Según Martine Haas y Matthew Bidwell de Wharton, trabajar en el extranjero puede brindar una experiencia invaluable, pero hay que tener cuidado con los costes.
Extract (en):
The era of globalization has ushered in a world of new opportunities for business professionals, granting them the chance to work across diverse locations around the globe. Consultants, analysts, and managers, in particular, have often embraced moving to another country, lured by the prospect of exploring new horizons and the novelty that life abroad offers. However, beyond the allure of personal enrichment, does this international mobility translate into financial gain?
A recent study conducted by Wharton professors Martine Haas and Matthew Bidwell, along with Utrecht University’s Giovanna Capponi and London Business School’s Isabel Fernandez-Mateo, delves into the relationship between moving to another country and professionals’ compensation. (Listen to the podcast on Wharton Business Daily.)
When Does Moving to Another Country Pay Off?
Contrary to conventional wisdom, the research demonstrates that the impact of international mobility on pay is not straightforward. Rather, it hinges on the frequency of such moves. The study reveals that individuals who relocate once or twice across countries tend to experience a significant reduction in their pay. However, a distinct turning point emerges with further international relocations, where financial benefits start to accumulate.
Notably, those who have made more than four international moves — which the authors call “superglobals” — witness a substantial boost in their earnings. This finding underscores the notion that sustained global mobility can significantly enhance a worker’s value to employers.
“Moving to another country comes at a price — it’s not always easy to adjust, and your skills are not always transferable to other countries afterwards,” Haas explained. “When you move once or twice, those costs can outweigh the benefits. But for someone who has moved more times, the benefits start to outweigh the costs. You become more flexible and adaptable, and that can put you into a different — and more lucrative — part of the labor market.”
While the study acknowledges that financial compensation is not the sole determinant of job satisfaction, it underscores that it’s a critical incentive. Compensation acts as both a symbol of achievement and a proxy for career success, thereby serving as a key tool for companies to attract and retain top talent. And yet, curiously, prior research has largely overlooked the dynamic relationship between international mobility and long-term earnings, Haas said.
Leer el artículo completo en ingles: https://knowledge.wharton.upenn.edu/
