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Expatriate assignment versus overseas experience: Contrasting models of international human resource development

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  • Inkson, Kerr
  • Arthur, Michael B.
  • Pringle, Judith
  • Barry, Sean

Abstract

Expatriate assignment (EA) and overseas experience (OE) models of international career experience are compared. Analysis of recent case study data suggests OE's advantages over EA for people's development and its consequences. In turn, the analysis suggests both human resource management and national policy-making shift from planning toward knowledge-centered approaches.

Suggested Citation

  • Inkson, Kerr & Arthur, Michael B. & Pringle, Judith & Barry, Sean, 1997. "Expatriate assignment versus overseas experience: Contrasting models of international human resource development," Journal of World Business, Elsevier, vol. 32(4), pages 351-368, January.
    • Handle: RePEc:eee:worbus:v:32:y:1997:i:4:p:351-368
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    References listed on IDEAS

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    1. Meg G Birdseye & John S Hill, 1995. "Individual, Organizational/Work and Environmental Influences on Expatriate Turnover Tendencies: An Empirical Study," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 26(4), pages 787-813, December.
    2. Oddou, Gary R. & Mendenhall, Mark E., 1991. "Succession planning for the 21st century: How well are we grooming our future business leaders?," Business Horizons, Elsevier, vol. 34(1), pages 26-34.
    3. Mendenhall, Mark E. & Oddou, Gary, 1988. "The overseas assignment: A practical look," Business Horizons, Elsevier, vol. 31(5), pages 78-84.
    4. Michael G Harvey, 1989. "Repatriation of Corporate Executives: An Empirical Study," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 20(1), pages 131-144, March.
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