***Apologies for cross-postings***
CALL FOR PAPERS
for a Special Issue of
Journal of Global Mobility
LOW STATUS EXPATRIATES
Paper submission deadline: 1 March 2019
Chris Brewster, University of Vaasa, University of Reading, Radboud University
Washika Haak-Saheem, Dubai Business School, University of Dubai
Jakob Lauring, Aarhus University, Denmark
This special issue seeks papers that theorise or/and empirically examine concerns of low status expatriates: individuals temporarily working as foreign nationals whose status in the host country is perceived to have an inferior rank compared to locals or other (higher status) expatriates (cf. Phinney, 1990).
Early research on expatriation concentrated almost exclusively on individuals in high status positions, on assigned expatriates (Black & Gregersen, 1990; Tung, 1998). Much recent research continues this focus. In this regard high status may be granted as a result of national origin (developed country), organizational affiliation (parent company assigned), position (managerial level) and identification with dominant majority groups based on ethnicity, religion, age, gender, or sexual orientation. Critically, although status differences exist in all societies, what is valued as high status or demoted as being associated with low status can vary across countries (Hofstede, 1991). In other words, what is high status in one country can be low status in another country – for example, being of a particular gender or skin colour, having specific education or being a member of a certain religious group (e.g. Chow, 1999; Selmer, Lauring, & Feng, 2009).
So far, we have learned much from research focused on high status expatriates, which has uncovered important aspects of international human resource management. However, recent work has expanded the research scope to begin exploring lower status expatriates, previously ‘hidden’ from the management scholarly discussion (Washika Haak-Saheem & Brewster, 2017). For example, reports show that around 150 million individuals with no, or limited, educational background live and work outside their country of origin as low-paid and (often) low-skilled expatriates (ILO 2015).
Based on such numbers and other indicators, scholars have begun to encourage the inclusion of more minority expatriate populations (Olsen & Martins, 2009). Correspondingly, such individuals are presumed to have a low power base and can be perceived as a weaker minority from social, legal, and economic perspectives (Ellemers, Doosje, van Knippenberg, & Wilke, 1992). They are therefore likely to face difficulties in accessing resources and recognition (Bourdieu, 2004).
So far, expatriate studies have addressed the concerns of low status expatriates from developing countries in the Arabian Peninsula (Washika Haak-Saheem & Brewster, 2017; Lauring, 2013). Other studies have examined discrimination and degradation of expatriates based on gender or sexuality (Bader, Störmer, Bader, & Schuster, 2018; Hutchings, Michailova, & Harrison, 2013; Kim & von Glinow, 2017). Olsen and Martins (2009) argue that the more prestigious an expatriates’ racial or ethnic group is deemed to be by local employees and the host community the more support they will receive. This is confirmed by more recent research, showing that expatriates perceive their ethnic and racial identity as having the greatest impact on the response they get when interacting with host country nationals (W. Haak-Saheem, Festing, & Darwish, 2017). Additionally, studies are emerging distinguishing between expatriates in higher and lower status based on position level (Lauring, Selmer, & Kubovcikova, 2017; Stahl & Caligiuri, 2005) or their connection to a parent company (Tarique, Schuler, & Gong, 2006).
Call for Papers:
Given this scarcity of research on low status expatriates, the objective of this special issue is to shed light on this under-studied area. In particular, we seek a range of perspectives that give us further insight into the work and life conditions of low status expatriates and how their experiences parallel or diverge from other groups of expatriates.
A number of different research approaches dealing with the social, economic, and legal status of expatriates would be suitable for inclusion in this special issue. These can be original empirical studies (both inductive and deductive), and conceptual papers that review and critique existing literature with a view to extending or developing theory. Different disciplinary perspectives such as sociology, psychology, migration studies, human geography, law and occupational health (among others) are welcome, as is interdisciplinary research. The only proviso is that these studies address working expatriates (see McNulty & Brewster, 2017). We also encourage submissions addressing other agents (stakeholders, third parties, or systems) affecting the employment situation of low status expatriates (e.g. employers, co-workers, non-profit agencies, and legal institutions). Finally, we welcome analyses that cross different levels including individuals, teams, MNE business units and/or organisations.
We encourage preliminary ideas about topics from prospective contributors and would be happy to discuss suggestions. For guidance, however, an illustrative list of topics includes:
Submission Process and Timeline
Submitted papers must be based on original material not under consideration by any other journal or publishing outlet. The editors will select up to five papers to be included in the Special Issue, but other submissions may be considered for regular issues of the journal. All papers will undergo a double-blind peer review process and will be evaluated by at least two reviewers and a Special Issue editor.
To be considered for the Special Issue, manuscripts can be submitted anytime between October 2018 and February 2019 but no later than March 1, 2019, 5:00pm (Central European Time). Final acceptance is dependent on the following:
Paper submission deadline: March 1, 2019
Acceptance notification: September 1, 2019
Publication: December 2019
Bader, B., Störmer, S., Bader, A. K., & Schuster, T. (2018). Institutional discrimination of women and workplace harassment of female expatriates: Evidence from 25 host countries. Journal of Global Mobility, 6(1).
Black, J. S., & Gregersen, H. B. (1990). Expectations, satisfaction, and intentions to leave of American expatriate managers in Japan. International Journal of Intercultural Relations, 14(4), 485-506.
Bourdieu, P. (2004). Distinction: A social critique of the judgment of taste. London: Routledge.
Chow, N. (1999). Diminishing filial piety and the changing role and status of the elders in hong kong. Hallym International Journal of Aging, 1, 67-77.
Ellemers, N., Doosje, B., van Knippenberg, A., & Wilke, H. (1992). Status protection in high status minority groups. European Journal of Social Psychology, 22(2), 123-140.
Haak-Saheem, W., & Brewster, C. (2017). ‘Hidden’ expatriates: International mobility in the United Arab Emirates as a challenge to current understanding of expatriation. Human Resource Management Journal, 27(3), 423-439. doi:10.1111/1748-8583.12147
Haak-Saheem, W., Festing, M., & Darwish, T. K. (2017). International human resource management in the Arab Gulf States: An institutional perspective. International Journal of Human Resource Management, 28(18), 2684-2712.
Hofstede, G. (1991). Cultures and organizations: Software of the mind. London: MCGraw publications.
Hutchings, K., Michailova, S., & Harrison, E. C. (2013). Neither ghettoed nor cosmopolitan: A study of western women’s perceptions of gender and cultural stereotyping in the UAE. Management International Review, 53(2), 291–318.
Kim, K., & von Glinow, M. A. (2017). Contextual determinants in disclosing one’s stigmatized identity during expatriation: The case of lesbian and gay self-initiated expatriates. Journal of Global Mobility, 3(5).
Lauring, J. (2013). International diversity management: Global ideals and local responses. British Journal of Management, 24(2), 211–224.
Lauring, J., Selmer, J., & Kubovcikova, A. (2017). Personality in context: Effective traits for expatriate managers at different levels. International Journal of Human Resource Management, doi:10.1080/09585192.2017.1381137
McNulty, Y., & Brewster, C. (2017). Theorizing the meaning(s) of ‘expatriate’: Establishing boundary conditions for business expatriates. International Journal of Human Resource Management, 28(1), 27-61
Olsen, J. E., & Martins, L. L. (2009). The effects of expatriate demographic characteristics on adjustment: A social identity approach. Human Resource Management, 48(2), 311-328.
Phinney, J. S. (1990). Ethnic identity in adolescents and adults: Review of research. Psychological Bulletin, 108(3), 499-514.
Selmer, J., Lauring, J., & Feng, Y. (2009). Age and expatriate job performance in Greater China. Cross Cultural Management: An International Journal, 16, 131-148.
Stahl, G. K., & Caligiuri, P. (2005). The effectiveness of expatriate coping strategies: The moderating role of cultural distance, position level, and time on the international assignment. Journal of Applied Psychology, 90(4), 603-615.
Tarique, I., Schuler, R., & Gong, Y. (2006). A model of multinational enterprise subsidiary staffing composition. The International Journal of Human Resource Management, 17(2), 207-224. doi:10.1080/09585190500404424
Tung, R. L. (1998). American expatriates abroad: From neophytes to cosmopolitans. Journal of World Business, 33(2), 125-144.
Journal of Global Mobility (JGM)
Department of Management
New Book: McNulty, Y. & Selmer J. (Eds.) (2017), Research Handbook of Expatriates. Cheltenham, UK: Edward Elgar.
New Article: Lauring, J., Selmer, J. & Kubovcikova, A. (2017), "Personality in Context: Effective Traits for Expatriate Managers at Different Levels", International Journal of Human Resource Managament. Download