Cultural Capital and Cross-Border Career Ladders

Abstract

The author argues that cultural capital is an important but neglected aspect of developing cross-border careers, and that it is especially important when social capital is lacking. Most of the supporting information was gathered during in-depth interviews with 40 western professional migrants (36 currently and four previously employed by Taiwanese firms), supplemented by data from interviews with 29 Taiwanese human resource and corporate managers. The data indicate that after using their home cultural capital to find jobs with Taiwanese firms doing business with western companies, the interviewees acquired local cultural and social capital that allowed them to pursue six cross-border career options. Moving to Taiwan is representative of the migration phenomenon from more-to lessdeveloped countries during a period of rapidly expanding economies or economic downturns. The migrants interviewed generally had limited organizational experience (affecting home-country opportunities) and a strong desire for international knowledge and adventure.

Talent management of skilled migrants: propositions and an agenda for future research

“…Career capital theory helps to unpack the individual competencies of skilled migrants and to consider the possible outcomes of utilizing these competencies at the organizational level. Other 'know-how' competences of skilled migrants, such as their multicultural knowledge, language competences, and relational competences, could be very valuable to their organizations (Cerdin et al, 2013;Tzeng, 2010). With regard to the 'know-why' competency, for example, it is important to understand what motivates skilled migrants' decisions as to whether and where to go and remain.…”

“…This is relevant for organizations' retention strategies and practices. Similarly, understanding skilled migrants' 'know-why' competences may lead to organizations better valuing the multicultural knowledge, language competences, relational competences, and intercultural knowledge of skilled migrants, which could be an asset to their organizations (Thomas & Inkson, 2004;Tzeng, 2010). Finally, organizations should be aware of the possibly disadvantageous position of skilled migrants in terms of their 'know-whom' competency due to their potential unfamiliarity with networks and affiliation groupings in the host country (Hakak & Al Ariss, 2013; though it may be that their cross-cultural and international know-whom competencies are far more extensive than local colleagues').…”

Anti-Poverty Psychology

“…In a study of new settlers from Tonga to New Zealand, McKenzie et al (2006) found that mental health was higher in the new settlers, compared to counterparts who had not migrated, all else being equal. Cultural difference can also be an advantage when it comes to job hunting in a new country, e.g., in the eyes of firms looking to export to the new settler's or guest worker's home country (Tzeng 2010). As Tzeng notes, employment opportunities that background experience creates can help to build a worker's own competencies.…”

Middle Class International Migration: French Nationals Working in the UK

“…The primary focus of most research on Western middle class international migration to date has been on workers from English-speaking countries such as the US, UK, Australia, New Zealand, and Canada, with a few studies conducted on white collar workers from South Africa. Since English is currently the primary medium of political, academic, and business communication in the world (Crystal, 2003), it is much easier for middle class workers from these countries to cross borders and find jobs that require English skills, including moderately or wellpaid English teaching jobs (Tzeng, 2010). The ease with which English speakers can find jobs in foreign countries likely makes travelling option more attractive than pursuing professional careers in their home countries.…”