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Balancing individual and organizational goals in global talent management: A mutual-benefits perspective

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  • Farndale, Elaine
  • Pai, Avinash
  • Sparrow, Paul
  • Scullion, Hugh

Abstract

Drawing from the talent management and global mobility literatures, there is simultaneous pressure to address both organizational goals to place talent internationally, and individual goals of self-initiated expatriation. This raises important questions for the future of global talent management (GTM): how might individual and organizational goals be balanced to the mutual benefit of both parties? Qualitative data from pilot studies in multinational corporations demonstrate a largely financially driven balancing act between self-initiated and organization-assigned expatriate assignments. Building primarily from psychological contract theory, this study builds propositions for future research, and explores the implications for global talent management practice.

Suggested Citation

  • Farndale, Elaine & Pai, Avinash & Sparrow, Paul & Scullion, Hugh, 2014. "Balancing individual and organizational goals in global talent management: A mutual-benefits perspective," Journal of World Business, Elsevier, vol. 49(2), pages 204-214.
    • Handle: RePEc:eee:worbus:v:49:y:2014:i:2:p:204-214
    DOI: 10.1016/j.jwb.2013.11.004
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    4. King, Karin A., 2016. "The talent deal and journey: understanding the employee response to talent identification over time," LSE Research Online Documents on Economics 66563, London School of Economics and Political Science, LSE Library.
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    12. Li, Chun-Sheng Joseph & Lee, Po-Yen & Liou, James J.H., 2018. "Exploring the staff localization of Taiwanese MNC subsidiaries in China: Effects of size, operation time, location, and local-market focus," Journal of Business Research, Elsevier, vol. 88(C), pages 20-27.
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