The Internationalism Career Anchor

Lazarova, Mila; Cerdin, Jean‐Luc; Liao, Yuan

doi:10.2753/imo0020-8825440201

Cited by 24 publications

(13 citation statements)

References 34 publications

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“…According to Schein ( 1978 ), individuals have one dominant career anchor that expresses their core personal needs, values, and talents. However, other researchers (e.g., Feldman and Bolino, 1996 ; Martineau et al, 2005 ) have suggested the existence of multiple dominant career anchors that emerge separately from needs, values, or talents and that new career anchors might emerge from changes in contemporary workers' needs and preferences, such as the internationalism career anchor (Suutari and Taka, 2004 ; Lazarova et al, 2014 ).…”

Section: Introductionmentioning

confidence: 99%

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

2017

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In today's dynamic and uncertain career context, values play an important role for career choice and lifelong career self-management. Values are desirable goals that are sought by individuals to satisfy their needs and are important for understanding career orientations in terms of protean and boundaryless career orientations and career anchors. However, how career orientations or career anchors fit into a well-established and supported model and into the structure of basic human values remains an important and under-investigated question. The aim of this study was to use Schwartz's model of structural values to empirically explore the relationships and structural correspondences among basic values, career orientations, and career anchors. A heterogeneous sample of 238 employees from French-speaking Switzerland (Mage = 35.60, SD = 13.03) completed the Portrait Values Questionnaire (PVQ5X), the Protean and Boundaryless Career Attitudes Scales (PCAS, BCAS), and the Career Orientation Inventory (COI) via an anonymous and confidential survey questionnaire. The results showed that it was possible to meaningfully position both career orientations and career anchors in Schwartz's values structure. The protean and boundaryless career orientations were positively related to Schwartz's basic values that emphasized openness to change and career anchors meaningfully followed the motivational continuum of these basic values. Overall, the overlap among the basic values, career orientations, and career anchors appeared relatively important, suggesting that these basic values, orientations, and anchors should be considered simultaneously to understand and address the factors and processes underlying individuals' career choices and paths.

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Section: Introductionmentioning

confidence: 99%

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

2017

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“…ICA measures an individual's preference to work in an international environment (Cerdin, ; Cerdin & Pargneux, ). This five‐item scale developed in Lazarova et al () has a reliability score (Cronbach's alpha) of 0.86. A sample item is “I dream of an international career in which I can travel and work with people from various cultures.”…”

Section: Methodsmentioning

confidence: 99%

“…Due to globalization and the scarcity of talent, MNEs are increasingly interested in employees who are willing to develop international careers (Bonache, Brewster, & Suutari, ; Lazarova, Cerdin, & Liao, ). Hence, we expect that individuals with a high ICA (Cerdin, ; Lazarova et al, )—those who are attracted by new experiences to explore other countries and cultures—will be more likely to be satisfied with their jobs in an MNE. Survey results lend support to the idea that international assignments improve JS because those who have been on international assignments display optimistic expectations about PCP (Brewster & Suutari, ).…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

The role of perceived career prospects and international orientation in determining job satisfaction of MNE employees: A moderated mediation model

Cerdin

Sharma²,

Liao

2017

Thunderbird Intl Bus Rev

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In a multinational enterprise (MNE) that does not reveal to its employees whether they are included in the organization's talent pool, we explore how employees' perceptions regarding their inclusion or noninclusion in the pool affects their perceived career prospects (PCPs) in the organization and their job satisfaction (JS). Specifically, we hypothesize that MNE employees' self‐perception as talent relates positively to their PCP. We also predict that PCP mediates the relationship between talent perception and JS, and that this relationship is moderated by employees' cultural intelligence and internationalism career anchor. We find evidence of a strong relationship between the direct effects we predict. However, contrary to expectations, cultural intelligence does not moderate the relationship between PCP and JS. We discuss the implications of such findings and suggest areas for future research.

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“…Thus, some have concentrated on personality characteristics, finding that the “Big Five” (extroversion, agreeableness, conscientiousness, emotional stability, and openness) are related to expatriation success (Caligiuri, Tarique, & Jacobs, ; Shaffer, Harrison, Gregersen, Black, & Ferzandi, ). Others have explored the international career anchor, or a long‐term desire to explore the world (Lazarova, Cerdin, & Liao, ; Suutari & Taka, ). Overall, more than 70 different necessary skills have been identified!…”

Section: Recruitment and Selectionmentioning

confidence: 99%