Strategic factors influencing international human resource management practices: an empirical study of Australian multinational corporations

This paper presents a diachronic account of the careers of two generations of Chinese in Hong Kong and two generations of Chinese in Britain. It focuses on both the intra-generational and inter-generational similarities and diversities in career development of these Chinese. Using Raider and Burt's (1996) distinction between voluntary and involuntary boundaryless careers as a framework, this study concludes that the ‘firstgeneration Chinese’ in both Hong Kong and Britain were initially involuntarily bounded in their careers, but, over time, the ‘first-generation Chinese’ in Britain later chose to be voluntarily bounded to their careers, while the ‘first-generation Chinese’ in Hong Kong were pushed by macro-economic factors to experience involuntary boundarylessness. In contrast, the ‘second-generation Chinese’ in Britain are rather ambiguously placed, in a position voluntarily to choose bounded or boundaryless careers, while the ‘secondgeneration Chinese’ in Hong Kong are more firmly ensconced in a situation of pursuing voluntary boundaryless careers.