Research projects

  • Research projects Careers
  • Research projects Work Hour Flexibilisation
  • Research projects Global Mobility

Employability of International Executives in an International Comparison (2 projects)

 

Due to emerging trends such as automatisation and volatility, employability (referring to employment and future employment opportunities as an outcome) has recently been gaining attention. Employability is of increasing concern globally. It can be above all observed in developed Western economies, in particular in Switzerland since 2009. It also gains attention in the context of national attitudes (e.g. such as the Swiss initiative “against mass immigration”; https://www.admin.ch). Thus, the institutional determinants and influences on employability of managers are a widely researched topic in many studies.

Project 1: "Repatriation"

Self-initiated repatriates (SIR) make the decision for their return home themselves and, unlike organisational repatriates, they usually don't return to their original company. Due to their international experience, SIR represent a potentially valuable human resource for internationally operating companies. Not least, to be attractive as a potential employer and to apply the acquired competencies and experiences profitable for the company's success, these companies face the challenge of guaranteeing a SIR attractive and for the company sensible career-continuation. Due to various forces on the labour market of different countries and due to diverging career models, we assume that the requirements for this differ in the particular countries. Therefore, companies have to develop different reintegration-strategies, to be able to profit as best as possible from the potential of the SIR.

Project goals:

  • International comparison-study of SIR, who return to their home country
  • Research into competencies acquired abroad and their profit for companies
  • Further development of career model

Project 2: "Employability of international executives in Finance, IT and HR in Switzerland"

An empirical investigation of approximately 100 executives (in Finance, Human Resources, and Information Technology) has been conducted, asking for their stance towards their own employability within Switzerland. Switzerland was chosen, as it is an important international business hub where many executives from outside Switzerland are working (i.e. mainly Germany, France, and the UK). Besides the self-perception of employability through the managers themselves, an outside-perception by external search consultants (representing potential employers) was conducted, assessing the employability of the executives on the basis of their CVs.

Project goals:

  • International comparison-study (Germany, France, Switzerland, and the UK), of executives in selected corporate core functions
  • Research into the core aspects of employability of executives and insight into the mechanisms of the international talent market of Switzerland (with a particular focus on function and geography)
  •  Development of drivers and barriers of employability in Switzerland as a basis for further guidance to executives and consultants/employers

Investigation into the alignment (or lack thereof) between the executives’ self-view regarding their employability and the search consultants’ view in order to come up with recommendations for executives and consultants/employers of how to optimize the accuracy of their employability estimates (in particular with regards to the role of CVs, the decision-making process of consultants/employers, etc.)

Publications:

Andresen, M. (2015). What determines expatriates' performance while abroad? The role of job embeddedness. Journal of Global Mobility, 3(1), 62 - 82, DOI: http://dx.doi.org/10.1108/JGM-06-2014-0015 

Andresen, M., & Walther, M. (2013). Self-Initiated Repatriation at the Interplay between Field, Capital, and Habitus: An Analysis Based on Bourdieu’s Theory of Practice. In: M. Andresen, A. Al Ariss, M. Walther (eds.), Self-Initiated Expatriation: Individual, Organizational, and National Perspectives, London: Routledge, 160 – 180.

Andresen, M., & Walther, M. (2012). Self-Initiated Repatriation: A Cross-Country Comparative Study Between Denmark, France, and Germany. In: Proceedings of the 12th conference of the European Academy of Management (EURAM), “Social Innovation for Competitiveness, Organisational Performance and Human Excellence”, Rotterdam/NL, June 6-8, 2012.

Contact persons:
Prof. Dr. Maike Andresen,
Mag. Sabine Brunthaler, MBA

Project: "Individual, social and structural factors influencing employees’ readiness to relocate abroad for working reasons"

The willingness to live and work abroad for a longer period of time (international relocation mobility readiness; IRMR) is becoming increasingly important in today’s companies. On the one hand, international mobility often is a necessary precondition for obtaining a leadership position. On the other hand, a generally rising demand for expatriates can be observed (number of employees sent abroad 1998-2009: +25%; 2009-2020: +50%; N=900 companies; cf. PWC, 2010). International mobility has more and more become a ‘normal’ step in an employee’s career. In contrast to these potential benefits of international mobility, companies might also be confronted with high costs (e.g. due to decreasing expatriate performance, expatriate failure), which can result in a lower ROI for both the company and the employees. For the individual, international mobility is usually associated with several new and uncertain situations (e.g. adapting to a new culture). If employees are not willing to master these challenges of international mobility, decreasing performance as well as expatriate failure might be the consequences.

Project goals:

  • Assessing the willingness of employees to live and work abroad for a longer period of time
  • Analyzing factors, which might impede employees’ international relocation mobility readiness (e.g. family or security issues)
  • Deducing implications (e.g. international policies for dual career couples) to remove potential barriers of international mobility and thus best enhance expatriate’s performance abroad or reduce expatriate failure.

References:

Selmer, J., Andresen, M., & Cerdin, J.-L. (2017). Self-initiated expatriates. In: Y. McNulty, & J. Selmer (eds.), Research handbook of expatriates, Cheltenham, UK: Edward Elgar (in print).

Andresen, M., & Bergdolt, F. (2017). A systematic literature review on the definitions of global mindset and cultural intelligence: Merging two different research streams. International Journal of Human Resource Management, 28(1), 170-195.
DOI: http://dx.doi.org/10.1080/09585192.2016.1243568

Andresen, M., & Bergdolt, F. (2016). Internationale Karrieren von Erwerbstätigen: Wege, Pfade, Systeme und Erfolge. In: S. Kauffeld, & D. Spurk (eds.), Handbuch Laufbahnmanagement und Karriereplanung, Heidelberg: Springer (in print).

Andresen, M. (2016). How working abroad can boost your career. Interview mit Prof. Dr. Maike Andresen, total jobs, posted by Sophie Bianchi, 02.08.2016
http://www.totaljobs.com/insidejob/working-abroad-career/

Andresen, M., Biemann T., & Pattie, M.W. (2015). What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriates. International Journal of Human Resource Management, 26(7-8), pp. 932 - 947, DOI: 10.1080/09585192.2012.669780 

Andresen, M., & Margenfeld, J. (2015). International relocation mobility readiness and its antecedents. Journal of Managerial Psychology, 30(3), pp. 234-249.
DOI: http://dx.doi.org/10.1108/JMP-11-2012-0362 

Andresen, M., Bergdolt, F., Margenfeld, J., & Dickmann, M. (2014). Addressing international mobility confusion – Developing definitions and differentiations for self-initiated & assigned expatriates as well as migrants. International Journal of Human Resource Management, 25(16), 2295-2318, DOI: 10.1080/09585192.2013.877058

Andresen, M., & Biemann, T. (2013). A taxonomy of global careers: Identifying different types of international managers. International Journal of Human Resource Management, 24(3), 533–557, DOI:10.1080/09585192.2012.697476.

Andresen, M., & Margenfeld, J. (2013). Personal and Social Determinants of International Relocation Mobility Readiness. 73rd Annual Meeting of the Academy of Management, Orlando/USA, August 9-13, 2013.

Andresen, M., & Margenfeld, J. (2013). Personal and social antecedents of the willingness to relocate internationally for work reasons. In: Proceedings of the 13th conference of the European Academy of Management (EURAM), “Democratising Management”, Istanbul/Turkey, June 26-29, 2013.

Andresen, M., & Margenfeld, J. (2013). International relocation mobility readiness and its antecedents. In: Proceedings of the 16th congress of the European Association of Work and Organizational Psychology (EAWOP), Münster/D, May 22-25, 2013.

Andresen, M., Biemann, T., & Pattie, M.W. (2012). What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriates. International Journal of Human Resource Management, DOI: 10.1080/09585192.2012. 669780, www.tandfonline.com/doi/abs/10.1080/09585192.2012.669780.

Contact persons:
Prof. Dr. Maike Andresen, Dipl.-Psych. Jil Margenfeld

Employability of International Executives in an International Comparison (2 projects)

 

Due to emerging trends such as automatisation and volatility, employability (referring to employment and future employment opportunities as an outcome) has recently been gaining attention. Employability is of increasing concern globally. It can be above all observed in developed Western economies, in particular in Switzerland since 2009. It also gains attention in the context of national attitudes (e.g. such as the Swiss initiative “against mass immigration”; https://www.admin.ch). Thus, the institutional determinants and influences on employability of managers are a widely researched topic in many studies.

Project 1: "Repatriation"

Self-initiated repatriates (SIR) make the decision for their return home themselves and, unlike organisational repatriates, they usually don't return to their original company. Due to their international experience, SIR represent a potentially valuable human resource for internationally operating companies. Not least, to be attractive as a potential employer and to apply the acquired competencies and experiences profitable for the company's success, these companies face the challenge of guaranteeing a SIR attractive and for the company sensible career-continuation. Due to various forces on the labour market of different countries and due to diverging career models, we assume that the requirements for this differ in the particular countries. Therefore, companies have to develop different reintegration-strategies, to be able to profit as best as possible from the potential of the SIR.

Project goals:

  • International comparison-study of SIR, who return to their home country
  • Research into competencies acquired abroad and their profit for companies
  • Further development of career model

Project 2: "Employability of international executives in Finance, IT and HR in Switzerland"

An empirical investigation of approximately 100 executives (in Finance, Human Resources, and Information Technology) has been conducted, asking for their stance towards their own employability within Switzerland. Switzerland was chosen, as it is an important international business hub where many executives from outside Switzerland are working (i.e. mainly Germany, France, and the UK). Besides the self-perception of employability through the managers themselves, an outside-perception by external search consultants (representing potential employers) was conducted, assessing the employability of the executives on the basis of their CVs.

Project goals:

  • International comparison-study (Germany, France, Switzerland, and the UK), of executives in selected corporate core functions
  • Research into the core aspects of employability of executives and insight into the mechanisms of the international talent market of Switzerland (with a particular focus on function and geography)
  •  Development of drivers and barriers of employability in Switzerland as a basis for further guidance to executives and consultants/employers

Investigation into the alignment (or lack thereof) between the executives’ self-view regarding their employability and the search consultants’ view in order to come up with recommendations for executives and consultants/employers of how to optimize the accuracy of their employability estimates (in particular with regards to the role of CVs, the decision-making process of consultants/employers, etc.)

Publications:

Andresen, M. (2015). What determines expatriates' performance while abroad? The role of job embeddedness. Journal of Global Mobility, 3(1), 62 - 82, DOI: http://dx.doi.org/10.1108/JGM-06-2014-0015 

Andresen, M., & Walther, M. (2013). Self-Initiated Repatriation at the Interplay between Field, Capital, and Habitus: An Analysis Based on Bourdieu’s Theory of Practice. In: M. Andresen, A. Al Ariss, M. Walther (eds.), Self-Initiated Expatriation: Individual, Organizational, and National Perspectives, London: Routledge, 160 – 180.

Andresen, M., & Walther, M. (2012). Self-Initiated Repatriation: A Cross-Country Comparative Study Between Denmark, France, and Germany. In: Proceedings of the 12th conference of the European Academy of Management (EURAM), “Social Innovation for Competitiveness, Organisational Performance and Human Excellence”, Rotterdam/NL, June 6-8, 2012.

Contact persons:
Prof. Dr. Maike Andresen,
Mag. Sabine Brunthaler, MBA

Project: "Individual, social and structural factors influencing employees’ readiness to relocate abroad for working reasons"

The willingness to live and work abroad for a longer period of time (international relocation mobility readiness; IRMR) is becoming increasingly important in today’s companies. On the one hand, international mobility often is a necessary precondition for obtaining a leadership position. On the other hand, a generally rising demand for expatriates can be observed (number of employees sent abroad 1998-2009: +25%; 2009-2020: +50%; N=900 companies; cf. PWC, 2010). International mobility has more and more become a ‘normal’ step in an employee’s career. In contrast to these potential benefits of international mobility, companies might also be confronted with high costs (e.g. due to decreasing expatriate performance, expatriate failure), which can result in a lower ROI for both the company and the employees. For the individual, international mobility is usually associated with several new and uncertain situations (e.g. adapting to a new culture). If employees are not willing to master these challenges of international mobility, decreasing performance as well as expatriate failure might be the consequences.

Project goals:

  • Assessing the willingness of employees to live and work abroad for a longer period of time
  • Analyzing factors, which might impede employees’ international relocation mobility readiness (e.g. family or security issues)
  • Deducing implications (e.g. international policies for dual career couples) to remove potential barriers of international mobility and thus best enhance expatriate’s performance abroad or reduce expatriate failure.

References:

Selmer, J., Andresen, M., & Cerdin, J.-L. (2017). Self-initiated expatriates. In: Y. McNulty, & J. Selmer (eds.), Research handbook of expatriates, Cheltenham, UK: Edward Elgar (in print).

Andresen, M., & Bergdolt, F. (2017). A systematic literature review on the definitions of global mindset and cultural intelligence: Merging two different research streams. International Journal of Human Resource Management, 28(1), 170-195.
DOI: http://dx.doi.org/10.1080/09585192.2016.1243568

Andresen, M., & Bergdolt, F. (2016). Internationale Karrieren von Erwerbstätigen: Wege, Pfade, Systeme und Erfolge. In: S. Kauffeld, & D. Spurk (eds.), Handbuch Laufbahnmanagement und Karriereplanung, Heidelberg: Springer (in print).

Andresen, M. (2016). How working abroad can boost your career. Interview mit Prof. Dr. Maike Andresen, total jobs, posted by Sophie Bianchi, 02.08.2016
http://www.totaljobs.com/insidejob/working-abroad-career/

Andresen, M., Biemann T., & Pattie, M.W. (2015). What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriates. International Journal of Human Resource Management, 26(7-8), pp. 932 - 947, DOI: 10.1080/09585192.2012.669780 

Andresen, M., & Margenfeld, J. (2015). International relocation mobility readiness and its antecedents. Journal of Managerial Psychology, 30(3), pp. 234-249.
DOI: http://dx.doi.org/10.1108/JMP-11-2012-0362 

Andresen, M., Bergdolt, F., Margenfeld, J., & Dickmann, M. (2014). Addressing international mobility confusion – Developing definitions and differentiations for self-initiated & assigned expatriates as well as migrants. International Journal of Human Resource Management, 25(16), 2295-2318, DOI: 10.1080/09585192.2013.877058

Andresen, M., & Biemann, T. (2013). A taxonomy of global careers: Identifying different types of international managers. International Journal of Human Resource Management, 24(3), 533–557, DOI:10.1080/09585192.2012.697476.

Andresen, M., & Margenfeld, J. (2013). Personal and Social Determinants of International Relocation Mobility Readiness. 73rd Annual Meeting of the Academy of Management, Orlando/USA, August 9-13, 2013.

Andresen, M., & Margenfeld, J. (2013). Personal and social antecedents of the willingness to relocate internationally for work reasons. In: Proceedings of the 13th conference of the European Academy of Management (EURAM), “Democratising Management”, Istanbul/Turkey, June 26-29, 2013.

Andresen, M., & Margenfeld, J. (2013). International relocation mobility readiness and its antecedents. In: Proceedings of the 16th congress of the European Association of Work and Organizational Psychology (EAWOP), Münster/D, May 22-25, 2013.

Andresen, M., Biemann, T., & Pattie, M.W. (2012). What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriates. International Journal of Human Resource Management, DOI: 10.1080/09585192.2012. 669780, www.tandfonline.com/doi/abs/10.1080/09585192.2012.669780.

Contact persons:
Prof. Dr. Maike Andresen, Dipl.-Psych. Jil Margenfeld

Research Projects

Research Projects

  • Project "5C – Cross-Cultural Collaboration on Contemporary Careers"
  • Project "Self-initiated repatriation: a comparative study"
  • Project „Individual, social and structural factors influencing the international willingness to be mobile of employees“
  • Project "The effects of flexible work arrangements on employees’ subjective well-being"
  • Project "Diverse personalities of employees: The role of sensory processing sensitivity"