Influence of pre-graduation international experiences on early career internationalization: The mediation effect of career capital

Assessing the measurement invariance of the four-dimensional cultural intelligence scale across countries: A composite model approach

“…Thus, identifying the factors that drive an individual's intentions to become an expatriate is of substantial interest for both management theory and practice. However, prior research has primarily focused on CQ's effects on various work-related outcomes, such as cross-cultural adjustment (e.g., Templer, Tay, & Chandrasekar, 2006;Wu & Ang, 2011) and expatriates' job performance (e.g., Ang et al, 2007;Lee & Sukoco, 2010), while little attention has been devoted to researching the antecedents of expatriation behavior (e.g., Felker & Gianecchini, 2015;Vaiman et al, 2015). Expatriates live and work in a foreign country and interact daily with the local nationals, as well as with other expatriates from different cultural backgrounds.…”

“…We research the CQ scale's measurement invariance in the context of expatriation intentions. While expatriates have become an important human resource for internationally active firms (e.g., Chang, Gong, & Peng, 2012;Choi & Johanson, 2012;Fang, Jiang Makino, & Beamish 2010), little is known about the reasons for individuals becoming expatriates or deciding to not do so (e.g., Felker & Gianecchini, 2015;Vaiman, Haslberger, & Vance, 2015). Prior studies have focused on the roles of aspects such as international experience (Tharenou, 2003(Tharenou, , 2008 and personality traits (Mol, Born, Willemsen, van der Molen, & Derous, 2009) when explaining expatriation intentions.…”

Building career mobility: A critical exploration of career capital

“…Career capital is not a new concept and has been explored previously in professional development and career management contexts (Dickmann & Harris, 2005;Felker & Gianecchini, 2015;Zikic, 2015;Tempest & Coupland, 2016). Yet, the concept still remains relatively under-used and few have explored what this means in particular contexts and work situations (such as during work transitions).…”

“…From these two career capital frameworks, there are several points to note about career capital. z z Career capital can be applied to individuals or organisations: Career capital can be applied to individual growth, including personal development (Felker & Gianecchini, 2015) and…”

Building career capital: developing business leaders' career mobility

“…With respect to organisational change, the framework has been used to look at institutional development (Arthur et al, 1999), talent management (Zikic, 2015) and industry communities (DeFillippi and Arthur, 1994). While in relation to individual change it has been used to explore: personal understanding (Arthur et al, 1999), personal development (Felker and Gianecchini, 2015) and career management (Tempest and Coupland, 2016). Despite such broad applications, there have been limited efforts to apply the framework to role transitions with notable exceptions being Terjesen's (2005) work on female entrepreneurs and Suutari and Makela's (2007) work on global career transitions.…”