Perceived organizational support and intention to stay in host countries among self-initiated expatriates: The role of career satisfaction and networks
Cao, L., Hirschi, A., & Deller, J. (2014). Perceived organizational support and intention to stay in host countries among self-initiated expatriates: The role of career satisfaction and networks. The International Journal of Human Resource Management, 25(14), 2013-2032. doi:10.1080/09585192.2013.870290
The positive effects of a protean career attitude for self-initiated expatriates: Cultural adjustment as a mediator
Cao, L., Hirschi, A., & Deller, J. (2013). The positive effects of a protean career attitude for self-initiated expatriates: Cultural adjustment as a mediator. Career Development International, 18(1), 56-77. doi:10.1108/136204313113059537
Abstract
Purpose– The authors sought to explain why and how protean career attitude might influence self-initiated expatriates’ (SIEs) experiences positively. A mediation model of cultural adjustment was proposed and empirically evaluated.
Design/methodology/approach– Data from 132 SIEs in Germany containing measures of protean career attitude, cultural adjustment, career satisfaction, life satisfaction, and intention to stay in the host country were analysed using path analysis with a bootstrap method.
Findings– Empirical results provide support for the authors’ proposed model: the positive relations between protean career attitude and the three expatriation outcomes (career satisfaction, life satisfaction and intention to stay in the host country) were mediated by positive cross-cultural adjustment of SIEs.
Research limitations/implications– All data were cross-sectional from a single source. The sample size was small and included a large portion of Chinese participants. The study should be replicated with samples in other destination countries, and longitudinal research is suggested.
Practical implications– By fostering both a protean career attitude in skilled SIE employees and their cultural adjustment, corporations and receiving countries could be able to retain this international workforce better in times of talent shortage.
Originality/value– This study contributes to the scarce research on the conceptual relatedness of protean career attitude and SIEs, as well as to acknowledging the cultural diversity of the SIE population.
Keywords: Self-initiated expatriation, Protean career, Cultural adjustment, Career satisfaction, Intention to stay, International mobility, Cultural distance, Expatriates
Self-initiated expatriates and their career success
Cao, L., Hirschi, A., & Deller, J. (2012). Self-initiated expatriates and their career success. Journal of Management Development, 31(2), 159-172. doi:10.1108/02621711211199494
Abstract
Purpose– This paper aims to provide conceptual clarity by distinguishing self-initiated expatriates (SIEs) from company-assigned expatriates (AEs), and skilled migrants; most importantly, it introduces an overarching conceptual framework based on career capital theory to explain SIEs’ career success.
Design/methodology/approach– This conceptual framework is based on a review of the relevant literature on SIE, expatriation, career studies, cross-cultural studies, migration, and other related areas.
Findings– Protean career attitude, career networks, and cultural intelligence are identified as three major types of career capital influencing SIEs career success positively; the predicting relationships between these are mediated by cultural adjustment in the host country. Cultural distance acts as the moderator, which highlights the influence of macro-contextual factors on SIEs’ career development.
Research limitations/implications– The current paper applied career capital theory and did not integrate the impact of family and labour market situation on SIEs’ career development. Further research should test the proposed framework empirically, and integrate the impact of family- and career-related factors into a holistic approach.
Practical implications– When constructing international talent acquisition and retention strategies, organizations and receiving countries should understand the different career development needs and provide SIEswith opportunities to increase career capital during expatriation. Furthermore, the current framework suggests how to adjust to the host country in order to meet career development goals.
Originality/value– The multi-level and sequential framework adds value by identifying specific types of career capital for SIEs and providing a conceptual underpinning for explaining how they interact and foster SIEs’ caree