Motivating factors for academic mobility of foreign faculty: Analysis of expatriation models
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Keywords:
human capital, academic mobility, expatriation, international faculty, developing countries, developed countries, higher education,Abstract
Due to the growing globalization, human capital is regarded as a priority and main source of investment. For that reason, we can observe the steady growth of academic mobility across countries, not with students only but involving the faculty too, who participate in international research projects and conferences in developed countries. At the same time it is evident that there is a paucity of international professors coming to developing countries, whilst developing countries experience a drain of their prominent people to work in rich countries. This article aims to shed light onto the motivations and aspirations of international faculty to come to work in developing countries by analyzing and applying the most common models of expatriation in higher education sector.References
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2 Kim D., Wolf–Wendel L., Twombly S. International faculty: Experiences of academic life and productivity in US universities
// The Journal of Higher Education. – 2011. – №82(6). – P. 720-747.
3 Lin Z., Pearce R., Wang W. Imported talents: Demographic characteristics, achievement and job satisfaction of foreign born full time faculty in four–year American colleges // Higher Education. – 2009. – № 57(6). – P. 703-721.
4 Mamiseishvilli, K., & Rosser, V. International and citizen faculty in the United States: An examination of their productivity at research universitie // Research in Higher Education. – 2010. – № 51. – P. 88–107.
5 Hall P. Brain drains and brain gains : Causes, consequences, policy // International Journal of Social Economics. – 2005. – №32(11). – P. 939-950.
6 Lee J. T. Education hubs and talent development: Policymaking and implementation challenges // Higher Education. – 2014. – № 68(6). – P. 807-823.
7 Lowell B. L., Findlay A. Migration of highly skilled persons from developing countries: Impact and policy responses //
International Migration Papers. – 2001. – №44.
5 Osland J. S. The Adventure of working abroad: Hero Tales from the Global Frontier. – 1995.
6 Lee E. S. A theory of migration // Demography. – 1966. – № 3(1). – P. 47-57.
7 Richardson J. Geographic flexibility in academia: A cautionary note // British Journal of Management. – 2009. – № 20. – P. 160-170.
8 Thorn K. The relative importance of motives for international self-initiated mobility // Career Development International. – 2009. – № 14(5). – P. 441-464.
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10 King, Z. Career self-management: Its nature, causes and consequences // Journal of Vocational Behavior. – 2004. – №65(1). – P. 112-133.
11 Bauer T. N., Taylor, S. When managing expatriate adjustment, don’t forget the spouse // The Academy of Management Executive. – 2001. – № 15(4). – P. 135-137.
12 Inkson K., Carr S., Thorn K. From brain drain to talent flow: Views of expatriate Kiwis // University of Auckland Business Review. – 2004. – №6(2). – P. 29-40.
13 Wilson R. The frustraiting career of the ‘trailing spouse’ // The Chronicle of Higher Educationh. – № 45. – P. A12-A13.
14 Arthur M., Inkson K., Pringle J. The new careers: Individual action and economic change. – 1999. – Sage Publications.
15 Feldman D.C., Ng, T. Careers: mobility, embeddedness and success // Journal of Management. – 2007. – № 33(3). – P. 350- 377.
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Kuzhabekova А. S., & Gapbassova, L. Z. (2017). Motivating factors for academic mobility of foreign faculty: Analysis of expatriation models. International Relations and International Law Journal, 75(3). Retrieved from https://bulletin-ir-law.kaznu.kz/index.php/1-mo/article/view/713
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International relations and foreign policy
