Academy of Management
INTERNATIONAL TALENT FLOW AND INTENTION TO REPATRIATE: AN IDENTITY EXPLANATION
Helen De Cieri, Cathy Sheehan, Christina Costa, Marilyn Fenwick & Brian Cooper Working Paper 10/07 March 2007
DEPARTMENT OF MANAGEMENT WORKING PAPER SERIES ISSN 1327–5216
Abstract This paper examines the role of identity in knowledge workers’ intentions to repatriate after international work experience. Using a sample of 563 Australian professionals currently working overseas, we investigate the relationships between intention to repatriate and national identity, factors that ‘pull’ professionals to work outside Australia and those that would ‘push’ them to return home, and demographic characteristics. This research has implications for individuals, employers and government policy with regard to the management of talent flows of knowledge workers.
This paper is a work in progress. Material in the paper cannot be used without permission of the author.
1
INTERNATIONAL TALENT FLOW AND INTENTION TO REPATRIATE: AN IDENTITY EXPLANATION
INTRODUCTION Globalization has brought many challenges and opportunities for the mobility of individuals and the development of their careers. The movement of labour, particularly the internationalization of professions and professional labour markets, has raised awareness of the importance of understanding the factors that influence individuals’ decisions related to their career development. . In line with the trend towards labour mobility, the present study investigates the factors that affect the decision of professionals engaged in knowledge work who are educated and trained in one country, to choose to develop their career elsewhere. The phenomenon has been referred to in the literature as ‘brain drain’ or ‘talent flow’ (Baruch, Budhwar & Khatri, 2006; Carr, Inkson & Thorn, 2005; also see Tung & Lazarova, 2006). Recognizing the apparent complexity and importance of the issue, research is growing in this area (see Baruch et al., 2007).
Helen De Cieri, Cathy Sheehan, Christina Costa, Marilyn Fenwick & Brian Cooper Working Paper 10/07 March 2007
DEPARTMENT OF MANAGEMENT WORKING PAPER SERIES ISSN 1327–5216
Abstract This paper examines the role of identity in knowledge workers’ intentions to repatriate after international work experience. Using a sample of 563 Australian professionals currently working overseas, we investigate the relationships between intention to repatriate and national identity, factors that ‘pull’ professionals to work outside Australia and those that would ‘push’ them to return home, and demographic characteristics. This research has implications for individuals, employers and government policy with regard to the management of talent flows of knowledge workers.
This paper is a work in progress. Material in the paper cannot be used without permission of the author.
1
INTERNATIONAL TALENT FLOW AND INTENTION TO REPATRIATE: AN IDENTITY EXPLANATION
INTRODUCTION Globalization has brought many challenges and opportunities for the mobility of individuals and the development of their careers. The movement of labour, particularly the internationalization of professions and professional labour markets, has raised awareness of the importance of understanding the factors that influence individuals’ decisions related to their career development. . In line with the trend towards labour mobility, the present study investigates the factors that affect the decision of professionals engaged in knowledge work who are educated and trained in one country, to choose to develop their career elsewhere. The phenomenon has been referred to in the literature as ‘brain drain’ or ‘talent flow’ (Baruch, Budhwar & Khatri, 2006; Carr, Inkson & Thorn, 2005; also see Tung & Lazarova, 2006). Recognizing the apparent complexity and importance of the issue, research is growing in this area (see Baruch et al., 2007).