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MORGAN CHAMBERS:[br]There are a range

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of issues considered[br]important for moving abroad

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for expatriates.

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Noeleen, you make a[br]distinction between two types

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of expatriates.

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Can you just talk a little[br]bit about what they are?

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NOELEEN DOHERTY: Sure.

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Well, there are many[br]mobile populations now

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we're beginning to realize[br]within the research literature

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indeed.

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Two of the key groups are[br]corporate-assigned or assigned

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expatriates, company-backed.

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And another key group are the[br]self-initiated expatriates.

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And self-initiated[br]being those people who

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take the decision themselves[br]and fund their own stay abroad.

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MORGAN CHAMBERS: Having[br]identified the two

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different groups, they do[br]have a number of things

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in common, however.

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Would you like to just talk[br]a little bit about what

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those commonalities are?

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NOELEEN DOHERTY: Sure.

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The self-initiated expatriate[br]and the corporate expatriate

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do have some baseline[br]commonalities.

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Self-initiated corporates,[br]people, obviously

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have a motivation and[br]a drive to move abroad

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for the foreign experience.

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They often have a great[br]desire for adventure.

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They like to travel, like[br]to see different places,

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and have a real drive to[br]go abroad and move away

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from their home location and[br]go and stay in a host location.

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MORGAN CHAMBERS:[br]So your findings

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have identified eight factors in[br]the model that you've described,

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and there are some[br]subtle differences there.

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Can you talk to what[br]some of those differences

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might be for the two groups?

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NOELEEN DOHERTY: OK.

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The range of factors that drives[br]the motivation to move abroad

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cover a large number of areas.

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And that includes[br]the location, what

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location that the person[br]is going to go to.

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It includes career issues.

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It includes family[br]considerations.

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And when we looked at[br]the two different groups,

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we found that for[br]self-initiated expatriates,

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they were significantly[br]more motivated, more

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influenced by the motivation[br]around location and host

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reputation.

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Interestingly, that would[br]probably be a factor of the fact

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that they choose the[br]destination themselves,

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whereas company-backed[br]expatriates are

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sent to a particular location.

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On the other hand,[br]company-backed expatriates

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were more driven by[br]the career factors,

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what was in it in terms of[br]career benefit and career

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development.

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So they were distinguished quite[br]clearly on those three assets.

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MORGAN CHAMBERS: So[br]the career factors,

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do you want to just[br]elaborate a little bit more

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on what they are?

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NOELEEN DOHERTY: Obviously, for[br]a corporate-backed expatriate,

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career drivers are one[br]of the key major issues

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that they take[br]into consideration.

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Companies actually position[br]an international assignment

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as a career benefit.

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Now, there's a[br]whole area of doubt

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around whether or[br]not that actually is

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realized when they come back.

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But certainly, as[br]one of the come-ons

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to take up an[br]international assignment,

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companies usually position[br]it of a career benefit.

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Self-initiated[br]expatriates tend to

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or seem to at least consider a[br]career as part of a much more

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holistic life[br]development process

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through the[br]international assignment.

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So career drivers are not[br]the major or primary drivers

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for them, rather they're[br]a secondary driver.

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MORGAN CHAMBERS:[br]So there could be

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indeed some important[br]implications for these two

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distinctions and the other[br]factors that are involved.

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What would be some of the[br]implications to think about,

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or what were some of[br]the questions that

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were raised for you as a[br]result of the implications?

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NOELEEN DOHERTY: Yes,[br]I think there are

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some very clear implications.

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If we look at it[br]from the first point,

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from an organizational[br]perspective,

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there have been[br]some doubt raised

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about the utility of a[br]self-initiated expatriates

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to a corporation,[br]particularly around the nature

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of their risky behavior.

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They're very driven[br]to be mobile.

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They're very self-assertive.

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And so therefore, they get[br]up and go when they need to

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or when they feel[br]like they want to.

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And obviously, many[br]companies wouldn't

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want to have that level[br]of self-driven behavior.

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And therefore, they can be[br]perceived by organizations

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to be a little bit[br]risky, possibly,

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not falling within[br]their particular HR

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strategy or policy.

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Organizations don't tend to have[br]particular strategies already

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developed to manage the[br]self-initiated populations.

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And so they could be[br]perceived as a group

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that organizations don't take[br]as a part of their core employee

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grouping.

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And I think from an individual[br]point of view, the issue around

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what benefit they might accrue[br]from being abroad, certainly,

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there's a literature[br]that suggests

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that corporate expatriates[br]sometimes don't always

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accrue the benefit[br]when they come home.

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And it's also been shown by[br]very few studies at the moment

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that self-initiated[br]expatriates might also suffer

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from that when they repatriate.

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The career capital,[br]the skills, knowledge,

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and abilities that they're able[br]to develop while abroad might

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not always be considered[br]positively by companies when

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they come back again.

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MORGAN CHAMBERS: So[br]you've identified

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a number of implications there.

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There's still more work[br]to be done, more questions

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to be answered.

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NOELEEN DOHERTY:[br]Certainly, there's

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not a very large research base[br]on self-initiated expatriation.

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It is growing, but[br]there are many questions

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still around from a[br]corporate point of view.

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What sort of asset could[br]they be to the company?

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What sort of[br]motivations and drivers

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could the organization[br]plan more carefully

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for with respect to hiring[br]self-initiated expatriates?

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And also, how do[br]these people integrate

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with the corporate[br]employees that they

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are existing employees.

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From an individual[br]point of view,

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we still know very little[br]about what drives people.

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We still don't know what the[br]differences are between people

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moving from developed to[br]developing, or developing

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to developing countries from a[br]self-initiated point of view.

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And also from an[br]individual level,

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what sort of career[br]capital they accrue,

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what sort of skills,[br]knowledge, and abilities

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they are able to[br]gather and develop

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while they are having[br]a foreign experience.

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And how they can then use those[br]in a career sense as well.

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MORGAN CHAMBERS: So[br]you started to answer

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some of these questions[br]for human resources

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professionals and organizations,[br]but clearly still more issues

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are raised.

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NOELEEN DOHERTY: Yes,[br]many more issues,

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particularly from a[br]corporate point of view

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and also from an[br]individual point of view.

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MORGAN CHAMBERS:[br]Thank you, Noeleen.

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NOELEEN DOHERTY: Thank you.

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