How can the understanding of inflows and outflows of international labour contribute to general management, strategic management, organisation theory, corporate governance, human resource management, and managerial economics?
How do European and international perspectives on inflows and outflows of international labour differ from each other?
What kinds of managerial challenges and advantages can be identified when comparing inflows and outflows of international labour to other forms of global mobility?
What theoretical models and concepts can be used on this topic?
What is the role of inflows and outflows of international labour in organisations' strategic management processes, dynamic capabilities, and global talent management?
How are inflows and outflows of international labour related to career expectations and outcomes of individuals, organisational performance, and knowledge transfers?
How can organisations use the inflows and outflows of international labour when internationalising their businesses? Should they instead develop the indigenous workforce?
How does business entrepreneurship and management innovation relate to inflows and outflows of international labour?
How do gender, diversity, well-being, and work-life issues relate to inflows and outflows of international labour from the individual and organisational perspectives?
How are corporate social responsibility and ethical managerial issues linked to inflows and outflows of international labour?
How are inflows and outflows of international labour and leadership issues linked?
What is the role of diasporas in international business exchanges, networks and social media?
Submission and Timetable for the special issue:
Submissions should be made online using EMR manuscript central between 1st and 15th of September 2015 (deadline)
15 December 2015: Authors will receive feedback.
15 March 2016: Full papers with first revisions due.
15 June 2016: Full papers due.
2016/2017: Journal volume to be published.
All papers should be submitted according to EMR authors' guidelines:
http://onlinelibrary.wiley.com/journal/10.1002/(ISSN)1740-4762/homepage/ForAuthors.html
References
Al Ariss, A. 2014. Global Talent Management: Challenges, Strategies, and Opportunities. New York: Springer.
Al Ariss, A & Syed, J. (2011). Capital Mobilization of Skilled Migrants: A Relational Perspective. British Journal of Management, 22(2), pages 286–304,
Bhanugopan, R. & Fish, A. (2006). An empirical investigation of job burnout among expatriates. Personnel Review, 35:4, 449-468.
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Bhanugopan, R. and Fish, A. 2006. "An empirical investigation of job burnout among expatriates". Personnel Review, 35(4): 449-468.
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Suutari, V., Wurtz, O. & Tornikoski, C (2014). How to Attract and Retain Global Careerists: Evidence from Finland. In Al Ariss (Ed) Global Talent Management: Challenges, Strategies, and Opportunities. New York: Springer. Pp. 237-249
Tatli, A., Vassilopoulou, J., & Özbilgin, M. (2013). An unrequited affinity between talent shortages and untapped female potential: The relevance of gender quotas for talent management in high growth potential economies of the Asia Pacific region. International Business Review, 22(3), 539–553.
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Sidani, Y., & Al Ariss, A. 2014. "Institutional and corporate drivers of global talent management: Evidence from the Arab Gulf region". Journal of World Business, 49(2): 215-224.
Selmer, J., and Lauring, J. 2010. Self-initiated academic expatriates: Inherent demographics and resons to expatriate. European Management Review, 7(3): 169-179.
Tatli, A., Vassilopoulou, J. and Özbilgin, M. 2013. 'An unrequited affinity between talent shortages and untapped female potential: The relevance of gender quotas for talent management in high growth potential economies of the Asia Pacific region', International Business Review, 22(3): 539–553. Akram Al Ariss, PhD
Professor of Human Resource Management
Habilité à Diriger des Recherches (HDR)
Toulouse Business School, France
Associate Editor for Career Development International
New book: Global Talent Management: Challenges, Strategies, and Opportunities (Springer, 2014)