Global mobility of expatriates (GLOMO) (H2020 MSCA)
Content and objectives
GLOMO's Cross-level Research Approach
Promoting labour mobility across Europe is a central objective of the Europe 2020 Strategy and it aims to tackle increasing labour and skill shortages in the EU. Cross-border labour mobility is expected to benefit both individual citizens, employers and the aggregate economy. In addition, intra-EU mobility is a means to foster European integration.
Although migration into OECD countries increases, driven largely by people moving within the EU, migration into and within Europe is still short of target levels. Despite a favourable legal framework for mobility, migrants still face a wide range of problems and obstacles that hamper cross-border labour mobility. Employment prospects for immigrants are below those of natives and overqualification, i.e. employment below skill levels, is widespread in most European countries. Consequently, the growth potential of immigrants is far from realised.
Little is known about transnational mobility patterns and the length of migration episodes as well as about retention processes of foreign employees. There is considerable scope to make existing labour mobility more efficient and beneficial for all parties involved.
GLOMO's focus is on global mobility into EU countries and within the EU and its impact on careers.
The policy making white papers and research suggest that the future Europe will witness even higher and more natural mobility.
To assure that Europe is ready for it, our objectives are:
(a) to systematically generate knowledge about the mobility phenomenon and its implications (success factors, effects and added value);
(b) to provide trainings to (further) develop early-stage and senior researchers understanding the complex multidisciplinary phenomenon of mobility and
(c) to suggest relevant implications for individuals, organisations, the European societies and economies.
The joint research and training programme will be conducted within an interdisciplinary and intersectoral network of experts in the field.
Not only will GLOMO’s cutting-edge research be interdisciplinary (including specialists from the fields of management, economics, psychology, sociology, pedagogy and law) but also it will apply qualitative and quantitative methods across all levels of analysis (micro, meso and macro). A detailed description of methods employed in each sub-project can be found at .
Social relevance and application of results
Promoting labour mobility across Europe is a central objective of the Europe 2020 strategy, which aims to tackle increasing labour and skill shortages throughout the EU. Cross-border labour mobility is expected to benefit both individual citizens, employers and the aggregate economy. In addition, intra-EU mobility is a means to foster European integration. Although migration into OECD countries increases, driven largely by people moving within the EU, migration into and within Europe continues to fall short of target levels.
Despite a favourable legal framework for mobility, migrants continue to face a wide range of obstacles that hamper cross-border labour mobility. Employment prospects for immigrants are below those of European-born workers, and overqualification, i.e. employment below skill level, is widespread in the majority of European countries. Consequently, the professional growth potential of immigrants is far from realised. For this reason, the European Commission has called for a more complete picture of recruitment difficulties and skill gaps, and the causes thereof. Little is known about international mobility patterns and the length of migration periods, as well as organisations’ retention processes for foreign employees. There is considerable scope to make existing labour mobility more efficient and beneficial for all parties involved.
GLOMO’s focus is on global migration to EU countries and mobility within the EU, and its impact on careers. The related white papers and research suggest that in the future Europe will witness even higher mobility. To ensure EU readiness for these changes, our objective is to systematically generate knowledge about the mobility phenomenon and its implications (success factors, effects and added value).
Based on the scientific findings of the 15 research sub-projects, GLOMO will create a cutting-edge interdisciplinary, multi-level framework connecting a broad variety of influences on international careers with insights into a great number of country-specific characteristics.
Drawing on the research results, GLOMO will develop an audit instrument, ‘International Employer’, for public and private non-academic organisations, which will help organisations offer high quality employment conditions to international employees. The audit will ensure that the research findings regarding the employment of an international labour force can also be transferred into organisational practice.
The entire project is coordinated by Prof. Dr. Maike Andresen at the University of Bamberg. She benefits greatly from her experience managing several EU-funded projects over the past 15 years as well as her expertise in this research field.
Prof. Dr. Andresen and her team will build on the existing research expertise in the field of expatriation, repatriation, global careers and human resource development. New research results will be provided on aspects including:
- The transferability of career capital between countries and career fields of assigned and self-initiated expatriates.
- The employability of highly skilled migrants abroad, including contextual factors at the individual, organisational and national level.
- Self-initiated expatriates’ embeddedness abroad and approaches to retain them in organisations and countries over the long term.
- The impact of work-life balance on the success of expatriation.
- The relevant implications for individuals, organisations and European societies and economies.
Prof. Dr. Andresen will provide trainings with other senior researchers to (further) develop early-stage researchers’ understandings of the complex multidisciplinary phenomenon of mobility. The joint research and training programme will be conducted within an interdisciplinary and intersectoral network of experts in the field.
Andresen, M. (2021). When at home, do as they do at home? Valuation of self-initiated repatriates’ competences in French and German management career structures. The International Journal of Human Resource Management, 32(4), 789-821. doi: 10.1080/09585192.2018.1511612 (published online 2018)
Andresen, M., & Bergdolt, F. (2021). Individual and job-related antecedents of a global mindset: An analysis of international business travelers’ characteristics and experiences abroad. TheInternational Journal of Human Resource Management, 32(9),1953-1985. https://doi.org/10.1080/09585192.2019.1588349 (published online 2019). Free eprint: https://www.tandfonline.com/eprint/FRAPDTSI2NTNNGEQGNVV/full?target=10.1080/09585192.2019.1588349
Jeder fünfte sieht Vorteile in der Pandemie
Interview, Frankfurt live, 19.03.2021.
Barzantny, C., Dickmann, M., Suutari, V., Zølner, M., & Andresen, M. (2020). Symposium on ‘Global mobility: Towards sustainable careers and mindful international interactions’. In: Proceedings of the European Academy of Management 2021 Annual Conference, “Reshaping capitalism for a sustainable world”, Montréal/CAN (online), June 16 - 18, 2021.
Dickmann, M., Andresen, M., & Suutari, V. (2020). Symposium on ‚Global mobility across societal, organizational and individual levels: Exploring today and beyond’. In: Proceedings of the European Academy of Management (EURAM) 2020 Annual Conference, “The business of now: The future starts here”, Dublin/IRE, December 4-6, 2020.
Andresen, M., Goldmann, P., & Volodina, A. (2018). Do overwhelmed expatriates intend to leave? The effects of sensory processing sensitivity, stress, and well-being on expatriates’ turnover intention. European Management Review, 15(1), 315-328. doi: 10.1111/emre.12120
Andresen, M., Dickmann, M., & Suutari, V. (2018). Typologies of internationally mobile employees. In: M. Dickmann, V. Suutari, & O. Wurtz (Eds.), The Management of Global Careers. Exploring the Rise of International Work (pp. 33-62). London: Palgrave Macmillan. doi: 10.1007/978-3-319-76529-7_2
Andresen, M., & Bergdolt, F. (2018). Internationale Karrieren von Erwerbstätigen: Wege, Pfade, Systeme und Erfolge. In: S. Kauffeld, & D. Spurk (Eds.), Handbuch Karriere und Laufbahnmanagement (pp. 1-22). Berlin, Heidelberg: Springer. doi: 10.1007/978-3-662-45855-6_25-1
Selmer, J., Andresen, M., & Cerdin, J.-L. (2017). Self-initiated expatriates. In: Y. McNulty, & J. Selmer (Eds.), Research Handbook of Expatriates (pp. 187-201). Cheltenham, UK: Edward Elgar. doi: 10.4337/9781784718183
Andresen, M., & Bergdolt, F. (2017). A systematic literature review on the definitions of global mindset and cultural intelligence: Merging two different research streams. The International Journal of Human Resource Management, 28(1), 170-195. doi: 10.1080/09585192.2016.1243568
Andresen, M. (2015). What determines expatriates’ performance while abroad? The role of job embeddedness. Journal of Global Mobility,3(1), 62-82. doi: 10.1108/JGM-06-2014-0015
Andresen, M., Bergdolt, F., Margenfeld, J., & Dickmann, M. (2014). Addressing international mobility confusion: Developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants. The International Journal of Human Resource Management, 25(16), 2295-2318. doi: 10.1080/09585192.2013.877058
Ausländische Fachkräfte langfristig binden: Wie Unternehmen Migrant*innen integrieren.
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Damit es im Gastland leichter wird
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Netzwerk Europa – Forschungsalltag in Bamberg
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EU-Forschungsprojekt sucht Doktoranden. Interview, Bayerische Rundschau, 10.02.2018, S. 20.
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