Search

Migration experiences are often associated with some sort of transnational economic activity which connects the past and the present of migrants abroad, and specifically with remittances. Motivations to send money at origin have been deeply investigated at the micro as well as at the macro level, as remittances can affect recipient households’ well-being, investment and consumption levels in the receiving countries and play an insurance role against external shocks. This paper contributes to the literature on migrants’ remittances providing evidence for migrants from Morocco, Peru and Romania, three traditional labor-exporting countries with a medium level of economic development, from three different geographical areas and with different migration patterns to Italy. Exploiting a relatively rich, albeit small-scale, dataset we analyze the spatial distribution of migrants’ nuclear families and households and we build three different migratory profiles, Loners, Pioneers and followers, characterized by the timing and sequence of the migration event with respect to the rest of the nuclear family. Then author test a negative binomial model to describe the variation in the variable ‘remittances amount’. Beyond cross-country variations and after controlling for the most commonly used individual demographic and economic characteristics, our analysis consistently clusters migrants according to their family and household structure in Italy and abroad to explain the total amount of remittances sent to the origin country.

How do people construct shared views of what the organization is all about in the international, complex; company? Within a cultural perspective, organizational identity can be tmderstood as organizational members' shared views and definitions of the organization. As people make sense of actions, events, decisions, etc., shared meanings develop which provide organizational members with a sense of organization. Through an ethnographic study in the corporate setting of lKEA I have tried to create an understanding of the processes tluough which organizational identities become constructed across borders. In the study it is shown how organizational members through the processes of sense-making construct collective self-views. By drawing borders against the outside world, mirroring themselves and talking to the self, organizational members come to create definitions of what the organization is all about. In the international, complex organization, these processes take place in different national contexts and in various local spheres of meaning. In order to offset divergent views and differentiation of meanings, managers try to create a global supra-identity through the fabrication of culture. At the same time, however, there is a heterogenization of meanings as predefined meanings from the top are constantly interpreted, rejected, recreated or adopted in the local spheres. Thus, in the complex organization, there are many collective selfviews and multiple identities. The organization, then, is to be Wlderstood as an arbitrary boundary around a set of spheres of meaning that overlap and interact.Index