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Table 2 Results from studies comparing SIEs and AEs

From: Do three years make a difference? An updated review and analysis of self-initiated expatriation

Variables

Differences between the two type of expatriates

Similarities between the two types of expatriates

Authors

Self-inititated expatriates (SIEs)

Assigned expatriates (AEs)

Motivational drivers

Interest in internationalism and poor employment situation

Employer initiative

 

Suutari and Brewster (2000)

 

Location and host country reputation

Career factors

 

Doherty et al. (2011)

Geographical mobility

More likely to move from peripheral to economically advanced countries

Move more easily to peripheral countries

 

Peiperl et al. (2014)

 

Move where conditions offer greater economic prospects

Move to less developed countries and support the company subsidiary there

  

Demographics and individual characteristics

Slightly younger, more females and singles, accompanied with spouses working abroad

Older, more males, married, accompanied with spouses not working abroad

 

Suutari and Brewster (2000), Peiperl et al. (2014)

 

More proficient in host country language

Less proficient in host country language

No significant difference were found in age, gender, marital status or education

Froese and Peltokorpi (2013)

 

SIE spend more time in host country

Have more international experience in working abroad

High open-mindedness, cultural empathy and social initiative

 

Career

Lower levels of knowing whom

Higher levels of knowing whom

High levels of knowing how and knowing why

Jokinen et al. (2008)

 

More stable career orientation/personal investment in career and career progression sustained over time

Career orientation decreases with age

 

Biemann and Andresen (2010)

 

Security anchor

Internationalism anchor

Lifestyle anchor

Cerdin and Le Pargneux (2010)

 

Boundaryless career

Protean

 

Inkson et al. (1997)

Employer, job and task variables

More often employed at lower organizational levels

Occupy high organizational level/managerial positions

 

Suutari and Brewster (2000), Froese and Peltokorpi (2013)

 

Employment organizations are international or foreign private companies

Tend to work in home country companies and their respective subsidiaries

  
 

Undertake relatively unskilled, casual roles, often below their capabilities

Roles are broader and more challenging, according to their capabilities

 

Inkson et al. (1997)

 

Higher organizational mobility and intention to change organization

Lower organizational mobility and intention to change organization

 

Biemann and Andresen (2010)

 

Less satisfaction with job

Higher levels of job satisfaction

 

Froese and Peltokorpi (2013)

Compensation

High variations in net salary levels

Less variation in salary

 

Suutari and Brewster (2000)

 

Less common or inexistent additional competitive compensation packages (assignment insurance, overseas premiums, house and education allowances)

Very common additional competitive compensation packages (assignment insurance, overseas premiums, house and education allowances)

  

Coping strategies

Less critical and more willing to emulate typical host country behaviors for resolving problems related to adaptation to the country

Negative interpretation of the entire

cultural system and dissatisfied

 

von Borell de Araujo et al. (2014)

Adjustment

Interact with local populations, understand better the language and culture, adjusting more easily

Do not interact as much with host country nationals, and have more difficulties to adjust

 

Sargent (2002), Peltokorpi and Froese (2009), Froese and Peltokorpi (2013)

   

Challenges to adjustment related to obtaining a visa, renting a house, contracting for utilities and paying taxes

von Borell de Araujo et al. (2014)

Repatriation

No repatriation agreement is made prior to departure, and are more willingly to accept another working period abroad

Usually move abroad with a definite timeframe and repatriation agreement

 

Suutari and Brewster (2000)