. Instead,
a dominant assumption is that local citizens have little role in shaping the career
choices and outcomes of expatriates. This paper addresses this research gap by
examining expatriation from the point of view of the local managers who work with
expatriates. Twenty-eight qualitative interviews were conducted with Emirati top and
middle managers in the United Arab Emirates, all of whom have either managed or
worked with expatriates. The cases of two key companies, NBK Capital and Strata,
were also included. The research made enquiry into the talent management of locals
and expatriates in these companies. Results point to key assumptions typically made in
the IHRM literature that are not always true in the context of expatriation in the Arab
Gulf countries."
theorized compared to migration in the management literature and to indicate venues for future
research on SIE.
Design/methodology/approach – A systematic review has been conducted using the ISI Web of
Knowledge database as well as ABI/INFORM in order to include key journals in the management field.
Findings – Despite the importance of present theorizations on SIE, the authors show that the
literature presents a narrow focus on the most privileged of self-initiated expatriates and presents
some important knowledge gaps. In order to fill these gaps, the authors propose a research map for
future research on SIE. This map includes four key dimensions. These are: diversity-informed research
on SIE; context specific and multilevel understanding of SIE; reflexive approaches to SIE; triangulated
methods to studying SIE.
Research limitations/implications – By proposing a research map with theoretical and
methodological implications, this paper increases our understanding of SIE. It offers a guide for
future research on SIEs.
Practical implications – Research on self-initiated expatriation needs to be more inclusive and
critical in terms of studying the diverse human resources in our contemporary societies.
Originality/value – The paper indicates how research on self-initiated expatriation can become
more developed in terms of its theorizations. Furthermore, it proposes a research map for future
studies on SIE that is reflexive, relational, diversity-informed, and methodologically-triangulated.
Keywords Expatriates, Migrant workers, Self-initiated expatriation, Migration, International mobility,
Job mobility
Paper type General review
focusing on problems related to one of four key factors: national context, networks,
employment relationships and individual acculturation. In this paper, these past
findings are reviewed and it is proposed that in order to obtain a thorough
understanding of the reasons why migrants are vulnerable in the workplace, it is
recommended that a relational perspective be adopted in which these factors are
regarded as fundamentally intertwined. Theoretical propositions are provided to
explain how these four factors interact in determining the problems faced by migrant
workers. Finally, recommendations are provided to human resource managers based on
the proposed framework, with the ultimate goal of ameliorating the vulnerability of
migrants in the workplace."
Business Ethics (IBE) has been based almost exclusively on
either interpretations of theQur’an and Sunna or influenced by
Western understanding of Islam and ethics. However, there is
a rich—largely ignored-tradition of ethical analysis conducted
by Muslim philosophers which would broaden our understanding
of Islamic ethics and hence IBE. We seek to correct
this imbalance by examining works of Al-Ghazali, an early
Muslim philosopher, scholar, and mystic. His approach to
Sufism, combining an interpretation of revelation with reason,
can contribute to new developments in business ethics (BE)
scholarship and practice especially in Muslim communities.
His thought portrays a vibrant work ethic that, while based in
Sufism, has important practical implications for business. We
argue that including such historically and contextually recognized
perspectives in our understanding of BE, both in
theory and in practice, would work well with an audience that
looks to Islamas a source of justice and proper moral conduct.
knowledge gap, this article explores the construction of diversity discourses in the context of the UK, France and Germany. We use the discursive politics approach to investigate the ways in which the meaning of diversity is shrunk, bent and stretched. We demonstrate that the concept of diversity has no universal fixed meaning but is contextual, contested and temporal. Temporarily fixed definitions and frames of diversity are path-dependent and shaped by the regulatory context. Thus unique national histories and the context of regulation are key determinants of the ways in which the concept is redefined as it crosses national and regional borders."
Design/methodology/approach – Many participants coming from worldwide presented their work offering the audience diverse and interdisciplinary discussions.
Findings – It is shown how migration impacts women by giving her more liberty or increasing her dependency. Furthermore, the conference pointed to gaps between migrant and native women in many ways. Migrant men coming from developing countries to European countries had also a share.
Originality/value – The report offers a view on interdisciplinary work in the field of History, Gender, and Migration.
Keywords History, Gender, Immigration
Paper type Viewpoint
This book discusses equality, diversity and inclusion (EDI) matters in the context of the workplace. At first sight, the front cover of this book showing an image of open hands of diverse colours excited me about opening the book for an initial cursory browse. After reading the contents page, my interest was aroused by the various subjects discussed throughout the 31 chapters of this volume. The book is suitable for postgraduate students, scholars, practitioners and policymakers who are interested in theory and practice of EDI mainly in industrialised countries such as the US and UK.
Akram Al Ariss, Toulouse Business School, France Liisa Mäkelä, University of Vaasa, Finland
Helen De Cieri, Monash University, Australia
This call invites contributions to enhance knowledge in management research on the inflows and outflows of international labour. Our definition of international labour encompasses various forms of international mobility including (but not limited to) expatriation, repatriation, short-term assignees, international migration flow involving different countries, self-initiated expatriation, and international business travellers and other forms of international labour mobility. International mobility of labour might be occasioned by the workers’ own agency or by their being assigned by organisations. Inflows and outflows of international labour represents an increasingly complex phenomenon resulting from globalised business, the needs of multinationals for global talent, and progress on international treaties granting freedom of movement across borders, among other factors (Al Ariss, 2014). According to OECD estimates (2013), almost 232 million people worldwide now live outside their country of origin. Among those, the number of skilled immigrants in OECD countries has increased sharply in the past decade (+70%), reaching 27.3 million in 2010/11 with 17%, of them arriving in the past five years. It has even been argued that a willingness to work abroad has become the ‘new normal’ and recent research report (Strack et al. 2014) has showed that almost 64 percent of the study participants (N=203 756) said they would be willing to go to another country for work. This important pool of international human resources is significant for organisations across the world. The situation demands a better understanding of how management theories and concepts can advance our understating of this phenomenon.
Submit abstract or full paper to: selfexpat@tbs-education.fr
The topic of this conference is self-initiated expatriation (SIE), i.e., international mobility of individuals by way of their own agency rather than being assigned by an organisation. SIE represents an increasingly complex phenomenon resulting from globalised business, the needs of multinationals for global talent, and progress in international treaties which grant freedom of movement across borders, among other factors. Research focusing on self-initiated expatriates (SIEs) has been increasing during recent years and this topic has been widely expanding with publications in leading journals including more specialised ones, such as Career Development International and the International Journal of Human Resource Management, and more general, such as the Academy of Management Journal, the European Management Review, and the British Journal of Management. The impact of SIE on business and management are still to be clarified, and theories further developed. This conference contributes to the exchange of viewpoints among scholars.