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

Elaine Farndale, Avinash Pai, Paul Sparrow, Hugh Scullion

Research output: Contribution to journalArticle

53 Citations (Scopus)

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.

Original languageEnglish (US)
Pages (from-to)204-214
Number of pages11
JournalJournal of World Business
Volume49
Issue number2
DOIs
StatePublished - Apr 1 2014

Fingerprint

Global talent management
Contract theory
Expatriation
Expatriates
Multinational corporations
Assignment
Qualitative data
Management practices
Psychological contract
Talent management

All Science Journal Classification (ASJC) codes

  • Business and International Management
  • Finance
  • Marketing

Cite this

@article{12081fbb4492497699ae1ce615737995,
title = "Balancing individual and organizational goals in global talent management: A mutual-benefits perspective",
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.",
author = "Elaine Farndale and Avinash Pai and Paul Sparrow and Hugh Scullion",
year = "2014",
month = "4",
day = "1",
doi = "10.1016/j.jwb.2013.11.004",
language = "English (US)",
volume = "49",
pages = "204--214",
journal = "Journal of World Business",
issn = "1090-9516",
publisher = "Elsevier Inc.",
number = "2",

}

Balancing individual and organizational goals in global talent management : A mutual-benefits perspective. / Farndale, Elaine; Pai, Avinash; Sparrow, Paul; Scullion, Hugh.

In: Journal of World Business, Vol. 49, No. 2, 01.04.2014, p. 204-214.

Research output: Contribution to journalArticle

TY - JOUR

T1 - Balancing individual and organizational goals in global talent management

T2 - A mutual-benefits perspective

AU - Farndale, Elaine

AU - Pai, Avinash

AU - Sparrow, Paul

AU - Scullion, Hugh

PY - 2014/4/1

Y1 - 2014/4/1

N2 - 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.

AB - 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.

UR - http://www.scopus.com/inward/record.url?scp=84894240027&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=84894240027&partnerID=8YFLogxK

U2 - 10.1016/j.jwb.2013.11.004

DO - 10.1016/j.jwb.2013.11.004

M3 - Article

AN - SCOPUS:84894240027

VL - 49

SP - 204

EP - 214

JO - Journal of World Business

JF - Journal of World Business

SN - 1090-9516

IS - 2

ER -