Purpose The purpose of this article is to integrate changing global mobility and global talent management (GTM) by investigating the individual return on investment (iROI) of global virtual contractors. Design/methodology/approach This study adopts a qualitative design based on semi-structured interviews with 15 global virtual contractors. The author adopted the psychological contract theory as the theoretical framework for this study. Findings The findings indicate that global virtual contractors' iROI is multifaceted career capital development across the macro, meso and micro levels. Findings at the macro level reflect the triadic nature of nonstandard employment, with expectations regarding inclusive HRM practices remaining largely unmet at the meso level. At the micro level, transferability of career capital, as well as calling orientation to serve the public and country, were more likely to be perceived as key sources of iROI of global virtual contractors. Originality/value This article is among the first qualitative studies to empirically examine iROI among nonstandard work arrangements in GTM studies. This study adds to the limited literature on iROI by demonstrating global virtual contractors' motives and perceived benefits arising from nonstandard employment, and promissory expectations regarding the working relationship, which is an important implication for GTM studies.
Sungah Hong (Tue,) studied this question.