Pub Date : 2023-08-07DOI: 10.1108/cdi-02-2023-0047
Faisal Qamar, Shuaib Ahmed Soomro, Yasir Mansoor Kundi
PurposeThis study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of career aspiration and thriving at work.Design/methodology/approachThe study uses data collected from a sample of 309 employees working in various organizations. It uses multilevel, multisource and time-lagged data and applied Mplus 8.0 for hypotheses testing.FindingsThe study findings reveal a positive relationship between HPWS and career aspiration. Career aspiration was positively related to thriving at work and thriving at work was positively associated with happiness at work. Moreover, career aspiration mediated the relationship between HPWS and thriving at work. Whereas, thriving at work mediated the relationship between career aspiration and happiness at work. The results also support the serial mediation of career aspiration and thriving at work between HPWS and happiness at work.Practical implicationsThe findings have important implications for organizational practice. Practitioners should consider implementing pro-employee HPWS to support employees' career aspirations and enhance their thriving experience, which may increase their happiness at work.Originality/valueThis is one of the few studies investigating individual-level serial mediators between departmental-level HPWS and employee happiness at work.
{"title":"Linking high-performance work systems and happiness at work: role of career aspiration and thriving","authors":"Faisal Qamar, Shuaib Ahmed Soomro, Yasir Mansoor Kundi","doi":"10.1108/cdi-02-2023-0047","DOIUrl":"https://doi.org/10.1108/cdi-02-2023-0047","url":null,"abstract":"PurposeThis study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of career aspiration and thriving at work.Design/methodology/approachThe study uses data collected from a sample of 309 employees working in various organizations. It uses multilevel, multisource and time-lagged data and applied Mplus 8.0 for hypotheses testing.FindingsThe study findings reveal a positive relationship between HPWS and career aspiration. Career aspiration was positively related to thriving at work and thriving at work was positively associated with happiness at work. Moreover, career aspiration mediated the relationship between HPWS and thriving at work. Whereas, thriving at work mediated the relationship between career aspiration and happiness at work. The results also support the serial mediation of career aspiration and thriving at work between HPWS and happiness at work.Practical implicationsThe findings have important implications for organizational practice. Practitioners should consider implementing pro-employee HPWS to support employees' career aspirations and enhance their thriving experience, which may increase their happiness at work.Originality/valueThis is one of the few studies investigating individual-level serial mediators between departmental-level HPWS and employee happiness at work.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48456634","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-04DOI: 10.1108/cdi-09-2022-0248
Xiangyu Wei, Guangtao Yu
Purpose The purpose of this paper is to investigate how mentors affect the career satisfaction of protégés. Drawing from the Elaboration Likelihood Model (ELM), the authors propose a dual processing model that considers both cognition and emotion in the relationship between mentoring and the career satisfaction of protégés. Design/methodology/approach The study employed a three-stage questionnaire survey to collect data from employees in Chinese enterprises, resulting in a total of 329 valid responses. Findings The results showed that mentoring had a significant positive impact on protégé career satisfaction. Additionally, role clarity and positive affect of protégés played dual-mediating effects between mentoring and protégé career satisfaction. Moreover, as a non-mentoring behavior, mentor advice-seeking behavior strengthened the positive impact of mentoring on role clarity and positive affect. Originality/value In the study, the authors utilize the ELM as a new perspective to construct a dual-mediating model of protégé role clarity and positive affect to illuminate the mechanism of mentoring on protégé career satisfaction, advancing the literatures of mentoring relationship and career development. Further, the authors put forward the moderating effect of mentor advice-seeking behavior by considering it as a non-mentoring behavior of mentors to deepen the understanding of mentorships. Moreover, the authors attempt to propose the long-term cumulative effect of the dual processing to expand the application of the ELM in interpersonal processes.
{"title":"How do mentors influence the career satisfaction of protégés: dual processing mechanism of cognition and emotion","authors":"Xiangyu Wei, Guangtao Yu","doi":"10.1108/cdi-09-2022-0248","DOIUrl":"https://doi.org/10.1108/cdi-09-2022-0248","url":null,"abstract":"Purpose The purpose of this paper is to investigate how mentors affect the career satisfaction of protégés. Drawing from the Elaboration Likelihood Model (ELM), the authors propose a dual processing model that considers both cognition and emotion in the relationship between mentoring and the career satisfaction of protégés. Design/methodology/approach The study employed a three-stage questionnaire survey to collect data from employees in Chinese enterprises, resulting in a total of 329 valid responses. Findings The results showed that mentoring had a significant positive impact on protégé career satisfaction. Additionally, role clarity and positive affect of protégés played dual-mediating effects between mentoring and protégé career satisfaction. Moreover, as a non-mentoring behavior, mentor advice-seeking behavior strengthened the positive impact of mentoring on role clarity and positive affect. Originality/value In the study, the authors utilize the ELM as a new perspective to construct a dual-mediating model of protégé role clarity and positive affect to illuminate the mechanism of mentoring on protégé career satisfaction, advancing the literatures of mentoring relationship and career development. Further, the authors put forward the moderating effect of mentor advice-seeking behavior by considering it as a non-mentoring behavior of mentors to deepen the understanding of mentorships. Moreover, the authors attempt to propose the long-term cumulative effect of the dual processing to expand the application of the ELM in interpersonal processes.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"81 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136119654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-28DOI: 10.1108/cdi-07-2022-0218
G. Arman
PurposeThe present study explored the adjustment (i.e. survival vs stay) of a unique group of Turkish entrepreneur immigrants in the United Kingdom, whose initial experiences upon their move were disrupted by the Covid-19 pandemic in early 2020.Design/methodology/approachTen semi-structured interviews were conducted to explore this immigrant group's experience on the path to potential immigration success or failure as indicators of adjustment. The content of the interviews was analyzed via theoretical thematic analysis.FindingsKey career capital aspects hindering entrepreneurial effort under the unique conditions of Covid-19 were defined as not knowing how to start a business (in general, in the host country and under extreme conditions), why they should persist to stay, and whom to contact in the host country. Key facilitating career capital aspects were defined as knowing how to revise the business plans when needed and knowing why they left the home country, preferred the host country and should persist to stay there. Each unique aspect was mapped onto specific components of the context (home country, host country and profession) to add depth to the analyses.Originality/valueThe study contributes to the literature primarily by integrating career capital framework with different elements of the context. It also represents the first effort to adopt the framework to identify the critical career capital aspects of entrepreneur immigrants.
{"title":"Surviving limbo: critical career capital aspects for entrepreneur immigrants in an extreme context","authors":"G. Arman","doi":"10.1108/cdi-07-2022-0218","DOIUrl":"https://doi.org/10.1108/cdi-07-2022-0218","url":null,"abstract":"PurposeThe present study explored the adjustment (i.e. survival vs stay) of a unique group of Turkish entrepreneur immigrants in the United Kingdom, whose initial experiences upon their move were disrupted by the Covid-19 pandemic in early 2020.Design/methodology/approachTen semi-structured interviews were conducted to explore this immigrant group's experience on the path to potential immigration success or failure as indicators of adjustment. The content of the interviews was analyzed via theoretical thematic analysis.FindingsKey career capital aspects hindering entrepreneurial effort under the unique conditions of Covid-19 were defined as not knowing how to start a business (in general, in the host country and under extreme conditions), why they should persist to stay, and whom to contact in the host country. Key facilitating career capital aspects were defined as knowing how to revise the business plans when needed and knowing why they left the home country, preferred the host country and should persist to stay there. Each unique aspect was mapped onto specific components of the context (home country, host country and profession) to add depth to the analyses.Originality/valueThe study contributes to the literature primarily by integrating career capital framework with different elements of the context. It also represents the first effort to adopt the framework to identify the critical career capital aspects of entrepreneur immigrants.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-07-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49319419","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-21DOI: 10.1108/cdi-07-2022-0196
Rodrigo Mello, Vesa Suutari, M. Dickmann
PurposeThis paper investigates whether career capital (CC) development abroad, expatriate type, career type and career stage affect expatriates' career success in terms of perceived marketability and the number of promotions.Design/methodology/approachThe study presents findings from a 2020 follow-up study among 327 expatriates, including assigned expatriates (AEs) (n = 117) and self-initiated expatriates (SIEs) (n = 220), who worked abroad in 2015 and 2016. Among that group, 186 had continued their international career, while 141 had repatriated. Structural equation modeling with robust maximum likelihood estimation was used to test this study's hypotheses. MPlus 8.6 software supported the analysis.FindingsThe study outlines that CC developed abroad positively impacts perceived marketability and the number of promotions. Second, repatriates reported a greater degree of perceived marketability than those continuing an international career. Career type did not predict the number of promotions. The expatriate type did not influence any of the career success measures. Finally, expatriates in their late-career stage did not achieve a similar level of career success as those in other career stages.Research limitations/implicationsAll the expatriates were university-educated Finnish engineers and business professionals, and the career benefits of expatriation could differ for different sample groups. The study calls for more context-sensitive global careers research. The findings have positive implications for self-guided career actors considering working abroad. Organizations could focus more of their global talent attraction, management and career efforts on SIEs.Originality/valueTo analyze the impacts of these four antecedents on the career success of expatriates, the authors cooperated with two Finnish labor unions in 2020 to explore the careers of 327 expatriates, having surveyed the same group in 2015/2016. Such follow-up studies are not very common in expatriation research since it is difficult to keep track of expatriates who change locations and employers.
{"title":"Career success of expatriates: the impacts of career capital, expatriate type, career type and career stage","authors":"Rodrigo Mello, Vesa Suutari, M. Dickmann","doi":"10.1108/cdi-07-2022-0196","DOIUrl":"https://doi.org/10.1108/cdi-07-2022-0196","url":null,"abstract":"PurposeThis paper investigates whether career capital (CC) development abroad, expatriate type, career type and career stage affect expatriates' career success in terms of perceived marketability and the number of promotions.Design/methodology/approachThe study presents findings from a 2020 follow-up study among 327 expatriates, including assigned expatriates (AEs) (n = 117) and self-initiated expatriates (SIEs) (n = 220), who worked abroad in 2015 and 2016. Among that group, 186 had continued their international career, while 141 had repatriated. Structural equation modeling with robust maximum likelihood estimation was used to test this study's hypotheses. MPlus 8.6 software supported the analysis.FindingsThe study outlines that CC developed abroad positively impacts perceived marketability and the number of promotions. Second, repatriates reported a greater degree of perceived marketability than those continuing an international career. Career type did not predict the number of promotions. The expatriate type did not influence any of the career success measures. Finally, expatriates in their late-career stage did not achieve a similar level of career success as those in other career stages.Research limitations/implicationsAll the expatriates were university-educated Finnish engineers and business professionals, and the career benefits of expatriation could differ for different sample groups. The study calls for more context-sensitive global careers research. The findings have positive implications for self-guided career actors considering working abroad. Organizations could focus more of their global talent attraction, management and career efforts on SIEs.Originality/valueTo analyze the impacts of these four antecedents on the career success of expatriates, the authors cooperated with two Finnish labor unions in 2020 to explore the careers of 327 expatriates, having surveyed the same group in 2015/2016. Such follow-up studies are not very common in expatriation research since it is difficult to keep track of expatriates who change locations and employers.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43985343","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-20DOI: 10.1108/cdi-09-2022-0249
Akilimali Ndatabaye Ephrem, M. Murimbika
PurposeDespite the merit of extant studies on career decision regrets, they are not well integrated, are developed at different speeds and differ in focus. Specifically, they do not address an important question about the levels and antecedents of regret arising from choosing entrepreneurship instead of paid employment and vice versa. The authors adopted the regret regulation theory as foundation to examining the moderated effect of entrepreneurial potential (EP) on career choice regret (CCR) among employees and entrepreneurs.Design/methodology/approachThe authors surveyed 721 employees and 724 entrepreneurs from a developing country and applied partial least squares-structural equation modelling (PLS-SEM) to test the hypotheses.FindingsEmployees regretted their career choice three times more when compared with entrepreneurs. However, the authors failed to conclude that the latter had three times better living conditions when compared with the former. EP negatively influenced the regret of being an entrepreneur in lieu of an employee while it positively influenced the regret of being an employee in lieu of an entrepreneur. The perceived opportunity cost of being a higher EP employee was three times greater when compared with that of being a lower EP entrepreneur. The effect of EP on CCR was mitigated or amplified by duration in the career, former career status, decision justifiability, and perceived environment's supportiveness.Research limitations/implicationsThe design was cross-sectional, thus, the findings cannot be interpreted in the strict sense of causality.Originality/valueThe authors rely on an important yet often overlooked context of the choice between entrepreneurship and paid employment to test, clarify, and extend the regret regulation theory. The findings have novel human resource management and entrepreneurship policy implications.
{"title":"I wish I had a paid job or a business: a moderated effect of entrepreneurial potential on career choice regret","authors":"Akilimali Ndatabaye Ephrem, M. Murimbika","doi":"10.1108/cdi-09-2022-0249","DOIUrl":"https://doi.org/10.1108/cdi-09-2022-0249","url":null,"abstract":"PurposeDespite the merit of extant studies on career decision regrets, they are not well integrated, are developed at different speeds and differ in focus. Specifically, they do not address an important question about the levels and antecedents of regret arising from choosing entrepreneurship instead of paid employment and vice versa. The authors adopted the regret regulation theory as foundation to examining the moderated effect of entrepreneurial potential (EP) on career choice regret (CCR) among employees and entrepreneurs.Design/methodology/approachThe authors surveyed 721 employees and 724 entrepreneurs from a developing country and applied partial least squares-structural equation modelling (PLS-SEM) to test the hypotheses.FindingsEmployees regretted their career choice three times more when compared with entrepreneurs. However, the authors failed to conclude that the latter had three times better living conditions when compared with the former. EP negatively influenced the regret of being an entrepreneur in lieu of an employee while it positively influenced the regret of being an employee in lieu of an entrepreneur. The perceived opportunity cost of being a higher EP employee was three times greater when compared with that of being a lower EP entrepreneur. The effect of EP on CCR was mitigated or amplified by duration in the career, former career status, decision justifiability, and perceived environment's supportiveness.Research limitations/implicationsThe design was cross-sectional, thus, the findings cannot be interpreted in the strict sense of causality.Originality/valueThe authors rely on an important yet often overlooked context of the choice between entrepreneurship and paid employment to test, clarify, and extend the regret regulation theory. The findings have novel human resource management and entrepreneurship policy implications.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41671006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-18DOI: 10.1108/cdi-10-2022-0288
Chunxiao Li, Yun Fan, Yue Zhang
PurposeBased on the self-concept perspective, the purpose of this paper is to explore the process of working mothers who conduct job crafting to build new role identities and self-efficacy, which ultimately affects work-to-family enrichment. The paper further explores the moderating role of inclusive leadership.Design/methodology/approachThe authors collected data at two time points. The sample for the study consisted of 216 professional working mothers in China who returned to work after the birth of their first child.FindingsResults show that working mothers' job crafting had a positive effect on work-to-family enrichment. In addition, working mothers' role identity and role self-efficacy played mediating roles between the links. Finally, inclusive leadership moderates the indirect effect of task crafting and relational crafting on work-to-family enrichment through role identity and role self-efficacy. The positive indirect relationships are stronger in high levels of inclusive leadership.Practical implicationsThe employers should provide opportunities, support, and freedom for working mothers to craft their jobs according to their individual demands for better self and home outcomes.Originality/valueThis study focuses on the job crafting of working mothers. The authors extend the consequences of job crafting to the nonwork domain. In addition, this study uncovers the influence of job crafting from the perspective of self-concept (i.e. role identity and role self-efficacy). Furthermore, the authors demonstrate the moderating role played by inclusive leadership in this process.
{"title":"Mothers' job crafting and work-to-family enrichment: a self-concept perspective","authors":"Chunxiao Li, Yun Fan, Yue Zhang","doi":"10.1108/cdi-10-2022-0288","DOIUrl":"https://doi.org/10.1108/cdi-10-2022-0288","url":null,"abstract":"PurposeBased on the self-concept perspective, the purpose of this paper is to explore the process of working mothers who conduct job crafting to build new role identities and self-efficacy, which ultimately affects work-to-family enrichment. The paper further explores the moderating role of inclusive leadership.Design/methodology/approachThe authors collected data at two time points. The sample for the study consisted of 216 professional working mothers in China who returned to work after the birth of their first child.FindingsResults show that working mothers' job crafting had a positive effect on work-to-family enrichment. In addition, working mothers' role identity and role self-efficacy played mediating roles between the links. Finally, inclusive leadership moderates the indirect effect of task crafting and relational crafting on work-to-family enrichment through role identity and role self-efficacy. The positive indirect relationships are stronger in high levels of inclusive leadership.Practical implicationsThe employers should provide opportunities, support, and freedom for working mothers to craft their jobs according to their individual demands for better self and home outcomes.Originality/valueThis study focuses on the job crafting of working mothers. The authors extend the consequences of job crafting to the nonwork domain. In addition, this study uncovers the influence of job crafting from the perspective of self-concept (i.e. role identity and role self-efficacy). Furthermore, the authors demonstrate the moderating role played by inclusive leadership in this process.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46705908","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-17DOI: 10.1108/cdi-04-2022-0097
Marian Crowley-Henry, Shamika Almeida, S. Bertone, A. Gunasekara
PurposeSkilled migrants' careers are heterogeneous, with existing theories capturing only some of their diversity and dynamic development over time and circumstance. This paper aims to draw out the multilevel (macro, meso and micro levels) influences impacting skilled migrants' careers by using the lens of the intelligent career framework. Furthermore, structuration theory captures the agency of skilled migrants facing different social structures at and across levels and explains the idiosyncratic nature of skilled migrants' careers.Design/methodology/approachFollowing an abductive approach, this paper examines the career influences for a sample of 41 skilled migrants in three different host countries. Individual career stories were collected through qualitative interviews. Important career influences from these narratives are categorised across the intelligent career competencies (knowing why, how and whom) at the macro, meso and micro levels.FindingsFindings illustrate the lived reality for skilled migrants of these interrelated multilevel career influences and go some way in elucidating the heterogeneity of skilled migrants' careers and outcomes. The interplay of individual agency in responding to both facilitating and challenging social structures across the multilevels further explains the idiosyncratic nature of skilled migrants' careers and how/whether they achieve satisfying career outcomes. Some potential policy implications and options arising from these findings are suggested.Originality/valueBy considering multilevel themes that influence skilled migrants' career capital, the authors were able to better explain the complex, relational and idiosyncratic shaping of their individual careers. As such, the framework informs and guides individuals, practitioners and organisations seeking to facilitate skilled migrants' careers.
{"title":"The multilevel intelligent career framework: an exploration and application to skilled migrants","authors":"Marian Crowley-Henry, Shamika Almeida, S. Bertone, A. Gunasekara","doi":"10.1108/cdi-04-2022-0097","DOIUrl":"https://doi.org/10.1108/cdi-04-2022-0097","url":null,"abstract":"PurposeSkilled migrants' careers are heterogeneous, with existing theories capturing only some of their diversity and dynamic development over time and circumstance. This paper aims to draw out the multilevel (macro, meso and micro levels) influences impacting skilled migrants' careers by using the lens of the intelligent career framework. Furthermore, structuration theory captures the agency of skilled migrants facing different social structures at and across levels and explains the idiosyncratic nature of skilled migrants' careers.Design/methodology/approachFollowing an abductive approach, this paper examines the career influences for a sample of 41 skilled migrants in three different host countries. Individual career stories were collected through qualitative interviews. Important career influences from these narratives are categorised across the intelligent career competencies (knowing why, how and whom) at the macro, meso and micro levels.FindingsFindings illustrate the lived reality for skilled migrants of these interrelated multilevel career influences and go some way in elucidating the heterogeneity of skilled migrants' careers and outcomes. The interplay of individual agency in responding to both facilitating and challenging social structures across the multilevels further explains the idiosyncratic nature of skilled migrants' careers and how/whether they achieve satisfying career outcomes. Some potential policy implications and options arising from these findings are suggested.Originality/valueBy considering multilevel themes that influence skilled migrants' career capital, the authors were able to better explain the complex, relational and idiosyncratic shaping of their individual careers. As such, the framework informs and guides individuals, practitioners and organisations seeking to facilitate skilled migrants' careers.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48613540","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-11DOI: 10.1108/cdi-06-2022-0148
Riana Schreuders, André Carita, Suzanne van Aswegen
PurposeSelf-initiated expatriates (SIE) women's career decisions are often based on the establishment of close personal relationships in various spheres of life. This paper aims to explore the effects of social isolation in times of crisis on SIE women's work, psychological and general adjustment.Design/methodology/approachThe model of expatriate women's adjustment by Caligiuri and Lazarova (2002) is reviewed and adapted to account for the impact of social isolation and loneliness on SIE women's adjustment and professional development in a crisis context. The interplay between duration and intensity of crisis and acculturative stress over time is highlighted; danger zones for potential maladjustment are identified, and adjustment-as-a-crisis context are incorporated into the model.FindingsThe spillover effects between different life spaces in times of isolation have a negative impact on SIE women's ability to develop supportive relationships in different life spaces. The organization becomes the main point of contact with the host culture, but pressure to perform, uncertain contracts, gendered role division and the experience of a double crisis add to the existing acculturative stress which may lead to maladjustment or further fit-dependent crisis over time.Originality/valueThe authors contribute to the theoretical understanding of the impact of social isolation on a single, vulnerable acculturating group, by expanding on an existing static model of adjustment, to account for the temporal (time) and spatial (multi-dimensional crisis context) constraints faced by SIE women which has not been done before.
{"title":"Towards a dynamic conceptual model for understanding the impact of social isolation on SIE women's adjustment and career development","authors":"Riana Schreuders, André Carita, Suzanne van Aswegen","doi":"10.1108/cdi-06-2022-0148","DOIUrl":"https://doi.org/10.1108/cdi-06-2022-0148","url":null,"abstract":"PurposeSelf-initiated expatriates (SIE) women's career decisions are often based on the establishment of close personal relationships in various spheres of life. This paper aims to explore the effects of social isolation in times of crisis on SIE women's work, psychological and general adjustment.Design/methodology/approachThe model of expatriate women's adjustment by Caligiuri and Lazarova (2002) is reviewed and adapted to account for the impact of social isolation and loneliness on SIE women's adjustment and professional development in a crisis context. The interplay between duration and intensity of crisis and acculturative stress over time is highlighted; danger zones for potential maladjustment are identified, and adjustment-as-a-crisis context are incorporated into the model.FindingsThe spillover effects between different life spaces in times of isolation have a negative impact on SIE women's ability to develop supportive relationships in different life spaces. The organization becomes the main point of contact with the host culture, but pressure to perform, uncertain contracts, gendered role division and the experience of a double crisis add to the existing acculturative stress which may lead to maladjustment or further fit-dependent crisis over time.Originality/valueThe authors contribute to the theoretical understanding of the impact of social isolation on a single, vulnerable acculturating group, by expanding on an existing static model of adjustment, to account for the temporal (time) and spatial (multi-dimensional crisis context) constraints faced by SIE women which has not been done before.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42884965","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-09DOI: 10.1108/cdi-05-2023-0138
Hugh Gunz
PurposeThis is a conceptual paper, intended to link the constructs self-initiated expatriation (SIE) and career. The author suggests that regarding SIE as an episode in a career allows one to use ideas from the careers literature to suggest novel areas for research on SIE, thereby contributing to the SIE literature. The author employs a particular perspective on career – the social chronology framework (SCF) – to show how the framework can suggest these novel areas of research on self-initiated expatriation. The SCF views careers through three perspectives related to the space within which the career takes place, the career actor who “has” the career, and the time over which the career plays out. By looking at SIEs through each of these perspectives in turn a number of research questions are suggested that have the potential to enrich the SIE literature.Design/methodology/approachThe paper first considers the construct of career and shows how self-initiated expatriation fits with it. Next, it introduces the SCF, and finally shows how it can be used to derive ideas for research on self-initiated expatriation.FindingsThere are none, given that this is a conceptual paper.Research limitations/implicationsThe paper suggests future directions for research on SIEs.Originality/valueThe author believes that the application of the SCF to the study of self-initiated expatriation is novel.
{"title":"Self-initiated expatriation: a career perspective through a social chronology lens","authors":"Hugh Gunz","doi":"10.1108/cdi-05-2023-0138","DOIUrl":"https://doi.org/10.1108/cdi-05-2023-0138","url":null,"abstract":"PurposeThis is a conceptual paper, intended to link the constructs self-initiated expatriation (SIE) and career. The author suggests that regarding SIE as an episode in a career allows one to use ideas from the careers literature to suggest novel areas for research on SIE, thereby contributing to the SIE literature. The author employs a particular perspective on career – the social chronology framework (SCF) – to show how the framework can suggest these novel areas of research on self-initiated expatriation. The SCF views careers through three perspectives related to the space within which the career takes place, the career actor who “has” the career, and the time over which the career plays out. By looking at SIEs through each of these perspectives in turn a number of research questions are suggested that have the potential to enrich the SIE literature.Design/methodology/approachThe paper first considers the construct of career and shows how self-initiated expatriation fits with it. Next, it introduces the SCF, and finally shows how it can be used to derive ideas for research on self-initiated expatriation.FindingsThere are none, given that this is a conceptual paper.Research limitations/implicationsThe paper suggests future directions for research on SIEs.Originality/valueThe author believes that the application of the SCF to the study of self-initiated expatriation is novel.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43118883","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-06DOI: 10.1108/cdi-07-2022-0188
Shilei Zhang, Teng Zhao, Xinyi Liu, C. Wei, Sijun Liu
PurposeBuilding on the broaden-and-build theory and incorporating a self-regulatory perspective, this study examines the relationship between trait gratitude and subjective career success and investigates the mediating roles of growth mindset of work and career network breadth.Design/methodology/approachTime-lagged data were collected in three waves from a sample of 314 employees in China. Hypotheses were tested using structural equation modeling.FindingsThe findings demonstrate that trait gratitude is positively related to SCS, mediated by growth mindset of work as an indicator of psychological resources and career network breadth as an indicator of social resources. Trait gratitude is more strongly associated with network breadth (i.e., social resources) than with growth mindset (i.e., psychological resources).Practical implicationsOrganizations may find trait gratitude an applicable addition to the selection criteria during the recruitment process.Originality/valueBy identifying trait gratitude as an antecedent of SCS and revealing its underlying mechanisms, the current study points to a new perspective on the study of career success.
{"title":"Trait gratitude and subjective career success: the mediating roles of growth mindset and network breadth","authors":"Shilei Zhang, Teng Zhao, Xinyi Liu, C. Wei, Sijun Liu","doi":"10.1108/cdi-07-2022-0188","DOIUrl":"https://doi.org/10.1108/cdi-07-2022-0188","url":null,"abstract":"PurposeBuilding on the broaden-and-build theory and incorporating a self-regulatory perspective, this study examines the relationship between trait gratitude and subjective career success and investigates the mediating roles of growth mindset of work and career network breadth.Design/methodology/approachTime-lagged data were collected in three waves from a sample of 314 employees in China. Hypotheses were tested using structural equation modeling.FindingsThe findings demonstrate that trait gratitude is positively related to SCS, mediated by growth mindset of work as an indicator of psychological resources and career network breadth as an indicator of social resources. Trait gratitude is more strongly associated with network breadth (i.e., social resources) than with growth mindset (i.e., psychological resources).Practical implicationsOrganizations may find trait gratitude an applicable addition to the selection criteria during the recruitment process.Originality/valueBy identifying trait gratitude as an antecedent of SCS and revealing its underlying mechanisms, the current study points to a new perspective on the study of career success.","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49345527","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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