Millennials' AMO to Expatriate & Implications for International Human Resource Management

Research on Millennials suggests they differ from other generations in what they seek from their careers and the implications for organizations. The aim of this paper is to advance studies on expatriation in international... [ view full abstract ]

Research on Millennials suggests they differ from other generations in what they seek from their careers and the implications for organizations. The aim of this paper is to advance studies on expatriation in international human resource management by understanding Millennials’ ability, motivation and opportunity to expatriate, and the corresponding implications for organizations. Using AMO theory as the conceptual framework, the paper draws on findings from existing studies on Millennials. This is supplemented with quantitative and qualitative empirical data on Generation Y/Millennial workers in the professional services industry in Ireland, combined with in-depth interviews with HRM managers responsible for international talent mobility in the professional services industry. A complex combination of career independence (desire for an individualized career path) and career dependence (organizational support) is apparent. The data suggests that structured, supported, non-obligatory and flexible expatriation programmes best suit this workforce generation.

Millennial, expatriation, AMO theory, global mobility, international human resource management, professional services firms, graduate employment. [ view full abstract ]

Millennial, expatriation, AMO theory, global mobility, international human resource management, professional services firms, graduate employment.