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The article discusses research concerning knowledge sharing and career outcomes for employees on international assignment from a social capital perspective. The discussion focuses on communication in the organization, boundary spanning and exchange of information between subsidiaries and corporate headquarters, the social capital of inpatriates or subsidiary employees, the employee's fluency in the host country's language, and the perception of cultural distance and host ethnocentrism. The study suggests that career opportunities are related to the individual's social ties which result in broader access to resources and to career sponsorship.

The global leadership field has thus far remained underdeveloped and disconnected. To foster more cohesive theoretical and empirical work, we systematically review and theoretically integrate extant conceptualizations and develop a typological classification of global leadership. Our typology distinguishes among the significant and variable demands of the task context (global complexity) and relationship context (global connectivity) that global leaders face. We also identify six constructs that underlie these two dimensions and theorize about their conceptual space. Our theorizing leads us to derive four ideal-types of global leadership and their primary behavioral sets. Implications for global leadership research and practice are discussed. [ABSTRACT FROM AUTHOR]

In this paper we report a time-lagged study over six months analyzing the indirect effect of protean career orientation on changes in job satisfaction and turnover intention via goal progress. Specifically, we found that protean career orientation was positively related with goal progress, which in turn was associated with increases in job satisfaction and decreases in turnover intention over time. Career management practices moderated the indirect effect of protean career orientation on these job attitudes. This effect was observed because the relationship between goal progress with changes in job satisfaction and turnover intention became less salient when organizations offered a high extent of formal career practices. We discuss the implications for research and practice. [ABSTRACT FROM AUTHOR]

We address a critical question concerning the process of innovation that entrepreneurs are often involved in: How are novel opportunities developed? Building on institutional theory, we answer this question by theorizing about a dynamic and iterative process, during which an opportunity is repetitively translated and transformed vis-à-vis a set of actors. Through this development process, incongruities between the opportunity and various actors involved are reduced in such a way that both the content of the opportunity and the expectations of the actors evaluating it are altered. We elaborate our process model using several illustrations from a case study dealing with the emergence of peer-to-peer lending in the US over the last decade. We identify three factors affecting the speed of this process: the degree of opportunity novelty, misaligned actor expectations, and the temporal distance between cycles of translation and transformation. We discuss the implications of our model for entrepreneurship research and practice. [ABSTRACT FROM AUTHOR]

This research investigates the relationship between quitters from ego's intra-organizational networks and ego's retention. Delineating interpersonal ties as instrumental and expressive, in this paper, we propose that the turnover effects of coworkers on employee retention are contingent on the content of the ties. We hypothesize that quitters from ego's instrumental networks positively affect ego's staying whereas quitters from ego's expressive networks negatively affect ego's staying. We also examine the interaction effect between quitters from both networks on employee retention. Furthermore, we discuss the moderating role of employees' high-commitment climate perceptions on the relationship between quitters from expressive networks and employee retention. Analyzing with both logistic regression and survival analysis, we test our hypotheses with data from 1459 employees in 43 business units of a multinational company in China. [ABSTRACT FROM AUTHOR]

Responding to calls for analyzing the boundary conditions of the relationship between core self-evaluations (CSE) and subjective career success, we examined how CSE interacts with occupational embeddedness to predict career satisfaction. Based on self-verification theory and the concept of situational strength, we proposed a contingent path model in which CSE relates to subjective career success through positive goal emotions. Using a sample of 140 alumni of two business schools, we further examined whether the direct and indirect effects of CSE on career satisfaction are weakest when individuals are highly enmeshed within their occupations. A time-lagged study with three measurement waves largely supported our hypotheses, showing that high-CSE individuals were more satisfied with their careers because they associated more positive emotions with their career goals. However, a high degree of occupational embeddedness attenuated the indirect effect of the CSE-career satisfaction relationship through positive goal emotions and compensated for low levels of positive goal emotions. We discuss theoretical implications for research on CSE, career goals, and career success. [ABSTRACT FROM AUTHOR]

We bring together five papers focused on a range of expatriate family issues including the dual-career challenge, relocation transitions, organizational support, adjustment, and key emerging trends. Four of the papers are authored by international teams of global mobility scholars from countries that include (in addition to the USA) Malaysia, China, Australia, Canada, Spain, and Israel. We also include a paper by industry experts - a team from Brookfield Global Relocation Services based in the USA and UK - that allows both researchers and managers to map out the dynamic context of expatriation and the continuous changes of global mobility trends. We believe that the main contribution of our symposium is the marrying of theory and practice from an 'international membership [that] affords us a broad perspective ... across regions, [on] issues of practical importance to managers, employees, and the other stakeholders in our scholarly enterprise" (Adler, 2012). In response to the often repeated call for 'bridging the gap' between academia and management (Hughes, Bence, Grisoni, O'Regan, & Wornham, 2011), our goal is to integrate the primarily theory- driven focus of scientific inquiry regarding antecedents, processes and outcomes of expatriate/family relocations with a more phenomenon-driven approach of industry consultants to understanding what matters for expatriate families. As such, the papers we have chosen fit well with the conference theme of 'capitalism in question', in the context of addressing the emerging needs of an ever-changing dynamic and diverse global workforce facing unprecedented economic and financial challenges. The Impact of Work- and Family-Role Adjustment on Expatriates' Engagement and Performance Presenter: Mina Westman; Tel Aviv U. Presenter: Shoshi Chen; Tel Aviv U. Presenter: Mihaela Dimitrova; U. of Wisconsin, Milwaukee Presenter: Margaret Shaffer; U. of Wisconsin, Milwaukee A Multiple Stakeholder Perspective of Expatriate Adjustment and Performance in Malaysia Presenter: Marlin Abdul Malek; U. Utara Malaysia Presenter: B. Sebastian Reiche; IESE Business School Expatriate Family Issues: What We Know and Where We Need More Research Presenter: Scott Sullivan; Brookfield Global Relocation Services Presenter: Gill Aldred; Brookfield Global Relocation Services Presenter: Jill Taylor; Brookfield Global Relocation Services Family Talent Management: Designing an Expatriate Dual-Career Competency Framework Presenter: Miriam Moeller; U. of Queensland Presenter: Yvonne McNulty; Shanghai U. Presenter: Michael G. Harvey; U. of MS. & Bond U. (Australia) Moving Sucks! What Expatriate Families Really Want (and Get) When They Relocate Presenter: Mila B. Lazarova; Simon Fraser U. Presenter: Robin Pascoe; Expatriate Press Limited [ABSTRACT FROM AUTHOR]

This study draws on theories of opportunity, motivation and ability to investigate the conditional effects of language proximity in HQ-subsidiary relationships for subsidiaries' knowledge flows from and to corporate headquarters. Building on a large-scale empirical study of 817 subsidiaries located in nine different countries/regions, we find support for our hypotheses that the opportunity-related variables frequency of face-to-face interaction and centralization in HR decision-making, and the motivation-related variables trust in HQ managers and shared values and goals are conducive to both subsidiary knowledge inflows from and subsidiary knowledge outflows to headquarters. Most importantly, we also show that the ability-related variable language proximity exerts different conditional effects on the role of these antecedents. Implications for research on HQ-subsidiary knowledge flows and cross-national distance are discussed. [ABSTRACT FROM AUTHOR]