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Identity Work & Global Commuters: exploring the identity of those who commute globally in their careers

  • Full or part time
    Dr S Kirk
  • Application Deadline
    Applications accepted all year round
  • Self-Funded PhD Students Only
    Self-Funded PhD Students Only

Project Description

Research to-date has tended to focus on expatriate work, with relatively little attention paid to other forms of global mobility (Howe-Walsh and Schyns, 2010). Global mobility can be defined as; ‘movements of people across international borders for any length of time for work-related purposes’ (Koslowski, 2011: preface). Due to mortgage concerns, family ties and dual career commitments, there has been an increasing number of employees declining such opportunities (Froese, Jommersbach and Klautzsch 2013), leading employers to consider allowing alternative forms of mobility, such as global commuting.

Global or cross-border commuters are individuals who cross national borders to work in a different country on a daily, weekly (Dickmann and Baruch, 2011), or in some rarer cases monthly basis (Kirk, 2016). Working in such conditions of turbulence and flux within the workplace can create tensions and contradictions that highlight the ‘constructed quality of self-identity and compel more concentrated identity work’ (Alvesson and Willmott, 2002, p.626). The impact of mobility on the identities of those involved in such careers has received little attention to date, with only limited studies focusing on expatriates and these approaching this largely from a functionalist perspective (see Habermas, 1972).

The project would be designed to explore the identity work engaged in by those who commute globally in their careers. There is little research in this field and as it is a growing area of global mobility, particularly within Europe and parts of the Asia-Pacific, this would fill a gap in the current body of knowledge.

References

Alvesson M and Willmott H (2002) Identity regulation as organizational control producing the appropriate individual. Journal of Management Studies 39: 619-644.
Dickmann, M. and Baruch, Y. (2011) Global careers. Oxon: Routledge.
Froese, F.J., Jommersbach, S. and Klautzsch, E. (2013) ‘Cosmopolitan career choices: a cross-cultural study of job candidates’ expatriation willingness’, The International Journal of Human Resource Management, http://dx.doi.org/10.1080/0985192.2013.770782.
Habermas J (1973) Legitimation crisis. Boston: Beacon Press
Howe-Walsh, L. and Schyns, B. (2010) ‘Self-initiated expatriation: implications for HRM’. The International Journal of Human Resource Management, 21 (2), 260-273
Kirk, S. (2016 Career capital in Kaleidoscope Careers: The role of HRM, The International Journal of Human Resource Management, DOI: 10.1080/09585192.2015.1042896

Related Subjects

How good is research at Nottingham Trent University in Business and Management Studies?

FTE Category A staff submitted: 23.00

Research output data provided by the Research Excellence Framework (REF)

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