Table 5 The proposed future research suggestions by Doherty (2013) and the extent they were met during the 2012–2014 period

“Explore the shifts that SIEs may make between self-initiated, company supported and migrant status.” (p. 450)

×

“The gendered nature of some facets of the experience is an important issue worthy of further study.” (p. 451)

×

“There is little evidence of how organizations acquire SIEs or the extent to which the skills contributed by SIEs are matched to the organizational context.” (p. 456)

×

“Further research is needed in order to gauge the magnitude of the population to provide evidence of the scale of SIEs as a potential global resource.” (p. 458)

×

“Further research could explore issues such as intra and inter home and host country comparisons affecting the intention to become SIEs, exploration of the factors that affect intended and actual repatriation behavior and the many facets of employment such as job satisfaction, organizational identification and commitment.” (p. 458)

√

Cao et al. (2014)

“Further research could usefully be done to validate constructs such as career anchors of SIEs.” (p. 458)

×

“There is a need to address research questions relating to the utility of SIEs to corporations and meso-level issues about the employee-employer relationship.” (p. 458)

√

Tharenou (2013)

“Further research could poll managers’ perceptions of SIEs to provide data on how SIEs are perceived within the organizational context.” (p. 458)

√

Showail et al. (2013)

“There is a need to explore how individual-level variables can relate to the organizational level, further researching, for example, how the adjustment patterns among SIEs can connect to organizational performance.” (p. 459)

×

“A further step in theoretical development is required to demonstrate whether and how the individual level career capital of SIEs can contribute to an organizational-level competitive advantage.” (p. 459)

√

Cerdin and Le Pargneux (2014)