Managing diverse workforce: How to safeguard skilled migrants’ self-efficacy and commitment

Abstract

This study aims to uncover the organizational and contextual factors undermining skilled migrants’ professional development and their contributions to host economies. Drawing from the Conservation of Resources Theory, this research developed an integrated model to investigate the effects of most prevalent internal and external factors of burnout and limited career alternatives on skilled migrants’ organizational commitment. The model incorporates mediating roles of professional self-efficacy and career turnover intention to demonstrate how depletion of resources through burnout leads to further resource losses by negatively impacting employees' intentions about their career continuity and professional self-efficacy and, ultimately, undermines their organizational commitment. This research provides managers of cross-cultural workplaces with insights into the critical role of supportive resources in leveraging the untapped intellectual capital brought to host organizations by skilled migrants. This study suggests that the availability of career options can maximize skilled migrants’ contributions to organizations.

The Silver Lining of Perceived Overqualification: Examining the Nexus Between Perceived Overqualification, Career Self-Efficacy and Career Commitment

“…33 According to the person-job fit theory, the degree of alignment between an individual's skills, abilities, and personality and the characteristics of their job directly influences their level of job satisfaction, engagement, and career commitment. 34 When overqualified employees maintain or improve their career self-efficacy, they are more likely to seek ways to enhance this fit, leading to positive outcomes. 35 Overqualified employees with high career self-efficacy may proactively seek ways to utilize their skills and knowledge within their current roles, finding creative solutions to challenges and taking on additional responsibilities.…”