首页 | 本学科首页   官方微博 | 高级检索  
相似文献
 共查询到20条相似文献,搜索用时 31 毫秒
1.
Only in recent years have self-initiated expatriates (SIEs) been distinguished from assigned expatriates (AEs). But there is still a lack of empirically based comparative results. Statistical analysis, performed on data from 193 expatriates (NAE = 67; NSIE = 126), indicates that self-initiated foreign work experience is significantly more likely to be chosen by women and those having lower job levels. Furthermore, boundaryless and protean career orientation only partially predicted which career path is chosen. SIEs have higher organizational mobility preferences, but do not differ from AEs in their boundaryless mindset and protean career attitude. Implications of these findings for research in expatriation are discussed.  相似文献   

2.
The available literature on self-initiated expatriates (SIEs) is generally based on the assumption that SIEs are protean in character and manage their careers independently. The current qualitative empirical study offers an alternative to this assumption, using 23 interviews with Western SIEs employed by local organizations in China to examine how and why SIEs target obtaining a labour market fit through career self-management behaviour, particularly in culturally distant career contexts. The assessment of the career self-management behaviour of Western SIEs was undertaken using King's framework (2004). Three approaches to self-management behaviour were identified based on the motivation and outcome expectations of SIEs: labour market entry, employability maintenance and career advancement. The research illustrates the flexible and dynamic nature of career self-management behaviour and reflects individuals' revised career expectations and the employment context of the host country. The findings contribute to the extant theory on SIEs by illustrating emerging means of realizing international careers in cross-cultural career contexts, and the significance of third-party initiatives supporting expatriation facilitated by the Internet and social media.  相似文献   

3.
This article explores the career capital of expatriates, differentiating between self-initiated expatriates (SEs) and company assigned expatriates (AEs). Previous research has considered issues such as individual background variables, employer and task variables, motives, compensation, and repatriation. The present study adds new perspectives related to the development of career capital. The article uses a survey of more than 200 Finnish expatriates to explore these concepts in relation to international work experiences; finding considerable similarities and some differences in the development of career capital of those sent on an expatriate assignment by an organization, and those having a self-initiated expatriate experience.  相似文献   

4.
The existing expatriation literature confirms that international assignments (IAs) are an essential tool for developing international talent and global managers. However, the majority of relevant studies are conducted in Western developed contexts and neglect the effects on individuals from emerging countries such as China. In the Chinese multinational companies context, this paper explores the concept of career capital comprising knowing-how, knowing-whom and knowing-why. Using Hofstede's cultural dimensions, it investigates the impact of IAs on an individual's career capital. Twenty-eight semi-structured interviews with Chinese expatriates were conducted. Results suggest that the Chinese expatriates develop limited career capital from IAs. The research shows that the Chinese culture plays an important role in shaping organisational practices and individual behaviours and, consequently, the development of expatriates' career capital. It goes beyond the current individual and organisational focuses on IAs to include a cultural perspective on the development of career capital. Implications are rehearsed, exposing areas for further research.  相似文献   

5.
The impact of globalization, demographic changes and technological advancements among other factors, have been driving new forms of organization, new ways of working and new characteristics in individuals and employees (Ohmae 2001). The purpose and direction of a knowledge worker's career is no longer confined to a single employer boundary and is seen to be the responsibility of the employee. Therein lies the opportunity for individuals to understand, manage and leverage this dynamic context for career progression and growth through the accumulation and implementation of relevant and valued career capital. This research investigated empirically the components, formation, differentiating features and interplay between the components of career capital. A de facto model of career capital emerged from the research that represents an integrated view of the components of career capital that are recognized in the new global economy, thereby validating the literature review and contributing new insight. The outcome of this research could facilitate knowledge workers in enhancing their career capital and could provide a platform for the management of knowledge workers.  相似文献   

6.
This paper argues that the notion of adjustment to careers involving international assignments needs to be developed further than the current literature reflects. An expatriate assignment is an expatriate's opportunity to build career capital and a company's opportunity to generate social and intellectual capital. The extent of the capital gains will depend considerably on the expatriate's adjustment during and after the assignment, which is influenced by the psychological contract. We argue that our understanding of the career impact of expatriation will be enhanced by a more refined picture of the adjustment that expatriates experience during the assignment and during repatriation. In particular, we examine adjustment as process rather than as event. We propose a broad conception of expatriate adjustment and its link to careers. © 2009 Wiley Periodicals, Inc.  相似文献   

7.
Organizational expatriates, who have been assigned by their parent companies to the foreign location have been thoroughly investigated as compared to self-initiated expatriates, who themselves have decided to expatriate to work abroad. Consequently, much less is known about the latter type of expatriates. To help alleviate this dearth of research findings, data was collected from 428 self-initiated expatriate academics from 60 countries employed in 35 universities in five northern European countries. Four acquired demographic characteristics were investigated: marital status, nationality, previous expatriate experience and seniority, as well as five individual reasons to expatriate: adventure/travel, career, family, financial incentives and life change/escape. The results indicated support for the research propositions, suggesting that self-initiated expatriates' (SIEs) reasons to expatriate differ in terms of acquired personal characteristics. Implications of these findings are discussed in detail.  相似文献   

8.
Abstract

Building on a modern careers approach, we assess the effects of working abroad on individuals’ career capital. Given the dearth of longitudinal studies, we return to a sample of economics graduates in Finland eight years later. We measure changes in three dimensions of career capital; ‘knowing how’, ‘knowing whom’, ‘knowing why’ and find that company assigned expatriates learn more than self-initiated expatriates. All three career capital areas benefit from international experience and all are increasingly valued over time. Based on our findings, we conclude that a dynamic notion of career capital acquisition and use is needed. Managerial implications include the need for a wider view of talent management for international businesses.  相似文献   

9.
Few studies have investigated the range of issues considered important to the decision to move abroad for expatriates, particularly comparing the company-backed and self-initiated expatriate experiences. This study contributes to an important gap in current research about the drivers of both company-backed and self-initiated expatriation. It reveals details about the diverse motivations to undertake an expatriation and the similarities and differences between these two groups. Through a web-based study, the structure of the motivational components considered influential to the decision to move abroad was explored and quantitatively assessed. Principal component analysis (PCA) suggested an eight-factor model. Scales developed from the model highlighted significant differences between the motivations of the self-initiated and company-backed across three key areas. Location and host reputation motives were significantly more important to the self-initiated suggesting that the desire to move to a particular country and characteristics of that country were primary drivers. Company-backed individuals placed significantly more emphasis on specific career motives including job, skills and career impact. Discussion focuses on the motivational gestalt of the two groups providing a better understanding of the underlying attitudes and actual vocational choices of self-initiated and company-backed individuals. The paper poses a theoretical distinction between the self-initiated and company-backed expatriate, exploring the implications for career and international management theory. Practical implications are rehearsed, exposing areas for further research.  相似文献   

10.
This article is one of the first to examine the long‐term effect of expatriation on careers, comparing the impact of international work experience on the career success of assigned and self‐initiated expatriates. Our sample consists of employees who were working abroad in 2004, and we examine their subjective and objective career success eight years later. Despite the “dark side of international careers” arguments associated with the repatriation literature, we find that the long‐term impacts of international work experience on career success are generally positive and mainly unrelated to whether the work experience was acquired as an assigned or self‐initiated expatriate. Companies recruit employees with international experience externally but are much more likely to offer further internal jobs to assigned expatriates. This reinforces the need for further research and for companies to see all those with international experience as important elements of the workforce. © 2017 Wiley Periodicals, Inc.  相似文献   

11.
This paper introduces the concept of job embeddedness to research on international assignments to help explain how the processes of expatriation and repatriation might lead to such outcomes as strengthened personorganization fit or career exploration. It develops a model with a related set of theoretical propositions, based on a comprehensive literature review covering international assignments, adult development and career theories, job embeddedness, and career exploration. The paper also presents implications for future research, as well as practical implications for assignment practices and career interventions for organizations trying to retain their valued repatriate talents and, thus, secure a greater return on their investments in talent development. © 2009 Wiley Periodicals, Inc.  相似文献   

12.
The relationship of mentoring and network resources, the two components of social capital, with career success was investigated in a sample of 113 Chinese white-collar workers. The findings suggested that the prevalence of mentoring in the Chinese workplace is substantially higher than in the Anglo-Saxon workplace, and that Chinese employees do not distinguish their network ties or Guanxi into expressive and instrumental. These results were in line with the presumption that mentoring is an integral part of the Chinese culture and with the view that network ties or Guanxi in the Chinese society cannot exist in a purely instrumental form. In contrast to hypotheses, however, the findings suggest a limited relationship between social capital and career success. In particular, the amount of mentoring, participants reported they had received, was related to their intrinsic career success but not to their extrinsic career success; and the amount of network resources or Guanxi was related neither to extrinsic nor to intrinsic career success. These results were largely at odds with the accumulated knowledge on the benefits of social capital for career success. The findings are discussed with respect to the changing nature of the Chinese business and organizational environment, and their implications for human resource practices.  相似文献   

13.
This paper develops a conceptual framework to enhance our understanding of the career challenges facing older workers in a global economy. A distinction between ‘high’ and ‘low’ career capital of older workers is made. This distinction is then used to highlight potential temporal and spatial challenges for older workers in their later life careers. We draw on empirical evidence from existing studies of older workers and their careers. The contribution of this paper to human resource management debates is threefold. Firstly, we contribute to debates in the HRM(Human Resource Management) literature about intelligent careers and career capital by distinguishing between high and low career capital to explain the polarisation of older workers’ careers. Secondly, we synthesise career capital issues with spatial and temporal aspects of international labour markets to conceptualise the key issues and challenges which create potential boundaries for older workers when navigating later life careers thereby contributing to ‘boundary-focused scholarship’ (Inkson, K., Gunz, H., Ganesh, S., & Roper, J. (2012). Boundaryless careers; Bringing back boundaries, Organization Studies, 33, 323–340). Finally, we develop a series of propositions to provide a basis for further research into the issues of space and time relevant to older ‘high’ and ‘low’ career capital workers, their careers and HRM.  相似文献   

14.
This study explores how supervisor career mentoring contributes to contemporary organizational career development, which strives to foster employees' promotability while strengthening their intention to stay. Specifically, we focus on the implications of career mentoring in team contexts. Applying a multilevel framework, we distinguish between individual‐level differentiated mentoring (i.e., an employee's mentoring perceptions as compared to those of other team members) and group‐level career mentoring climate (i.e., the average perception across all group members). In a workplace setting, we collected data from vocational job starters (N ranged from 230 to 290) and their company supervisors (N ranged from 56 to 68). We find that career mentoring climate positively relates to promotability, more so than differentiated career mentoring. Both career mentoring climate and differentiated career mentoring are positively related to the intention to stay. At the individual level, this relationship is mediated by job satisfaction. We discuss theoretical and practical implications of differentiated and group‐level mentoring.  相似文献   

15.
There is an ongoing debate in the literature on the long-term impact of international work experience on future career success. In this longitudinal study based on university graduates, we compare expatriates (n = 159), repatriates (n = 395) and domestic employees (n = 2697) with regard to their objective and subjective career success during the first five years of their careers. Results from propensity score matching and ordinary least-squares regressions show that expatriates and repatriates have a higher objective career success in terms of monthly wages. We further find a higher subjective career success for expatriates and male repatriates.  相似文献   

16.
This study examines the impacts of social capital on employees’ career outcomes in the Chinese context. Access to information and access to resources are hypothesized as the mediators in the relationships. A new measure of individual social capital is developed and used as the key predictor of the outcome variables. Data were collected from a survey administered to 184 employees in a state-owned enterprise. The results of regression analysis showed that individual social capital enhanced both career satisfaction and career achievement among Chinese employees. Further, access to information and access to resources were found to mediate the above relationships. The theoretical and practical implications are discussed.  相似文献   

17.
Drawing on a qualitative case study of 51 organizational self-initiated expatriates (OSIEs) in a professional services firm, this article investigates the role of networks during expatriation and, specifically, in the development of learning that is beneficial to both the individual expatriate and the global operations of the firm. First, we investigate the extent to which individual motivations to engage in OSIE impact on the development of networks. Second, we investigate individual's experiences of network development. Third, we investigate individual perceptions of the benefits of networks for both organizations and individual actors. The paper will report that professionals initiating their own expatriation develop continually expanding and composite networks such that mobility and networks evolve in a seemingly symbiotic relationship. In doing so, it contributes to our understanding of the role of agency in network development and extends our understanding of organizational self-initiated expatriation as a relatively under-researched phenomenon.  相似文献   

18.
Purpose: The aim of this paper is to analyse the relationship between career success and individual career aspirations for engineers, and to test whether this differs according to gender. The primary hypothesis in this research is that gender does make a significant difference.

Design/methodological/approach: The sample consists of 1011 engineers who graduated from a prestigious Peruvian college between 1998 and 2005. Female graduates constituted only 4% of the sample, which is similar to the national statistics for engineers in Peru during this period. The relationships were primarily tested using multiple regression and structural equation modelling analyses.

Findings: Findings show a positive relationship between individual career aspirations and career success for men, but not necessarily for women; this supports the hypothesis that gender moderates this relationship. Females seek more secure career orientation than their male counterparts. In addition, females have shown that their career success is more related to feminine themes such as achieving ‘work–family balance’. The findings are in line with previously published results in other countries in which female engineers have career orientations with a preference for a balance between work and family as well as work stability.

Research limitations/implications: The sample is limited to graduates from a single Peruvian college of engineering. Although the sample has similar demographic characteristic to a national population, a more heterogeneous sample is called for in a future research. Moreover, additional moderators should be incorporated, such as family background, residency (large urban cities vs. small villages) and perhaps other variables.

Practical implications: Results can help Human Resource Managers to design better career plans, which consider gender in defining policies for the attraction and retention of competent female engineers.  相似文献   

19.
Little theory development has been done that accounts for the changes in the forms, actors and contexts of careers that we currently can see. Looking at careers from a ‘grand’ and unified theoretical perspective has a number of advantages. In particular, grand social theories allow the link between a well-elaborated and differentiated framework for social phenomena and for careers. Moreover, looking at careers from a unified perspective allows discussion of the great variety of aspects to careers in a single theoretical language. Based on the work of French sociologist Pierre Bourdieu, this paper focuses on social fields as one major element of an effort towards a more comprehensive theoretical framework for professional and managerial careers. In particular, it discusses the constituting characteristics of career fields as social fields and the application of this concept to work-related careers. Rather than adopting or adapting a specific theory in order to illuminate a specific national context, this paper, by using Bourdieu's concepts, proposes a framework to illuminate particular aspects sometimes not sufficiently stressed by recent – and more especially Anglo-Saxon – career research. Avoiding a choice between objective or subjective career and macro- or micro-perspective, it allows the strengthening or re-introduction of themes like multi-level analysis, simultaneous actionstructure view, combining ‘objective’ and ‘subjective’ perspectives, power distribution, social hierarchy and thus social inequalities into career research.  相似文献   

20.
运用2002—2012年数据,从省级层面和区域层面分析人力资本异质性、知识外溢等因素对产业结构升级的影响,所得主要结论如下:从省级层面看,人力资本异质性和以产业集聚衡量的知识外溢显著推动了产业结构升级,以研发存量和技术市场成交额衡量的知识外溢显著抑制了产业结构升级,但研发存量与人力资本相结合则有利于产业结构升级。从区域层面看,人力资本异质性和知识外溢对产业结构升级的影响存在区域差异。人力资本异质性显著有利于东部地区,不利于中部地区,对西部地区虽然有利但不显著。以研发存量衡量的知识外溢显著抑制了东部地区,有利于中部地区。以产业集聚衡量的知识外溢显著抑制了中部地区,对东部地区和西部地区的影响则不显著。以技术市场成交额衡量的知识外溢显著抑制了西部地区的产业结构升级,对东中部地区则没有显著影响。  相似文献   

设为首页 | 免责声明 | 关于勤云 | 加入收藏

Copyright©北京勤云科技发展有限公司  京ICP备09084417号