Career success across 11 countries: implications for international human resource management

Shen, Yan; Demel, Barbara; Unite, Julie; Briscoe, Jon P.; Hall, Douglas T.; Chudzikowski, Katharina; Mayrhofer, Wolfgang; Abdul‐Ghani, Rohayu; Bogicevic-Milikic, Biljana; Colorado, O.; Fei, Z.; Heras, Mireia Las; Ogliastri, Enrique; Pazy, Asya; Poon, June M. L.; Shefer, Dania; Taniguchi, Mami; Zikic, Jelena

doi:10.1080/09585192.2014.962562

Cited by 49 publications

(40 citation statements)

References 56 publications

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“…Our individual‐level data are from a large, multi‐country, cross‐cultural research project, which builds on earlier qualitative work from this same project (Shen et al, ). The questionnaire was translated and back‐translated to the local languages of all participating countries following standard procedures (Brislin, ).…”

Section: Methodsmentioning

confidence: 99%

Proactive career behaviors and subjective career success: The moderating role of national culture

et al. 2018

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Although career proactivity has positive consequences for an individual's career success, studies mostly examine objective measures of success within single countries.This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined the relationship between proactive career behaviors and two aspects of subjective career success-financial success and work-life balance-and the moderating role of national culture. We tested our hypotheses using multilevel analyses on a largescale sample of 11,892 employees from 22 countries covering nine of GLOBE's 10 cultural clusters. Although we found that proactive career behaviors were positively related to subjective financial success, this relationship was not significant for worklife balance. Furthermore, career proactivity was relatively more important for subjective financial success in cultures with high in-group collectivism, high power distance, and low uncertainty avoidance. For work-life balance, career proactivity was relatively more important in cultures characterized by high in-group collectivism and humane orientation. Our findings underline the need to treat subjective career success as a multidimensional construct and highlight the complex role of national culture in shaping the outcomes of career proactivity. KEYWORDS career self-management, career success, national culture, proactive career behaviors * These 12 authors contributed equally to the article. † The quantitative part of this research endeavor has taken a number of years from conceptualization through to implementation. During this time, we have tried to ensure that we gained the maximum possible through this multiauthor approach while maintaining the integrity of our research. Many of the authors were involved in conceptualizing the research at face-to-face meetings held twice a year for this purpose during 2007-2014. All of the authors were involved in data collection in some capacity in their representative countries. All of the 12 main authors and many of the authors in the 5C collaborative were then involved in the subsequent initial analysis and interpretation of the data in similar biannual meetings held during 2014-2018. In between each of the whole-collaborative meetings, the 12 main authors took the group's inputs away to work on them in meetings held face-to-face, via email and Skype. The original text was drafted and revised among the 12 first-named authors before inviting critical input and revisions from the other 34 authors. The final text emerged from the input received from the collaborative, and all authors have signed off on the submission. This submitted version of the paper thus reflects the input and views of all 46 authors, and all are prepared to be accountable for its content. This process was repeated during the revision and resubmission stage. The large number of authors has facilitated ...

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Section: Methodsmentioning

confidence: 99%

Proactive career behaviors and subjective career success: The moderating role of national culture

et al. 2018

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“…Greater variation in objective career conditions due to increasing unpredictability of employment and globalization is heightening the significance of SCS (Arthur et al, 2005). Career satisfaction is an important topic for managers in many countries (e.g., it matters for the majority of participants from 11 countries in the study by Shen et al, 2015). General human capital, that is, individuals' educational, personal, and professional experiences (Becker, 1964), has been proved to have a positive impact on career success (Judge et al, 1995;Ng, Eby, Sorensen, & Feldman, 2005).…”

Section: Literature Reviewmentioning

confidence: 99%

“…The findings confirm the distinctiveness of the two concepts: OCS and SCS are not always correlated. They also emphasize the importance of SCS, thus reinforcing its role over OCS as suggested byAryee et al (1994),Arthur et al (2005) orShen et al (2015). The theoretical model built proposes additional predictors of career success-the use of knowledge acquired and the international aspect of the job.…”

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confidence: 98%

Global talent management: Shaping the careers of internationally educated talents in developing markets

Abeuova

Muratbekova‐Touron

2019

Thunderbird Intl Bus Rev

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In the context of globalization, country‐level actions to manage global talent (e.g., development of immigrant‐friendly policies, policies to attract back skilled diaspora, or investment in the international education of youth) have been underresearched. The aim of this article is to analyze the impact of a country‐level global talent management practice on the careers and career success of its talents in the Republic of Kazakhstan, a developing country in Central Asia. Using qualitative methods, this study introduces new dimensions of career success evaluation for internationally educated talents in developing markets: use of knowledge acquired abroad and international aspect of the job. Based on these dimensions, it develops a model of career types. The career types predict the varying degrees of talents' career success and their involvement in sharing and capitalizing on knowledge, ideas, and international experience, which may have an impact on society. The study contributes to the field of global talent management and career success by providing empirical evidence on an underresearched topic in the underresearched context of developing markets.

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“…The core contribution of this study is that it provides expanded understanding of how being an entrepreneur (i.e., entrepreneurial activity) versus an employee affects life satisfaction differently across environmental contexts. This issue is of critical importance in that it addresses the need to consider contextual forces that impact the mental well-being of entrepreneurs (Stephan et al, 2018), and acknowledges that the happiness that people experience with their career choices is intricately linked with the broader environment in which they operate (Mihelic, 2014;Shen et al, 2015). In particular, this study draws on person-environment fit theory (Lee et al, 2010;Schneider, 2001;Yang et al, 2008) to argue that the relationship between entrepreneurial activity and life satisfaction depends on the extent to which the choice to become an entrepreneur or employee matches the characteristics of the macro environment-that is, on strong person-environment fit.…”

Section: Introductionmentioning

confidence: 99%

Greater fit and a greater gap

Brieger

Clercq

Hessels

et al. 2020

IJEBR

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Purpose The purpose of this paper is to understand how national institutional environments contribute to differences in life satisfaction between entrepreneurs and employees. Design/methodology/approach Leveraging person–environment fit and institutional theories and using a sample of more than 70,000 entrepreneurs and employees from 43 countries, the study investigates how the impact of entrepreneurial activity on life satisfaction differs in various environmental contexts. An entrepreneur’s life satisfaction arguably should increase when a high degree of compatibility or fit exists between his or her choice to be an entrepreneur and the informal and formal institutional environment. Findings The study finds that differences in life satisfaction between entrepreneurs and employees are larger in countries with high power distance, low uncertainty avoidance, extant entrepreneurship policies, low commercial profit taxes and low worker rights. Originality/value This study sheds new light on how entrepreneurial activity affects life satisfaction, contingent on the informal and formal institutions in a country that support entrepreneurship by its residents.

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Career success across 11 countries: implications for international human resource management

Cited by 49 publications

References 56 publications

Proactive career behaviors and subjective career success: The moderating role of national culture

Proactive career behaviors and subjective career success: The moderating role of national culture

Global talent management: Shaping the careers of internationally educated talents in developing markets

Greater fit and a greater gap

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