Résumé Fondé sur une recherche empirique menée auprès de 335 personnes en situation de mobilité i... more Résumé Fondé sur une recherche empirique menée auprès de 335 personnes en situation de mobilité internationale, cet article examine comment la compatibilité entre les caractéristiques de carrière et les caractéristiques d'une mobilité internationale peut influencer la réussite individuelle de la mobilité internationale. A l'origine, les recherches sur l'expatriation se sont essentiellement intéressées à la réussite de la mobilité internationale à travers l'adaptation internationale.
Résumé: Fondé sur une recherche empirique menée auprès de 335 personnes en situation de mobilité ... more Résumé: Fondé sur une recherche empirique menée auprès de 335 personnes en situation de mobilité internationale, cet article examine, en s' appuyant sur la théorie de la congruence, comment les caractéristiques individuelles liées à la carrière peuvent influencer la réussite de la mobilité internationale. A l'origine, les recherches sur l'expatriation se sont essentiellement intéressées à la réussite de la mobilité internationale à travers l'adaptation internationale.
Abstract The aim of the present paper is to present the results of an exploratory study that anal... more Abstract The aim of the present paper is to present the results of an exploratory study that analyses a sample of business and industrial relations students from two French speaking countries and test the underlying structure of their respective work and life values, and to also test if different subcultures can be detected.
Abstract International assignments have become an important part of managers' careers and are con... more Abstract International assignments have become an important part of managers' careers and are considered one of the most effective leadership development tools. Yet, studies consistently show that companies fail to integrate international assignments with long-term career development and succession planning and that a substantial percentage of expatriates leave the company upon completion of the international assignment.
Abstract This study explores cross-cultural and individual differences in predicting employer rep... more Abstract This study explores cross-cultural and individual differences in predicting employer reputation as a driver of organizational attraction. Controlling for occupational and generational differences, this study examines the importance of employer reputation when choosing an employer among graduate engineering students in nine countries. At the cultural level, the impact of two cultural syndromes of individualism vs collectivism and verticalness vs horizontalness is examined.
In this chapter we examine careers in a global context. The field of international human resource... more In this chapter we examine careers in a global context. The field of international human resource management (IHRM) may be divided into two main research streams:(a) the comparison of national cultural variation in HR practices and/or the comparison of national cultural variation in people's attitudes and behaviors; and (b) the study of international mobility and expatriation. The concept of career—from both an organizational and individual perspective—is a central issue in human resource management and in IHRM.
This paper examines the international diffusion of HRM practices and aims at building a model of ... more This paper examines the international diffusion of HRM practices and aims at building a model of the role of expatriates in the international diffusion of HRM practices. We focus on expatriates who are in a position to transfer HRM practices, such as managers and HRM professionals. The dependent variable of this model is the diffusion of HRM practices, through both implementation and internalization.
La gestion des carrières occupe une place centrale dans la gestion des ressources humaines. L'étu... more La gestion des carrières occupe une place centrale dans la gestion des ressources humaines. L'étude des carrières dans un contexte global s' inscrit dans la gestion internationale des ressources humaines. Le domaine de la gestion internationale des ressources humaines peut être divisé en deux courants principaux: 1) les approches comparatives des pratiques de GRH et 2) la gestion de la mobilité internationale des salariés.
L'échange entre chercheurs. Il peut être appréhendé de manière quantitative et qualitative. Au ni... more L'échange entre chercheurs. Il peut être appréhendé de manière quantitative et qualitative. Au niveau quantitatif ', iî s' agit du nombre de-xnaiîs envoyés et reçus par les chercheurs. Ils peuvent être comptabilisés par exemple sur une base mensuelle. Le niveau qualitatif correspond au contenu des ennails. Ce contenu varie, allant de l'échange d'informations pratiques, comme le signalement d'un colloque, à Téchange de fichiers attachés dans la réalisation d'articles communs.
Abstract The construct of cultural intelligence, recently introduced to the management literature... more Abstract The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural intelligence that addresses a number of important limitations of previous definitions.
Abstract The construct of cultural intelligence has recently been introduced to the management li... more Abstract The construct of cultural intelligence has recently been introduced to the management literature as an individual difference that may predict effectiveness and a variety of interpersonal behavior in the global business environment. This construct has enormous potential in helping to explain effectiveness in cross-cultural interactions. However, progress has been limited by the adequacy of existing measures.
Résumé Fondé sur une recherche empirique menée auprès de 335 personnes en situation de mobilité i... more Résumé Fondé sur une recherche empirique menée auprès de 335 personnes en situation de mobilité internationale, cet article examine comment la compatibilité entre les caractéristiques de carrière et les caractéristiques d'une mobilité internationale peut influencer la réussite individuelle de la mobilité internationale. A l'origine, les recherches sur l'expatriation se sont essentiellement intéressées à la réussite de la mobilité internationale à travers l'adaptation internationale.
Résumé: Fondé sur une recherche empirique menée auprès de 335 personnes en situation de mobilité ... more Résumé: Fondé sur une recherche empirique menée auprès de 335 personnes en situation de mobilité internationale, cet article examine, en s' appuyant sur la théorie de la congruence, comment les caractéristiques individuelles liées à la carrière peuvent influencer la réussite de la mobilité internationale. A l'origine, les recherches sur l'expatriation se sont essentiellement intéressées à la réussite de la mobilité internationale à travers l'adaptation internationale.
Abstract The aim of the present paper is to present the results of an exploratory study that anal... more Abstract The aim of the present paper is to present the results of an exploratory study that analyses a sample of business and industrial relations students from two French speaking countries and test the underlying structure of their respective work and life values, and to also test if different subcultures can be detected.
Abstract International assignments have become an important part of managers' careers and are con... more Abstract International assignments have become an important part of managers' careers and are considered one of the most effective leadership development tools. Yet, studies consistently show that companies fail to integrate international assignments with long-term career development and succession planning and that a substantial percentage of expatriates leave the company upon completion of the international assignment.
Abstract This study explores cross-cultural and individual differences in predicting employer rep... more Abstract This study explores cross-cultural and individual differences in predicting employer reputation as a driver of organizational attraction. Controlling for occupational and generational differences, this study examines the importance of employer reputation when choosing an employer among graduate engineering students in nine countries. At the cultural level, the impact of two cultural syndromes of individualism vs collectivism and verticalness vs horizontalness is examined.
In this chapter we examine careers in a global context. The field of international human resource... more In this chapter we examine careers in a global context. The field of international human resource management (IHRM) may be divided into two main research streams:(a) the comparison of national cultural variation in HR practices and/or the comparison of national cultural variation in people's attitudes and behaviors; and (b) the study of international mobility and expatriation. The concept of career—from both an organizational and individual perspective—is a central issue in human resource management and in IHRM.
This paper examines the international diffusion of HRM practices and aims at building a model of ... more This paper examines the international diffusion of HRM practices and aims at building a model of the role of expatriates in the international diffusion of HRM practices. We focus on expatriates who are in a position to transfer HRM practices, such as managers and HRM professionals. The dependent variable of this model is the diffusion of HRM practices, through both implementation and internalization.
La gestion des carrières occupe une place centrale dans la gestion des ressources humaines. L'étu... more La gestion des carrières occupe une place centrale dans la gestion des ressources humaines. L'étude des carrières dans un contexte global s' inscrit dans la gestion internationale des ressources humaines. Le domaine de la gestion internationale des ressources humaines peut être divisé en deux courants principaux: 1) les approches comparatives des pratiques de GRH et 2) la gestion de la mobilité internationale des salariés.
L'échange entre chercheurs. Il peut être appréhendé de manière quantitative et qualitative. Au ni... more L'échange entre chercheurs. Il peut être appréhendé de manière quantitative et qualitative. Au niveau quantitatif ', iî s' agit du nombre de-xnaiîs envoyés et reçus par les chercheurs. Ils peuvent être comptabilisés par exemple sur une base mensuelle. Le niveau qualitatif correspond au contenu des ennails. Ce contenu varie, allant de l'échange d'informations pratiques, comme le signalement d'un colloque, à Téchange de fichiers attachés dans la réalisation d'articles communs.
Abstract The construct of cultural intelligence, recently introduced to the management literature... more Abstract The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural intelligence that addresses a number of important limitations of previous definitions.
Abstract The construct of cultural intelligence has recently been introduced to the management li... more Abstract The construct of cultural intelligence has recently been introduced to the management literature as an individual difference that may predict effectiveness and a variety of interpersonal behavior in the global business environment. This construct has enormous potential in helping to explain effectiveness in cross-cultural interactions. However, progress has been limited by the adequacy of existing measures.
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Papers by Jean-Luc Cerdin