SUMMARY
The rising number of international students and staff working globally in the current decade can be attributed to the various internationalization strategies that various public and private employers, have put in place to achieve globalization goals. The presence of international human resource capital on the other hand in the global human resource sector is a significant indicator that retention management strategies are being practiced by employers across the board. During their study period in foreign universities, most international students engage in part-time jobs which retain them after their studies through a work permit strategy among others. This review sought to discover and review the retention management strategies that employers utilized in managing and retaining the international human resource capital often brought to their disposal by higher education. It will contribute to the existing body of knowledge on Internationalization and human resource management retention. This review involved relevant scholarly articles on internationalization, employability, and diversity retention management. The outcome recommends the provision of; a robust and effective selection and hiring process, a safe and conducive job environment, full support from top management, humane treatment, collaboration, cultivation of a multicultural atmosphere, training and, development, financial incentives, and benefits, job enrichment initiatives, career development, equal access to promotion opportunities, flexible work opportunities, performance appraisals, and job evaluations, equal opportunities, opportunities to explore side jobs unlimited access to family-friendly benefits to all the multicultural staff.
2023. SPECIAL ISSUE 2 33-40
DOI: 10.24387/CI.2023.SPECIAL ISSUE 2.6
Cikk megtekintése: http://controllerinfo.hu/wp-content/uploads/2024/02/ContrInf_beliv_kulonszam_2023_2-6.pdf
REFERENCES
Abbasi, S. M. & Hollman, K. W. (2000): Turnover: The Real Bottom Line. Public Personnel Management, 29(3), 333-342. Https://Doi.Org/10.1177/009102600002900303
ALDamoe, F. M. A. – Yazam, M. – Ahmid, K. B. (2012): The mediating effect of HRM outcomes (employee retention) on the relationship between HRM practices and organizational performance. International Journal of Human Resource Studies, 2(1), 75. ISSN 2162-3058 https://doi.org/10.5296/ijhrs.v2i1.1252
Allen, Robert G. (2005): Multiple Streams of Income: How to Generate a Lifetime of Unlimited Wealth. ISBN 978-0471714552.
Altbach, P. G. – Knight, J. (2007): The internationalization of higher education: Motivations and realities. Journal of studies in international education, 11(3-4), 290-305. https://doi.org/10.1177/1028315307303542
Altbach, P. G. (2004): Globalisation and the university: Myths and realities in an unequal world. Tertiary Education & Management, 10(1), 3-25. https://doi.org/10.1080/13583883.2004.9967114, ISSN:1573-1936
Amaram, D. I. (2007). Cultural Diversity: Implications For Workplace Management. Journal of Diversity Management (JDM), 2(4), 1–6. https://doi.org/10.19030/jdm.v2i4.5017 ISSN 1558-0121
Ananthan, B. R. – Sudheendra Rao, L. N. (2011): Dynamics of Retention: practices and strategies, SCMS Journal of Indian Management. ISSN 0973-3167
Ansari, N. G. (2011): Employee perception of HRM practices: Impact on commitment to the organization. South Asian Journal of Management, 18(3), 122 ISSN 0971-5428
Archer, W. – Davison, J. (2008): Graduate employability. The Council for Industry and Higher Education, 1(20) http://hdl.voced.edu.au/10707/97377
Armstrong, M. (2009): Armstrong’s Handbook of human resource management practice. London: Kogan Page, ISBN 978-0-7494-5242-1
Bearman, M. – Smith, C. D. – Carbone, A. – Slade, S. – Baik, C. – Hughes-Warrington, M. – Neumann, D. L. (2012): Systematic review methodology in higher education. Higher Education Research & Development, 31(5), 625-640. https://doi.org/10.1080/07294360.2012.702735
Beck, K. (2012). Globalization/s: Reproduction and resistance in the internationalization of higher education. Canadian Journal of Education 35(3), 133-148. Retrieved from https://www.proquest.com/scholarly-journals/globalization-s-reproduction-resistance/docview/1115387292/se-2
Beelen, J. – Jones, E. (2015): Redefining internationalization at home. The European Higher Education Area: Between Critical Reflections and Future Policies, 59-72. DOI 10.1007/978-3-319-20877-0
Bryson, A. – Clark, A. E. – Freeman, R. B. (2012): Does how you are paid affect the way you feel? mimeo. https://doi.org/10.1016/j.labeco.2016.09.002
Byram, M. – Kühlmann, T. – Müller-Jacquier, B. – Budin, G. (2014): INCA The Theory. Retrieved from Inca project. URL: http://www. incaproject. org/en_downloads/24_INCA_THE_THEORY_eng_final. pdf.
Cascio, W. F. (2003): Managing human resources. ISBN 978-1-260-68135-2
Chapman, C. (2009): Retention begins before day one: orientation and socialization in libraries. New Library World, 110(3/4), 122-135. https://doi.org/10.1108/03074800910941329
Chew, J. – Chan, C. C. (2008): Human resource practices, organizational commitment and intention to stay. International journal of manpower. https://doi.org/10.1108/01437720810904194 ISSN: 0307-4803
Chhabra, N. L. – Mishra, A. (2008): Talent management and employer branding: Retention battle strategies. ICFAI Journal of Management Research, 7(11), 50-61. ISSN 0973-2330
Clarke, L. – Herrmann, G. (2007): Skill shortages, recruitment and retention in the house building sector. Personnel Review, https://doi.org/10.1108/00483480710752777, ISSN: 0048-3486
Cloutier, O. – Felusiak, L. – Hill, C. & Pemberton-Jones, E. (2015): The importance of developing strategies for employee retention. Journal of Leadership, Accountability and Ethics 12(2), 119-129. Retrieved from https://www.proquest.com/scholarly-journals/importance-developing-strategies-employee/docview/1726791378/se-2
Cox, T. H. – Blake, S. (1991): Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Perspectives, 5(3), 45-56. https://doi.org/10.5465/ame.1991.4274465
Crossman, J. E. – Clarke, M. (2010): International experience and graduate employability: Stakeholder perceptions on the connection. Higher Education, 59, 599-613. https://doi.org/10.1007/s10734-009-9268-z
De Vos, A. – Meganck, A. (2008): What HR managers do versus what employees value: Exploring both parties’ views on retention management from a psychological contract perspective. Personnel Review, 38(1), 45-60. https://doi.org/10.1108/00483480910920705
De Witt, H. (2011): Globalization and internationalisation of higher education. E-Journal on E-Learning, University and Network Society, 8(2), 241-248. https://doi.org/10.7238/rusc.v8i2.1247
Dess, G.D. – Shaw, J.D. (2001): ªVoluntary turnover, social capital, and organizational performanceº, Academy of Management Review, Vol. 26 No. 3, pp. 446-56. https://doi.org/10.5465/amr.2001.4845830
Dey, S. (2009): Employee retention–A key to organizational growth. Gmj, 3(1), 4549 https://www.academia.edu/download/35944983/Employee_Retention_-_A_Key_To_Organizational_Growth.pdf
D’Netto, B. – Sohal, A. S. (1999): Human resource practices and workforce diversity: an empirical assessment. International Journal of Manpower, 20(8), 530-547. https://doi.org/10.1108/01437729910302723
Egron-Polak, E. – Howard, L. – Hunter, F. – de Wit, H. (2015): Internationalization of higher education. Directorate-General for Internal Policies, European Union, ISBN: 1350139254, 9781350139251
Ely, R. J. – Thomas, D. A. (2001): Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative science quarterly, 46(2), 229-273. https://doi.org/10.2307/2667087
Ferris, G. R. – Frink, D. D. & Galang, M. C. (1993): Diversity in the Workplace: The Human Resources Management Challenges. Human Resource Planning 16(1). ISSN:0199-8986
Fielden, J. – Middlehurst, R. & Woodfield, S. (2007). Global Horizons For Uk Students: A Guide For Universities. Council for Industry and Higher Education. ISBN 1874223661
Gberevbie, D. E. (2010): Nigerian federal civil service: Employee Recruitment, retention, and Performance. Journal of Science and Sustainable Development, 3(1) https://doi.org/10.4314/jssd.v3i1.67759
Ghosh, P. – Satyawadi, R. – Prasad Joshi, J. – Shadman, M. (2013): Who stays with you? Factors predicting employees’ intention to stay. International journal of organizational analysis, 21(3), 288-312. https://doi.org/10.1108/IJOA-Sep-2011-0511 ISSN: 1934-8835
Gilmore, D. C. – Turner, M. (2010): Improving executive recruitment and retention. The Psychologist-Manager Journal, 13(2), 125-128. https://doi.org/10.1080/10887151003776612
Glen, C. (2006): Key skills retention and motivation: the war for talent still rages and retention is the high ground. Industrial and commercial training, 38(1), 37-45. https://doi.org/10.1108/00197850610646034
Graduates’ employability: What do graduates and employers think … (n.d.-a). https://journals.sagepub.com/doi/10.1177/0950422216663719
Green, C. – Heywood, J. S. (2008): Does performance pay increase job satisfaction? Economica, 75(300):710-728. https://doi.org/10.1111/j.1468-0335.2007.00649.x
Green, M. F. (2012): Measuring and assessing internationalization. NAFSA: Association of International Educators, 1(1), 1-26 http://www.nafsa.org/epubs
Haji Hasin, H. – Haji Omar, N. (2007): An empirical study on job satisfaction, job‐related stress and intention to leave among audit staff in public accounting firms in melaka. Journal of Financial Reporting and Accounting, 5(1), 21-39. https://doi.org/10.1108/19852510780001575
Harris, J. (2008): The dialectics of globalization: Economic and political conflict in a transnational world Cambridge Scholars Publishing. ISBN :1-84718-069-8
Hobson, C. J. – Delunas, L. – Kesic, D. (2001): Compelling evidence of the need for corporate work/life balance initiatives: Results of a national survey of stressful life events. Journal of Employment Counseling, 38, 38-44 https://doi.org/10.1002/j.2161-1920.2001.tb00491.x
Huang, I. C. – Lin, H. C. – Chuang, C. H. (2006): Constructing factors related to worker retention. International Journal of Manpower, 27(5), 491-508. https://doi.org/10.1108/01437720610683976
Ilmakunnas, P. & Ilmakunnas, S. (2011): Diversity at the workplace: Whom does it benefit?. De Economist, 159, 223-255. DOI 10.1007/s10645-011-9161-x.
Ilmakunnas, P. & Ilmakunnas, S. (2011): Diversity at the workplace: Whom does it benefit? De Economist, 159, 223-255. https://doi.org/10.1007/s10645-011-9161-x ISBN 978-3-319-18767-9
James, L. – Mathew, L. (2012): Employee retention strategies: IT industry. SCMS Journal of Indian Management, 9(3) 79-87 ISSN 0973-3167
Jones, E. & De Wit, H. (2012): Globalization of Internationalization: Thematic and Regional Reflections on a Traditional Concept. AUDEM: The International Journal of Higher Education and Democracy 3, 35-54. https://www.muse.jhu.edu/article/500242.
Juntunen, M. – Lehenkari, M. (2021): A narrative literature review process for an academic business research thesis. Studies in higher education, 46(2), 330-342. https://doi.org/10.1080/03075079.2019.1630813
Kampkötter, P. (2017): Performance appraisals and job satisfaction. The International Journal of Human Resource Management, 28(5), 750-774. https://doi.org/10.1080/09585192.2015.1109538
Kandola, R. – J. Fullerton (1994): Managing the Mosaic – Diversity in Action. IPD, London
Khan, N. (2018): Does training & employee commitment predict employee retention. In International Conference on Management and Information Systems (Vol. 21, pp. 120-124). DOI: 10.26573/2018.12.3.1
Killick, D. (2017): Internationalization and diversity in higher education: Implications for teaching, learning and assessment Bloomsbury Publishing.ISBN 1137526173
Kim, S. (2012): The impact of human resource management on state government IT employee turnover intentions. Public Personnel Management, 41(2), 257-279. https://doi.org/10.1177/009102601204100204
Kim, Y. S. – Moon, S. (2012): Measuring the success of retention management models built on churn probability, retention probability, and expected yearly revenues. Expert Systems with Applications, 39(14), 11718-11727. https://doi.org/10.1016/j.eswa.2012.04.048
Knight, J. (2004): Crossborder education: The complexities of globalization, internationalization and trade.”. Internationalization and Quality Assurance, https://www.researchgate.net/publication/350671178_Cross-Border_Education_The_Complexities_of_Globalisation_Internationalisation_and_Trade
Knight, J. (2008): Higher education in turmoil: The changing world of internationalization Brill. https://doi.org/10.1163/9789087905224
Knight, N. J. (1994). Internationalization Of Canadian Universities(Order No. 9524963). Available From Proquest One Academic. (304120943). Retrieved from Https://Www.Proquest.Com/Dissertations-Theses/Internationalization-Canadian-Universities/Docview/304120943/Se-2.
Lambert, J. & Usher, A. (2013): The pros and cons of internationalization, Canadian Electronic Library. Ottawa, Ontario. Retrieved from https://policycommons.net/artifacts/1197095/the-pros-and-cons-of-internationalization/1750220/ on 30 Dec 2023. CID: 20.500.12592/bw3zqx.
Lambert, J. (2016): Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework. https://www.abacademies.org/articles/jocccvol-20issue1.pdf
Locke, E. – Latham, G. (2002): Building a practically useful theory of goal setting and task motivation. American Psychologist, 57:705-717. https://doi.org/10.1037/0003-066X.57.9.705
Mahal, P. K. (2012): HR Practices as Determinants of Organizational Commitment and Employee Retention. IUP Journal of Management Research, 11(4). ISSN: 0972-5342
Managing Work/Life Balance (2003): Work Life Initiatives: The Way Ahead Report on the Year 2003 Survey http://www.worklifebalance.com.au/
Mateescu, M. V. (2017): Cultural diversity in the workplace-discourse and perspectives. Online Journal Modelling the New Europe, (24), 23-35. DOI 10.24193/OJMNE.2017.24.02
Mateescu, V. M. (2017). Cultural Diversity In The Workplace-Discourse And Perspectives. Online Journal Modelling the New Europe, (24).doi: 10.24193/OJMNE.2017.24.02.ISSN: 2247-0514
Mazur, B. (2010): Cultural diversity in organisational theory and practice. Journal of intercultural management, 2(2), 5-15. ISSN: 2080-0150
Mobley, W. H. (1982): Some unanswered questions in turnover and withdrawal research. Academy of Management Review, 7(1), 111-116. https://doi.org/10.2307/257255
Mor Barak, M. E. & Daya, P. (2013): Fostering inclusion from the inside out to create an inclusive workplace. Diversity at work: The practice of inclusion, 391-412. https://doi.org/10.1002/9781118764282.ch13
Ongori, H. – Agolla, J. E. (2007): A critical review of literature on workforce diversity. African Journal of business management, 1(4). ISSN 1993-8233
Palich, L. E. – Hom, P. W. – Griffeth, R. W. (1995): Managing in the international context: Testing cultural generality of sources of commitment to multinational enterprises. Journal of Management, 21(4), 671-690. https://doi.org/10.1177/014920639502100405
Pickering, C. – Grignon, J. – Steven, R. – Guitart, D. – Byrne, J. (2015): Publishing not perishing: How research students transition from novice to knowledgeable using systematic quantitative literature reviews. Studies in Higher Education, 40(10), 1756-1769. https://doi.org/10.1080/03075079.2014.914907
Powell, G. N. – Greenhaus, J. H. (2012): When family considerations influence work decisions: Decision-making processes. Journal of vocational behavior, 81(3), 322-329. https://doi.org/10.1016/j.jvb.2012.07.006
Pritchard, K. (2014): Using employee surveys to attract and retain the best talent. Strategic HR Review ,https://doi.org/10.1108/SHR-10-2013-0100
Ramburuth, P. – Welch, C. (2005): Educating the global manager: Cultural diversity and cross-cultural training in international business education. Journal of Teaching in International Business, 16(3), 5-27. https://doi.org/10.1300/J066v16n03_02
Rauer, J. N. – Kroiss, M. – Kryvinska, N. – Engelhardt-Nowitzki, C. – Aburaia, M. (2021): Cross-university virtual teamwork as a means of internationalization at home. The International Journal of Management Education, 19(3), 100512. https://doi.org/10.1016/j.ijme.2021.100512
Repečkienė, A. – Kvedaraitė, N. – Jankauskienė, V. (2011): Intercultural competence as precondition for cultural diversity management. Ekonomika ir vadyba, (16), 882-891. ISSN 1822-6515
Rizvi, F. – Lingard, B. (2000): Globalization and education: Complexities and contingencies. Educational Theory, 50(4), 419. https://doi.org/10.1111/j.1741-5446.2000.00419.x
Roberson, Q. M. (2019): Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-88.
Rogelberg, S. G. – Allen, J. A. – Shanock, L. – Scott, C. – Shuffler, M. (2010): Employee satisfaction with meetings: A contemporary facet of job satisfaction. Human Resource Management: Published in Cooperation with the School of Business Administration, the University of Michigan and in Alliance with the Society of Human Resources Management, 49(2), 149-172. https://doi.org/10.1002/hrm.20339
Rose, D. M. – Gordon, R. (2010): Retention practices for engineering and technical professionals in an australian public agency. Australian Journal of Public Administration, 69(3), 314-325. https://doi.org/10.1111/j.1467-8500.2010.00693.x
Sengupta, S. – Dev, S. (2013): What makes employees stay? Exploring the dimensions in context of urban-centric business process outsourcing industry in India. Strategic Outsourcing: An International Journal, 6(3), 258-276. https://doi.org/10.1108/SO-05-2013-0007
Simon, Booth – Kristian, Hamer (2007): “Labour turnover in the retail industry” the Inte. J. Retail distribution manage. 35 (4): 289-307 https://doi.org/10.1108/09590550710736210
Somaya, D. & Williamson, I. O. (2008): Rethinking the ‘war for talent’. MIT Sloan Management Review, 49(4), 29-34. Retrieved from https://www.proquest.com/scholarly-journals/rethinking-war-talent/docview/224961073/se-2
Subramaniam, A. G. – Overton, B. J. – Maniam, C. B. (2015): Flexible working arrangements, work-life balance and women in Malaysia. International Journal of Social Science and Humanity, 5(1), 34. https://doi.org/10.7763/IJSSH.2015.V5.417
Talentcorp-Annual Review (2018.) (n.d.). https://www.talentcorp.com.my/clients/ TalentCorp_2016_7A6571AE-D9D0-4175-B35D-99EC514F2D24/contentms/img/publication/TC_Chapter5.pdf
Taplin, I. M. – Winterton, J. (2007): The importance of management style in labour retention. International Journal of Sociology and Social Policy, 27(1/2), 5-18. https://doi.org/10.1108/01443330710722724
Wang, L. (2014): Internationalization with Chinese characteristics: The changing discourse of internationalization in China. Chinese Education & Society, 47(1), 7-26. https://doi.org/10.2753/CED1061-1932470101
Waters, J. – Brooks, R. (2011): International/transnational spaces of education. Globalisation, Societies and Education, 9(2), 155-160. https://doi.org/10.1080/14767724.2011.576933
Xiao, Y. – Watson, M. (2019): Guidance on conducting a systematic literature review. Journal of planning education and research, 39(1), 93-112. https://doi.org/10.1177/0739456X17723971
Yamamoto, H. (2011): The relationship between employee benefit management and employee retention. The International Journal of Human Resource Management, 22(17), 3550-3564. https://doi.org/10.1080/09585192.2011.560871
Zhang, Y. (2016): A review of employee turnover influence factor and countermeasure. Journal of Human Resource and Sustainability Studies, 4(2), 85-91. https://doi.org/10.4236/jhrss.2016.42010 ISSN Print: 2328-4862, ISSN Online: 2328-4870
How much employee turnover really costs you | inc.com. (n.d.). https://www.inc.com/suzanne-lucas/why-employee-turnover-is-so-costly.html
