Networking as predictor of work-nonwork enrichment: Mechanisms on the within- and between-person level
Baumeler, F., Johnston, C. S., Hirschi, A., & Spurk, D. (2018). Networking as predictor of work-nonwork enrichment: Mechanisms on the within- and between-person level. Journal of Vocational Behavior, 109, 166-177. doi:10.1016/j.jvb.2018.10.015
Abstract
A positive work–nonwork interface is an important aspect of successful career development because it is associated with satisfaction, positive health, and positive work outcomes. However, the role of proactive behaviors at work for work–nonwork enrichment mechanisms has thus far not received much attention. Based on the conservation of resource theory (Hobfoll, 1989) and work–family enrichment theory (Greenhaus & Powell, 2006), we investigated the instrumental (i.e., coworker support) and affective (i.e., positive affect at work) enrichment mechanisms facilitated by networking. We conducted a diary study for within-person effects and a longitudinal panel study for between-person effects. Results supported the notion that networking is positively related to coworker support and positive affect at work on both the within- and between-person level. Furthermore, the mediating effect of coworker support for the relation between networking and work–nonwork enrichment on the within-person level was supported. On the between-person level, the mediating effect through positive affect at work was supported. Implications for research and practice concerning the resources gained by networking and the different work–nonwork enrichment mechanisms on the within- and between-person levels are discussed.
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