Arturo Bris, Institute for Management Development (IMD), Lausanne, Switzerland.
Shlomo Ben-Hur, Institute for Management Development (IMD), Lausanne, Switzerland.
José Caballero, Institute for Management Development (IMD), Lausanne, Switzerland.
Marco Pistis, Institute for Management Development (IMD), Lausanne, Switzerland.
In today's interconnected world, the mobility of managers and executives is a crucial factor in shaping the success and competitiveness of businesses across borders. While traditional theories suggest that economic factors like income drive such mobility decisions, recent research challenges this notion, shedding light on a broader range of factors influencing the international mobility patterns of highly skilled professionals.
Contrary to the prevailing belief that financial gains are the primary motivators, the study finds that factors related to cultural affinity, such as language and colonial ties, play a significant role in determining managers' and executives' mobility. Common official, spoken, and native languages, along with linguistic proximity, were found to be highly influential in attracting highly skilled individuals. That is to say, ethnic networks in destination countries are key in luring highly skilled talent.
The study confirms that quality of life is a major factor in the relocation decisions of highly skilled professionals. In fact, it emerges as a more influential factor than income considerations, particularly for managers and executives. The opportunity for a better lifestyle, encompassing factors such as healthcare and education systems, significantly influences their choices, indicating that a holistic approach to well-being is paramount in attracting top talent.
The study’s findings have important implications for businesses and policymakers alike. Companies seeking to attract international managers and executives should tailor their recruitment strategies to emphasize the unique aspects of a destination country's quality of life. Meanwhile, policymakers can leverage these insights to develop effective "relocation branding" strategies that showcase a country's attractiveness factors, such as cultural affinity, in order to attract the desired talent pool.
The study challenges the long-held assumption that income alone drives the international mobility of managers and executives. By delving into the cultural and quality of life aspects, it uncovers the multi-faceted nature of their mobility decisions. As businesses and countries compete for the top global talent, understanding these underlying drivers will be instrumental in shaping successful talent attraction and retention strategies. Ultimately, recognizing and embracing these hidden forces will lead to a more inclusive and diverse global workforce, fostering innovation and driving economic growth in the process.
To read the full article, please see the Journal of Global Mobility publication:
Bris, A., Ben-Hur, S., Caballero, J. and Pistis, M. (2023), "The macro-contextual drivers of the international mobility of managers and executives", Journal of Global Mobility, Vol. 11 No. 2, pp. 252-273. https://doi.org/10.1108/JGM-07-2022-0035
Journal of Global Mobility (JGM)
www.emeraldinsight.com/jgm.htm
Department of Management, Aarhus University
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