CALL FOR PAPERS
for a special issue of the
International Journal of Human Resource Management
submission deadline: 31st January 2015
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 of women 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):
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:
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.
Paper submission deadline: 31st January 2015
31st January 2014
Acceptance notification: 30 April 2015
Adler, N. 2002. Global managers: No longer men alone. International Journal of Human Resource Management, 13(5): 743-760.
Brookfield Global Relocation Services. 2012. Global relocation trends survey report. Woodridge, IL.
Duxbury, L., Lyons, S., & Higgins, C. 2007. Dual-income families in the new millenium: Reconceptualizing family type. Advances in Developing Human Resources, 9(4): 472-486.
Office for National Statistics. 2012. Comparing data sources on families and households. South Wales, UK: Office for National Statistics.
Taylor, S., Napier, N., & Mayrhofer, W. 2002. Women in global business: Introduction. International Journal of Human Resource Management, 13(5): 739-742.
Vaiman, V., & Haslberger, A. 2013. Managing talent of self-initiated expatriates: A neglected source of the global talent flow. In V. Vaiman, & A. Haslberger (Eds.), Managing Talent of Self-initiated Expatriates: 1-15. London: Palgrave Macmillan.
Singapore Institute of Management University
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