Michael Dickmann
Cranfield University
EconomicsPolitical scienceManagementHuman resource managementPublic relations
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Publications 86
#1Silvia Dello RussoH-Index: 8
#2Emma Parry (Cranfield University)H-Index: 16
Last. Martina Gianecchini (UNIPD: University of Padua)H-Index: 5
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AbstractA compelling issue for organizations and societies at large is to ensure external employability of the workforce across workers’ entire work-life span. Using the frameworks of age norms, st...
#1Fang Lee Cooke (Monash University)H-Index: 31
#2Michael Dickmann (Cranfield University)H-Index: 19
Last. Emma Parry (Cranfield University)H-Index: 16
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#1Benjamin Bader (Newcastle University)H-Index: 8
#2Tassilo Schuster (LMU: Ludwig Maximilian University of Munich)H-Index: 9
Last. F Dickmann (Cranfield University)
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AbstractQuestions related to managing people in hostile environments have become more central on the agenda of business leaders and HR professionals in MNCs. This is due to developments such as the...
#1Jon P. BriscoeH-Index: 15
Last. Emma ParryH-Index: 16
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#1Maike Andresen (University of Bamberg)H-Index: 11
#2Eleni Apospori (OPA: Athens University of Economics and Business)H-Index: 10
Last. Jelena Zikic (York University)H-Index: 19
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#1Michael Dickmann (Cranfield University)H-Index: 19
#2Emma Parry (Cranfield University)H-Index: 16
Last. Nadia KeshavjeeH-Index: 1
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AbstractHostile environments pose a distinct threat to international organizations and their staff and yet they are under researched within the literature on IHRM. Localization of staff may present a means to manage some of the risks and also to provide the resources needed to achieve competitive advantage. Drawing on the resource-based view and institutional theory, we explored resource- and capability-based and institutional influences in relation to the decision of whether to localize profess...
8 CitationsSource
#1Adam Smale (University of Vaasa)H-Index: 15
#2Silvia Bagdadli (Bocconi University)H-Index: 6
Last. Marijke Verbruggen (Katholieke Universiteit Leuven)H-Index: 12
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5 CitationsSource
#1Phil St John Renshaw (Cranfield University)
#2Emma Parry (Cranfield University)H-Index: 16
Last. Michael Dickmann (Cranfield University)H-Index: 19
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#1Michael Dickmann (Cranfield University)H-Index: 19
#2Vesa Suutari (University of Vaasa)H-Index: 28
Last. Christelle Tornikoski (Grenoble School of Management)H-Index: 7
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AbstractBuilding on a modern careers approach, we assess the effects of working abroad on individuals’ career capital. Given the dearth of longitudinal studies, we return to a sample of economics graduates in Finland eight years later. We measure changes in three dimensions of career capital; ‘knowing how’, ‘knowing whom’, ‘knowing why’ and find that company assigned expatriates learn more than self-initiated expatriates. All three career capital areas benefit from international experience and a...
17 CitationsSource
#1Michael Dickmann (Cranfield University)H-Index: 19
#2Jean-Luc Cerdin (ESSEC Business School)H-Index: 16
AbstractThis study investigates global career self-management behaviors of staff in an international governmental organization (IGO). The literature on global careers argues that individuals should maximize their career capital, operationalized in the intelligent careers (IC) concept as competencies, social networks, and motivations of persons related to their careers. The IC concept implies that career capital is transferable and argues that IC components are interrelated and self-reinforcing. ...
7 CitationsSource