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KÜRESEL GÖÇ HAREKETLERİNİN ULUSLARARASI İŞLETMECİLİK AÇISINDAN DEĞERLENDİRİLMESİ

Year 2023, , 497 - 519, 20.10.2023
https://doi.org/10.33723/rs.1355183

Abstract

Bu makale, küresel göç ve uluslararası işletmecilik alanına yansımalarını incelemektedir. Küresel göç ve ticari faaliyetlerin kesişme noktasındaki çok yönlü etkilerin, stratejik uyarlamaların ve ortaya çıkan eğilimlerin kapsamlı bir analizini sunmaktadır. Bireylerin sınır ötesi hareketiyle karakterize edilen küresel göç, ekonomik fırsatlar ve jeopolitik olaylardan çevresel değişiklikler ve sosyal isteklere kadar çeşitli faktörler tarafından yönlendirilmektedir. Uluslararası işletmeler de bu süreci şekillendiren aktif katılımcılar olarak demografik değişimler, yetenek hareketliliği, kültürel çeşitlilik ve sosyoekonomik dönüşümlerde pay sahibi olmakta, bunlardan kaynaklanan zorlukların üstesinden gelmekte ve fırsatları değerlendirmektedir. Küresel göçün uluslararası iş dünyası üzerindeki etkileri derin ve geniş kapsamlıdır. Göçmenler, ev sahibi ekonomilere farklı uzmanlık, yenilikçi düşünce ve yeni bakış açıları katabilirken sınır ötesi iş birliğini teşvik etmekte ve kültürel çeşitliliği artırmaktadır. Uluslararası işletmeler için bu etkiler işgücü piyasaları, şirket stratejileri, inovasyon dinamikleri ve yetenek yönetimi alanlarında da kendini göstermektedir. İleriye baktığımızda, teknoloji odaklı hareketlilik, nitelikli göçmenlik rekabeti ve iklim kaynaklı göç gibi yeni trendler uluslararası işletmeciliği yeniden şekillendirmeye hazırlanmaktadır. İşletmeler, sürekli gelişen küresel ortamda başarılı olmak için uyarlanabilirliği, kültürel duyarlılığı ve teknolojik yenilikçiliği benimseyerek uyum sağlamalıdır. Yenilikçilik, ekonomik büyüme ve toplumsal kapsayıcılık yoluyla işletmeler ve toplumlar küresel göçün olumlu etkilerinden yararlanabilirler.

References

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  • Garavan, T. N., Carbery, R., & Rock, A. (2012). Mapping talent development: Definition, scope and architecture. European Journal of Training And Development, 36(1), 5-24.
  • Gheasi, M., & Nijkamp, P. (2017). A brief overview of international migration motives and impacts, with specific reference to FDI. Economies, 5(3), 31.
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  • Hajro, A., Stahl, G. K., Clegg, C. C., & Lazarova, M. B. (2019). Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework. Human Resource Management Journal, 29(3), 328-352.
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Evaluation of Global Immigration Movements From an International Business Perspective

Year 2023, , 497 - 519, 20.10.2023
https://doi.org/10.33723/rs.1355183

Abstract

This article examines global migration and its implications for international business. It provides a comprehensive analysis of the multifaceted influences, strategic adaptations and emerging trends at the intersection of global migration and business activities. Global migration, characterized by the cross-border movement of individuals, is driven by a variety of factors, from economic opportunities and geopolitical events to environmental changes and social aspirations. As active participants in shaping this process, international businesses have a stake in demographic shifts, talent mobility, cultural diversity and socioeconomic transformations, overcoming challenges and seizing opportunities. The impacts of global migration on international business are profound and far-reaching. Migrants can bring diverse expertise, innovative thinking and new perspectives to host economies, while fostering cross-border cooperation and increasing cultural diversity. For international businesses, these effects are also reflected in labor markets, corporate strategies, innovation dynamics and talent management. Looking ahead, new trends such as technology-driven mobility, competition for skilled migration and climate-driven migration are poised to reshape international business. Businesses must adapt by embracing adaptability, cultural sensitivity and technological innovation to thrive in an ever-evolving global environment. Through innovation, economic growth and social inclusion, businesses and societies can benefit from the positive effects of global migration.

References

  • Alessi, E. J. (2016). Resilience in sexual and gender minority forced migrants: A qualitative exploration. Traumatology, 22(3), 203-213.
  • Alsharo, M., Gregg, D., & Ramirez, R. (2017). Virtual team effectiveness: The role of knowledge sharing and trust. Information & Management, 54(4), 479-490.
  • Beine, M., & Jeusette, L. (2021). A meta-analysis of the literature on climate change and migration. Journal of Demographic Economics, 87(3), 293-344.
  • Bhawuk, D., & Brislin, R. (2000). Cross‐cultural training: A review. Applied Psychology, 49(1), 162-191.
  • Blachford, D. R., & Zhang, B. (2014). Rethinking international migration of human capital and brain circulation: The case of Chinese-Canadian academics. Journal of Studies in International Education, 18(3), 202-222.
  • Borjas, G. J. (1995). The economic benefits from immigration. Journal of Economic Perspectives, 9(2), 3-22.
  • Borjas, G. J. (2014). Immigration economics. Harvard University Press.
  • Borkert, M., Fisher, K. E., & Yafi, E. (2018). The best, the worst, and the hardest to find: How people, mobiles, and social media connect migrants in (to) Europe. Social Media+ Society, 4(1), 2056305118764428.
  • Boucher, A. K. (2020). How ‘skill’definition affects the diversity of skilled immigration policies. Journal of Ethnic and Migration Studies, 46(12), 2533-2550.
  • Bouncken, R., Brem, A., & Kraus, S. (2016). Multi-cultural teams as sources for creativity and innovation: The role of cultural diversity on team performance. International Journal of Innovation Management, 20(01), 1650012.
  • Bratti, M., & Conti, C. (2018). The effect of immigration on innovation in Italy. Regional Studies, 52(7), 934-947.
  • Brock, G., & Blake, M. (2017). What should be done to address losses associated with ‘medical brain drain’?. Journal of Medical Ethics, 43(8), 558-559.
  • Brücker, H., & Jahn, E. J. (2011). Migration and wage‐setting: Reassessing the labor market effects of migration. Scandinavian Journal of Economics, 113(2), 286-317.
  • Brücker, H., Glitz, A., Lerche, A., & Romiti, A. (2021). Occupational recognition and immigrant labor market outcomes. Journal of Labor Economics, 39(2), 497-525.
  • Bryer, A. (2020). Making organizations more inclusive: The work of belonging. Organization Studies, 41(5), 641-660.
  • Canefe, N. (2016). Management of irregular migration: Syrians in Turkey as paradigm shifters for forced migration studies. New Perspectives on Turkey, 54, 9-32.
  • Castles, S. (2006). Global perspectives on forced migration. Asian and Pacific Migration Journal, 15(1), 7-28.
  • Castles, S. (2010). Understanding global migration: A social transformation perspective. Journal of Ethnic and Migration Studies, 36(10), 1565-1586.
  • Cerdin, J. L., Diné, M. A., & Brewster, C. (2014). Qualified immigrants’ success: Exploring the motivation to migrate and to integrate. Journal of International Business Studies, 45, 151-168.
  • Chamberlain, R. P. (2016). Five steps toward recognizing and mitigating bias in the interview and hiring process. Strategic Human Resources Review, 15(5), 199-203.
  • Champlin, D., & Hake, E. (2006). Immigration as industrial strategy in American meatpacking. Review of Political Economy, 18(1), 49-70.
  • Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
  • Crowley-Henry, M., & Al Ariss, A. (2018). Talent management of skilled migrants: Propositions and an agenda for future research. The International Journal of Human Resource Management, 29(13), 2054-2079.
  • Cuadros, A., Martín-Montaner, J., & Paniagua, J. (2019). Migration and FDI: The role of job skills. International Review of Economics & Finance, 59, 318-332.
  • Enderwick, P., Tung, R. L., & Chung, H. F. (2011). Immigrant effects and international business activity: an overview. Journal of Asia Business Studies, 5(1), 6-22.
  • Davies, J. (2019). From severe to routine labour exploitation: The case of migrant workers in the UK food industry. Criminology & Criminal Justice, 19(3), 294-310.
  • Dekker, R., & Engbersen, G. (2014). How social media transform migrant networks and facilitate migration. Global Networks, 14(4), 401-418.
  • Dekker, R., Engbersen, G., Klaver, J., & Vonk, H. (2018). Smart refugees: How Syrian asylum migrants use social media information in migration decision-making. Social Media+ Society, 4(1), 2056305118764439.
  • Docquier, F., & Rapoport, H. (2012). Globalization, brain drain, and development. Journal of Economic Literature, 50(3), 681-730.
  • Doerschler, P. (2006). Push‐pull factors and immigrant political integration in Germany. Social Science Quarterly, 87(5), 1100-1116.
  • Doran, K., Gelber, A., & Isen, A. (2022). The effects of high-skilled immigration policy on firms: Evidence from visa lotteries. Journal of Political Economy, 130(10), 2501-2533.
  • Duan, C., Kotey, B., & Sandhu, K. (2021). Transnational immigrant entrepreneurship: effects of home-country entrepreneurial ecosystem factors. International Journal of Entrepreneurial Behavior & Research, 27(3), 711-729.
  • Earley, P. C., & Mosakowski, E. (2004). Toward culture intelligence: turning cultural differences into a workplace advantage. Academy of Management Perspectives, 18(3), 151-157.
  • Edo, A. (2019). The impact of immigration on the labor market. Journal of Economic Surveys, 33(3), 922-948.
  • Elia, S., Petruzzelli, A. M., & Piscitello, L. (2019). The impact of cultural diversity on innovation performance of MNC subsidiaries in strategic alliances. Journal of Business Research, 98, 204-213.
  • Ferrer, A., & Riddell, W. C. (2008). Education, credentials, and immigrant earnings. Canadian Journal of Economics, 41(1), 186-216.
  • Gamlen, A. (2014). Diaspora institutions and diaspora governance. International Migration Review, 48, S180-S217.
  • Garavan, T. N., Carbery, R., & Rock, A. (2012). Mapping talent development: Definition, scope and architecture. European Journal of Training And Development, 36(1), 5-24.
  • Gheasi, M., & Nijkamp, P. (2017). A brief overview of international migration motives and impacts, with specific reference to FDI. Economies, 5(3), 31.
  • Gheasi, M., Nijkamp, P., & Rietveld, P. (2013). Migration and foreign direct investment: education matters. The Annals of Regional Science, 51, 73-87.
  • Giuntella, O., Kone, Z. L., Ruiz, I., & Vargas-Silva, C. (2018). Reason for immigration and immigrants' health. Public Health, 158, 102-109.
  • González, M. F. (2022). Precarity for the global talent: The impact of visa policies on high‐skilled immigrants’ work in the United States. International Migration, 60(2), 193-207.
  • Hajro, A., Brewster, C., Haak-Saheem, W., & Morley, M. J. (2023). Global migration: Implications for international business scholarship. Journal of International Business Studies, 54(6), 1134-1150.
  • Hajro, A., Stahl, G. K., Clegg, C. C., & Lazarova, M. B. (2019). Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework. Human Resource Management Journal, 29(3), 328-352.
  • Herod, A. (2000). Workers and workplaces in a neoliberal global economy. Environment and Planning A, 32(10), 1781-1790.
  • Hunt, J., & Gauthier-Loiselle, M. (2010). How much does immigration boost innovation?. American Economic Journal: Macroeconomics, 2(2), 31-56.
  • International Organization for Migration (IOM). 2021. UN world migration report 2022. https://publications.iom. int/books/world-migration-report-2022
  • Javorcik, B. S., Özden, Ç., Spatareanu, M., & Neagu, C. (2011). Migrant networks and foreign direct investment. Journal of Development Economics, 94(2), 231-241.
  • Jolof, L., Rocca, P., Mazaheri, M., Okenwa Emegwa, L., & Carlsson, T. (2022). Experiences of armed conflicts and forced migration among women from countries in the Middle East, Balkans, and Africa: A systematic review of qualitative studies. Conflict and Health, 16(1), 46.
  • Joppe, M. (2012). Migrant workers: Challenges and opportunities in addressing tourism labour shortages. Tourism Management, 33(3), 662-671.
  • Jureidini, R. (2010). Trafficking and contract migrant workers in the Middle East. International Migration, 48(4), 142-163.
  • Kaczan, D. J., & Orgill-Meyer, J. (2020). The impact of climate change on migration: a synthesis of recent empirical insights. Climatic Change, 158(3-4), 281-300.
  • Kerr, S. P., Kerr, W. R., & Lincoln, W. F. (2015). Firms and the economics of skilled immigration. Innovation Policy and the Economy, 15(1), 115-152.
  • Komito, L. (2011). Social media and migration: Virtual community 2.0. Journal of the American Society for Information Science And Technology, 62(6), 1075-1086.
  • Korkmaz, A. V., Van Engen, M. L., Knappert, L., & Schalk, R. (2022). About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research. Human Resource Management Review, 32(4), 100894.
  • Kossek, E. E., Markel, K. S., & McHugh, P. P. (2003). Increasing diversity as an HRM change strategy. Journal of Organizational Change Management, 16(3), 328-352.
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There are 85 citations in total.

Details

Primary Language Turkish
Subjects International Business, Strategy, Management and Organisational Behaviour (Other)
Journal Section Articles
Authors

Ömer Faruk Aladağ 0000-0002-5176-679X

Early Pub Date October 19, 2023
Publication Date October 20, 2023
Submission Date September 4, 2023
Acceptance Date September 23, 2023
Published in Issue Year 2023

Cite

APA Aladağ, Ö. F. (2023). KÜRESEL GÖÇ HAREKETLERİNİN ULUSLARARASI İŞLETMECİLİK AÇISINDAN DEĞERLENDİRİLMESİ. R&S - Research Studies Anatolia Journal, 6(4), 497-519. https://doi.org/10.33723/rs.1355183
R&S - Research Studies Anatolia Journal 

https://dergipark.org.tr/rs