CALL FOR PAPERS
International Journal of Human Resources Management.
Special Issue:
“Non-traditional expatriates”
Paper submission deadline:
31st January 2014
Guest Editors:
Yvonne McNulty and Kate
Hutchings
It has been suggested that for nearly 50 years a steady stream of
academic research has studied traditional, organizationally-assigned
expatriates (Adler,
2002; Taylor, Napier, & Mayrhofer,
2002; Vaiman & Haslberger, 2013), whom have typically been senior, Western, males in their
late 40s or early 50s, with an accompanying female spouse and children. Over
the past decade the profile of the traditional expatriate has changed (see
Brookfield Global Relocation Services, 2012), largely
because society, particularly in the Western world, reflects considerable
deviation from the traditional household composition of the past: fewer nuclear
families, smaller numbers of household members, and more couples living
together out of wedlock often with children (Duxbury, Lyons, &
Higgins, 2007; Office for National
Statistics, 2012). Undoubtedly, the global talent
pool today is staffed with more non-traditional expatriates than ever before –
among them executive women, married couples without children, female
breadwinners, single and unaccompanied men and women, younger early-career
people, empty-nesters and semi-retired people over 60, split families, and
same-sex partnerships. Yet, the experiences ofwomen and men within this
non-traditional expatriate population are not well known.
In this
Special Issue, we invite submissions focused on non-traditional expatriates. We
define non-traditional expatriates as including the following types of
arrangements (noting that this may not be an exhaustive list):
- Status-reversal marriages/partnerships (female expatriates) with a male ‘trailing spouse’ where the primary income is generated by the wife,
- Single expatriates unaccompanied by a partner or children, including split families where an assignee’s immediate family members remain in the home country or priorlocation,
- ‘Empty-nesters’ or semi-retired expatriates over the age of 60,
- Expatriate couples cohabitating outside of legal marriage, with or without accompanying children,
- Blended expatriate families with step-children from prior relationships subject to custodial arrangements and not sharing the same family name,
- Expatriate families adopting foreign children in the host-country during an assignment,
- Lesbian, gay, bisexual or transgender expatriate partnerships, with or without children,
- Single parents with or without international custody arrangements,
- Expatriates with special needs children, and
- Expatriates with multigenerational responsibilities, i.e. accompanied on assignment by elderly parents or other family members.
- What are the similarities and differences in the experiences of non-traditional and traditional expatriates?
- Who is a non-traditional expatriate?
- How represented are non-traditional expatriates among the global talent pool?
- What are the reasons for non-traditional expatriates accepting international assignments or opting out of international assignment opportunities altogether?
- What are the legal, social, physical, emotional, psychological and policy challenges that non-traditional expatriates must overcome when deciding to expatriate?
- Is the ‘glass border’ real and does it act as a deterrent to expatriate for non-traditional assignees?
- What are the factors that contribute to the success of non-traditional expatriates on international assignments?
- What are the unique needs of non-traditional expatriates and what support do they receive from organisations, other expatriates, and host country nationals?
- To what extent do non-traditional expatriates favour a particular type of assignment, assignment duration, or assignment location, and why?
Our goal in this Special Issue is
to explore the experiences of non-traditional expatriates and in doing so
contribute to balancing the picture that existing research provides of the
profile of expatriates. Specifically, we aim to: (i) address the gap in
research that has not sufficiently addressed the experiences of this segment of
the global talent pool; and (ii) propose a future research agenda to guide more
scholarly work in this area. Topics that might be explored (among others)
include:
Submission Guidelines
We welcome quantitative,
qualitative (including case studies) and conceptual papers that provide unique
insights into non-traditional expatriates and non-traditional expatriation.
Single-country studies are also welcome provided the focus remains on topic.
Findings and/or conceptualisations should have theoretical and policy
implications, and seek to inform management practice. The editors of the
Special Issue will be pleased to discuss initial ideas for papers via email.
Submitted papers must be based on original material not under
consideration by any other journal or publishing outlet. The editors will
select up to 8 papers to be included in the special issue, but other
submissions may be considered for other issues of the journal. All papers will
be subject to a double-blind peer review in accordance with the journal
guidelines,
Manuscripts should be submitted online using the International
Journal of Human Resource Management ScholarOne Manuscripts site (http://mc.manuscriptcentral.com/rijh)
and in accordance with the author guidelines on the journal’s home page. New
users should first create an account. Once a user is logged onto the site
submissions should be made via the Author Centre. To submit your manuscript to
the Special Issue on ‘Non-Traditional Expatriates’, choose the title of the
Special Issue from the Manuscript Type list. When you arrive at the ‘Details
and Comments’ page, answer ‘yes’ to the question ‘Is this manuscript a
candidate for a special issue’ and insert the title of the special issue in the
text field provided.
Important Dates
Paper submission deadline: 31st January 2014
Acceptance notification: 31st August 2014
Publication: 2015
Yvonne McNulty
Singapore Institute of Management University
Kate Hutchings
Griffith University
References
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