Contemporary global work comprises a wide and growing array of different modes of international work configurations. In this article, we offer a multidimensional framework for conceptual (theoretical and practical) underpinning of these different modes. Building on the extant literature and the Delphi approach, seven dimensions emerged: (i) time of exposure; (ii) intensity of international contact through work; (iii) breadth of interaction; (iv) legal context; (v) international work instigator; (vi) extent of cultural gap between an individual's country-of-origin and the context in which the international work takes place; and (vii) key cultural-related requirements of one's job/role. To these dimensions, we add individual and organizational contextual variables, e.g. diversity and occupational patterns, as well as career systems with a particular focus on the importance of globally orientated work. Furthermore, we list the major modes of global careers and draw a global career glossary. Both the multidimensional framework and the glossary should facilitate scholars and managers to systematize, analyse, manage and further develop their expatriation and repatriation career strategies, policies and practices.

H Hu um ma an n R Re es so ou ur rc ce e M Ma an na ag ge em me en nt t

This article reports the findings of a study of Canadian MBA graduates that explores the skills, knowledge and capabilities which they gained from the programme within the context of a career-competency framework. It concludes that the development of knowing-why career competencies (relating to career values, meanings and motivations) were the most important outcome of the course for the graduates. Knowinghow career competencies (relating to skills and job-related knowledge) were also valued highly. Increased self-confidence was a valuable form of career capital for the graduates, although the antecedents and consequences of this appear to be somewhat different for men and women.