Skilled migrants' career capital as a source of competitive advantage: implications for strategic HRM
Skilled migrants' career capital as a source of competitive advantage: implications for strategic HRM
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技术移民的职业资本作为竞争优势的来源：对战略人力资源管理的影响
DOI：
10.1080/09585192.2014.981199
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发表时间：
2015
期刊：
影响因子：
--
通讯作者：
Jelena Zikic
中科院分区：
文献类型：
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作者：
Jelena Zikic
在当今世界许多地区的知识经济中，技术移民是劳动力增长的重要来源。然而，管理学学者对了解中小企业职业资本的潜在战略价值以及如何吸引他们并将其融入当地组织的关注很少。本文将智能职业生涯理论与多元化资源观理论相结合，构建了一个新的整合框架，定义了当地雇主利用SM职业资本的途径。该框架解决了与适当评估SM员工的组织需求和准备情况(组织知道-为什么)相关的组织能力，然后描述了适当吸引和整合(知道-如何和知道-谁与短信相关)这种类型的员工到当地组织的独特方法。讨论了未来研究的建议，特别是进一步研究人力资源在员工-雇主关系的三个阶段(即理解、吸引和融入)中的作用。这篇论文还通过关注较少被研究的多样性类型，即职业资本多样性，对多样性文献做出了贡献。对这一领域未来的研究和实践的意义进行了描述。
Skilled migrants (SMs) are an important source of labour force growth in today's knowledge economy in many parts of the world. Yet, management scholars have paid only scarce attention to understanding the potential strategic value of SMs' career capital and ways of attracting and integrating them into local organizations. This paper combines intelligent career theory and the resource-based view theory applied to diversity into a new and integrated framework defining ways that local employers may leverage on SM career capital. The framework addresses organizational competencies related to properly assessing organizational needs and readiness (organizational knowing-why) for SM workforce and then describing unique ways of properly attracting and integrating (knowing-how and knowing-whom related to SMs) this type of workforce into local organizations. Propositions for future research and, in particular, for further studying the role of HR in each of the three stages of the SM–employer relationship (i.e. understanding, attracting and integrating) are discussed. The paper also contributes to diversity literature by focusing on the less examined type of diversity, namely career capital diversity. Implications for future research and practice in this area are described.