Abstract
Drawing on Bourdieu’s (1986),‘skill-discounting’(Reitz, 2001), and job
embeddedness theory (Mitchell, Holtom, Lee, Sablynski & Erez, 2001),
we argue that the migrant desire to reduce the skill discount (applied
by recruiters and employers) prompts migrant employees to view each job,
not just as a source of income, but as an opportunity to develop skills
(ie social capital) to obtain a another job that make better use of
their pre-arrival capabilities. Thus, whereas for non-migrant employees
each job is more likely to be a destination in itself, for the migrant
employee facing skill discounting each job is an interim step in the
journey towards the elimination of the skill discount. As a result,
migrants and non-migrants are likely to have different linkage, fit and
sacrifice on-the-job embeddedness. This paper sketches a theory which
argues that the effects of job embeddedness are contingent on migration
status.
| Original language | English |
|---|---|
| Number of pages | 19 |
| Publication status | Published - 2017 |
| Event | 31st Annual Australian New Zealand Academy of Management Conference - RMIT University, Melbourne, Australia Duration: 5 Dec 2017 → 8 Dec 2017 Conference number: 31 https://www.aconf.org/conf_125688.html (Description of conference) |
Conference
| Conference | 31st Annual Australian New Zealand Academy of Management Conference |
|---|---|
| Country/Territory | Australia |
| City | Melbourne |
| Period | 5/12/17 → 8/12/17 |
| Other | The theme of this years’ Conference is Creative Disruption: Managing in a Digital Age. While technological disruption is not new, the pace of change and the potential of its impact are enormous. The grand challenge confronting managers of this decade is to know how to harness and leverage disruptions in a creative and bold way. |
| Internet address |
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Keywords
- embeddedness
- migrants
- skill discounting
- retention