Global self‐initiated corporate expatriate careers: a new era in international assignments?

Purpose Within the current discourse on contemporary careers and the context of international assignments, this paper seeks to conduct a study of a large European MNC, with the aim of theory development on expatriation/repatriation. Design/methodology/approach A qualitative study, based on semi‐structured interviews in a major financial institution. Findings Motivation to expatriate falls into two distinct categories – company initiated assignments; and self‐initiated, career orientated and/or self‐development focused. The authors propose a two dimensional model to depict the emergence of a new expatriation path alongside the traditional one – differentiating those who respond to an international assignment call within a clearly framed career development path; and those embarking on international assignment as, primarily, a personal growth opportunity. A distinctive sub‐group of corporate self‐initiated expatriates is identified for the first time. Research limitations/implications A qualitative study within one company. Practical implications The emergent models could be utilized by HR managers to shape future policies and practices for global assignments. Originality/value Providing a new model to explicate the relevance of a protean career attitude in a global boundaryless career environment; outlining of new emergent international career trajectories, in particular corporate self‐initiated careers.