Institute For Human Resource Management
Institute for Human Resource Management
PROPOSAL
Managing Expatriation in High Risk Professions from the HR Perspective
Minh-Thi Ngo
Student Number: 1250762
Bachelor Program in Business, Economics and Social Sciences (BESC)
International Business Administration Major
E-Mail: h1250762@wu.ac.at
Phone Number: 0669/17266299
Supervisor:
Dr. Heike Schröder
Vienna University of Economics and Business
Institute for Human Resource Management
Welthandelsplatz 1
1020 Vienna, Austria
Table of Contents
1. Introduction and Problem Statement
2. Research Questions
3. Definition of Objectives
4. Methodology
5. Preliminary Outline
6. Preliminary List of References
1. Introduction and Problem Statement
Living in a globalized world where business and economic activities correlate worldwide, sending employees to subsidiaries in foreign countries has become a common practice for expanding companies and the term “expatriation” is a regular feature of Human Resource Management classes and books.
Nevertheless, there still seems to be a lack of literature covering the topic of expatriation in high risk professions or in risky nations. It is particularly hard to find literature on HRM practices like recruiting, staffing, training and development, and performance management on that topic. Owing to the fact that natural disasters and the number of civil conflicts are rising, working on behalf of humanitarian aid has become a common trend and the number of humanitarian agencies, both United Nations bodies (UN) and NGOs, have increased significantly in the last two decades (Kozarsky, Freedman, Nothdurft, Connor, 2013). Being an expatriate in high risk professions can be very difficult and stressful causing not only physical and mental health problems but also an increase in risk-taking behavior (Dahlgren, DeRoo, Avril, Bise & Loutan ,2009). Therefore Humanitarian aid in general and Human Resource Management practices in those organizations are of high importance
PROPOSAL
Managing Expatriation in High Risk Professions from the HR Perspective
Minh-Thi Ngo
Student Number: 1250762
Bachelor Program in Business, Economics and Social Sciences (BESC)
International Business Administration Major
E-Mail: h1250762@wu.ac.at
Phone Number: 0669/17266299
Supervisor:
Dr. Heike Schröder
Vienna University of Economics and Business
Institute for Human Resource Management
Welthandelsplatz 1
1020 Vienna, Austria
Table of Contents
1. Introduction and Problem Statement
2. Research Questions
3. Definition of Objectives
4. Methodology
5. Preliminary Outline
6. Preliminary List of References
1. Introduction and Problem Statement
Living in a globalized world where business and economic activities correlate worldwide, sending employees to subsidiaries in foreign countries has become a common practice for expanding companies and the term “expatriation” is a regular feature of Human Resource Management classes and books.
Nevertheless, there still seems to be a lack of literature covering the topic of expatriation in high risk professions or in risky nations. It is particularly hard to find literature on HRM practices like recruiting, staffing, training and development, and performance management on that topic. Owing to the fact that natural disasters and the number of civil conflicts are rising, working on behalf of humanitarian aid has become a common trend and the number of humanitarian agencies, both United Nations bodies (UN) and NGOs, have increased significantly in the last two decades (Kozarsky, Freedman, Nothdurft, Connor, 2013). Being an expatriate in high risk professions can be very difficult and stressful causing not only physical and mental health problems but also an increase in risk-taking behavior (Dahlgren, DeRoo, Avril, Bise & Loutan ,2009). Therefore Humanitarian aid in general and Human Resource Management practices in those organizations are of high importance
References: Andreason, A. W. 2003. Expatriate adjustment to foreign assignments. International Journal of Commerce and Management, 13 (1), pp. 42—60 Brady M Dahlgren, A., DeRoo, L. Avril, J., Bise, G. & Loutan, L. (2009). Health Risks and Risk Taking Behaviours Among International Commitee of the Red Cross (ICRC) Expatriates Returning From Humanitarian Missions Forster, N. (1997). The persistent myth of high expatriate failure rates’: a reappraisal. The International Journal of Human Resource Management, 8:4, 414-433 Foyle, M., Beer, M Harvey, M. and Novicevic, M. M. 2001. Selecting expatriates for increasingly complex global assignments. Career Development International, 6 (2), pp. 69--87. Hilary Harris, International Human Resource Management (1998). A European Perspective. Routledge. International Assignment Management: Expatriate Policy and Procedure International Federation of Red Cross and Red Crescent Societies (2013) Koteswari, B. and Bhattacharya, M. (2007). Managing Expatriate Stress. Delhi Business Review Vol.8, No.1 Kraimer, M Luc Reychler,Thania Paffenholz (2001). Peacebuilding: A Field Guide. Lynne Rienner Publishers (pp. 43-49) Phyllis Kozarsky,David O Sheik, M., Gutierrez, M., Bolton, P., Spiegel, P., Thieren, M. & Burnham, G. (2000). Deaths among humanitarian workers. British Medical Journal, 321, 166-168 Stoddard, A., Harmer, A Toovey, S., Moerman, F. & Gompel, A. (2007b). Special Infectious Disease Risks of Expatriates and Long-Term Travelers in Tropical Countries. Part II: Infections Other Than Malaria. Journal of Travel Medicine, 14, 1, c Waxin, M., Panaccio, A Yamazaki, Y. and Kayes, D. C. (2004). An experiential approach to cross-cultural learning: A review and integration of competencies for successful expatriate adaptation. Academy of Management Learning & Education, 3 (4), pp. 362--379.