The Multiple Forms and Shifting Landscapes of Global Careers

Dickmann, Michael; Suutari, Vesa; Wurtz, Olivier

doi:10.1007/978-3-319-76529-7_1

Cited by 6 publications

(12 citation statements)

References 71 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…These designations refer to the expatriation type—either organizationally initiated, involving the expatriate being sent on an assignment, or self-initiated (Andresen et al. , 2014; Dickmann et al. , 2018; Suutari and Brewster, 2000).…”

Section: Introductionmentioning

confidence: 99%

“…Finally, one of the most lively and productive streams of expatriate research in the last 2 decades examines how self-initiated expatriates (SIEs) and how they and their experiences differ from assigned expatriates (AEs) and their experiences. These designations refer to the expatriation type-either organizationally initiated, involving the expatriate being sent on an assignment, or self-initiated (Andresen et al, 2014;Dickmann et al, 2018;Suutari and Brewster, 2000). Our coping approach can inform research on this topic by providing a new perspective focused on the strategies displayed to address expatriation challenges.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

A transactional stress and coping perspective on expatriation: new insights on the roles of age, gender and expatriate type

Wurtz

2022

JGM

Self Cite

View full text Add to dashboard Cite

PurposeThis work sheds new light on the roles of gender, age and expatriation type—self-initiated expatriate (SIE) vs. assigned expatriate (AE)—by applying the transactional theory of stress and coping (and a validated measurement tool) to the expatriation experience.Design/methodology/approachBased on quantitative data from 448 expatriates, the authors examined the coping mechanisms (cognitions and actions) employed by senior and younger expatriates, females and males and SIE and AEs when they face hardships while working abroad.FindingsYounger expatriates display less active problem-solving coping, planning, and restraint and consume more alcohol and drugs. Female expatriates express their emotions and use social support more than their male counterparts. SIEs rely on emotional social support more than AEs.Practical implicationsRecognizing that individual repertoires of responses to expatriate challenges are bounded by personal characteristics—such as age, gender, and expatriation type—should improve efforts to support expatriates. This research suggests that expatriate support should be tailored. It offers indications on who needs what.Originality/valueThis work provides a fresh perspective and new insights into classic topics (age, gender, and expatriation type). Individuals react differently abroad. They have different resources and face different demands (to a certain extent) that lead to different coping reactions. Older people manage their emotions better, and female expatriates and SIEs gather and use support; these abilities are assets abroad.

show abstract

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

A transactional stress and coping perspective on expatriation: new insights on the roles of age, gender and expatriate type

Wurtz

2022

JGM

Self Cite

View full text Add to dashboard Cite

show abstract

“…having a credible qualification, and the right mix of personal qualities, competencies and work experience; Coetzee, 2018). Research also shows links between perceived internal and external marketability and career success (Dickmann et al, 2018;Latzke et al, 2015).…”

Section: Discussionmentioning

confidence: 98%

“…As such, we propose that these two mindsets will also be associated with higher levels of self-confidence in gaining employment. Research has also shown positive links between social or relational career capital and perceived internal and external marketability and career success (Dickmann, Vesa, & Wurtz, 2018;Latzke, Schneidhofer, Pernkopf, Rohr, & Mayrhofer, 2015).…”

Section: H2mentioning

confidence: 99%

Employer requirements and employability mindsets influencing graduate workers’ self-confidence in gaining employment

Coetzee

Ferreira

Potgieter

2019

AJCD

View full text Add to dashboard Cite

Background:Little is known about when (under which mindset conditions) graduate workers' self-confidence in gaining employment increases. Objective:The current study explored the interaction effects between employers' importance attached to graduate workers' graduateness and employability qualities, and graduate workers' mindsets of marketability, entrepreneurial orientation and networking or job search orientation in predicting their self-confidence in gaining employment. Method:The study was exploratory and cross-sectional in nature, involving (N = 153) predominantly black African (71%) graduate-level workers employed in the South African services industry.Results: Hierarchical moderated regression analysis showed significant moderation effects on the mindsets of entrepreneurial orientation and marketability. Conclusion:The findings added new insights to the employability research literature by introducing the influencing role of the prospective employee's own mindset in raising intrinsic self-confidence in gaining employment, while also triggering extrinsic self-confidence in employability in the link with employers' requirements for graduateness and employability qualities.

show abstract

“…The traditional understanding of a corporate career comprises "long-term employment with a single employer and movement through a sequence of increasingly challenging jobs within a hierarchy" (O' Mahony & Bechky, 2006, p. 918; see also, for instance, Sullivan, 1999). Over the last three decades, however, many careers have changed (Baruch & Vardi, 2016;Dickmann et al, 2018;Wang & Wanberg, 2017). In management literature, the boundaryless career approach has been introduced to offer a new perspective on these more contemporary careers (Arthur & Rousseau, 1996; see, with more critical notes, also Budtz-Jørgensen et al, 2019;Inkson et al, 2012;Pringle & Mallon, 2003).…”

Section: The Boundaryless Career Approach and Career Varietymentioning

confidence: 99%

Top managers' career variety and time to the top

Schmid

Mitterreiter

2021

European Management Review

View full text Add to dashboard Cite

The present paper brings novel insights to career literature, in particular to the field of top managers' careers: first, by relying on the boundaryless career approach, we investigate how those managers who reach the top differ in terms of career variety before being appointed to the board. Second, by combining the boundaryless career approach with human capital theory, we analyze the association between top managers' career variety and the time it takes them to reach a board level position. For our empirical study, we use a sample of top managers from German DAX‐30 firms. Our results reveal four distinct clusters of top managers, indicating that, before reaching the management board, no uniform career path exists. We also demonstrate that more career variety does not shorten an individual's way up to upper echelons; rather, it extends the time it takes to ascend to the top.

show abstract

The Multiple Forms and Shifting Landscapes of Global Careers

Cited by 6 publications

References 71 publications

A transactional stress and coping perspective on expatriation: new insights on the roles of age, gender and expatriate type

A transactional stress and coping perspective on expatriation: new insights on the roles of age, gender and expatriate type

Employer requirements and employability mindsets influencing graduate workers’ self-confidence in gaining employment

Top managers' career variety and time to the top

Contact Info

Product

Resources

About