| Abstract [eng] |
In today’s global world, people are becoming increasingly mobile, but international organizations are also seeking mobility to maintain and increase their competitive advantage among other multinationals. One of the ways to maintain a competitive advantage is by an employee. Expatriation is the process of international workers’ movement, where an organization sends existing specialists to units in other countries for a set period of time (Reiche, Harzing, 2009). We call such workers expatriates sent by organizations, but researchers note that such workers are a costly phenomenon (Martin, 2010, Laiho 2014). As an alternative, there is another group of expatriates – self–initiated expatriates who voluntarily initiate expatriation for an indefinite period. Although one of the main motives for expatriation for self–initiated expatriates is work, they can be driven by other motives, so it is difficult to predict what factors would determine their longevity in the organization, for this reason, it is important to pay attention to their professional well – being and organizational factors. Organizations can benefit from attracting and retaining international workers in terms of competition among other organizations in the country (Walsh and Schyns, 2010). Host countries and organizations should seek to understand the different individual needs for professional life. If self–initiated expatriates could pursue their professional goals according to their intrinsic values and aspirations, corporations and host countries could attract and retain these skilled individuals in the long run (Cao, 2012), it is important to ensure the well–being of these workers in the host organization and country. |
