An international discussion about cross-cultural career assessment

Osborn, Debra S.

doi:10.1007/s10775-012-9220-0

Cited by 4 publications

(6 citation statements)

References 25 publications

(30 reference statements)

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“…Osborn (2012) argued for the identification of "culture-specific career variables as a necessary step to allow for research-based statements of best practices for using cross-cultural assessments" (p. 14). HRD practitioners need a wider variety of means to ensure expatriate success.…”

Section: Discussionmentioning

confidence: 99%

“…Expatriates’ performance in the domestic contexts is not always a reliable predictor for their success overseas, though it is often used as an important factor in the decision-making process for international assignments. Osborn (2012) argued for the identification of “culture-specific career variables as a necessary step to allow for research-based statements of best practices for using cross-cultural assessments” (p. 14). HRD practitioners need a wider variety of means to ensure expatriate success.…”

Section: Discussionmentioning

confidence: 99%

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West Meets East? Identifying the Gap in Current Cross-Cultural Training Research

Nam

Cho

Lee

2013

Human Resource Development Review

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The purpose of this article was to examine current cross-cultural training (CCT) research, using the lens of "East Meets West." The two research questions guiding our inquiry are (a) What are the major themes discussed in the existing CCT literature? and (b) What are the emerging issues that need to be addressed? Using the integrative literature review method, we first identified four themes: theories/ conceptual frameworks, expatriate adjustment, CCT methods, and the effectiveness of CCT. We found that previous CCT research lacks the "East Meets West" perspective. Four issues need to be incorporated into future CCT research, namely, family factors, cross-cultural assessment, domestic versus international assignments, and trainer quality. This article purports to make three major contributions to the existing literature: (a) identify gaps in the literature, (b) expand the perspectives of CCT research from the lens of "East Meets West," and (c) generate implications for research and practice.On a trip around the world several years ago, Geert [Hofstede] bought three world maps. All three are of the flat kind, projecting the surface of the globe on a plane. The first shows Europe and Africa in the middle, the Americas to the west, and Asia to the east. The terms, the West and the East were products of a Euro-centered worldview. The second map, bought

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

West Meets East? Identifying the Gap in Current Cross-Cultural Training Research

Nam

Cho

Lee

2013

Human Resource Development Review

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“…Unfortunately, variability exists in the quality of career resources in terms of their rigour in assessment as well as the questionable applicability to different populations arising from poorly translated and potentially misleading or opinion-based information (Osborn, 2012; Sampson & Makela, 2014). Further, the absence of practitioners has been criticised as they are vital in interpreting assessment results, evaluating the quality of resources, and customising resources based on individual client needs (Gati & Asulin-Peretz, 2011; Prince et al., 2016; Sampson & Osborn, 2015).…”

Section: Developing Self-help Career Resourcesmentioning

confidence: 99%

“…Aligned with the call for greater contextualisation, the development of career resources should incorporate input from potential users to acknowledge the importance of sociocultural environments, for example, when adapting career assessments for different populations (e.g., Diemer & Gore, 2009; Duarte & Rossier, 2008; Osborn, 2012; Watson et al., 2005). A career resource was developed based on the influences and experiences of international career transitions for international Chinese PhD students based in Australia as well as their preferences for support (Lee et al., 2018a, 2018b).…”

Section: Introductionmentioning

confidence: 99%

Developing a self-help career resource for international Chinese doctoral students in Australia

Lee¹,

McMahon

Watson

2019

Australian Journal of Career Development

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International Chinese doctoral students to Australia are a growing demographic but little research has examined support for their career decisions. The Journey to the West Guide has been developed as a self-help career resource to support these students’ navigation of international career transitions. Based on interview data from this cohort, a prototype Guide was developed, and feedback was sought from potential users to refine the Guide. This article proposes a four-step process (i.e., Conception, Design, Testing, and Guided Intervention) for developing career resources derived from literature concerning the development of career assessment and intervention. This process served as a framework to analyse the feedback with a view to refining the prototype. Practical implications regarding self-help career resources are discussed.

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“…Test adaptation includes all the steps involved in developing a measure to assess a specific construct in a different language and culture, taking into account the specificities of that language or culture (Arbona, 2014).Such an adaptation may imply to develop new items, consider new subscale, or to redefine the construct. Translators are trying to find concepts, words and expressions that are culturally, psychologically, and linguistically equivalent in a second language and culture, and so clearly the task goes well beyond simply preparing a literal translation of the test content (Osborn, 2012). In short, test adaptation does not run in straight lines: evaluative…”

mentioning

confidence: 99%

Testing and Assessment in an International Context: Cross- and Multi-cultural Issues

Rossier¹,

Duarte²

2019

International Handbook of Career Guidance

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Globalisation, increase of migration flows, and the concurrent worldwide competitiveness impose rethinking of testing and assessment procedures and practices in an international and multicultural context. This chapter reviews the methodological and practical implications for psychological assessment in the field of career guidance. The methodological implications are numerous and several aspects have to be considered, such as cross-cultural equivalence or construct, method, and item bias. Moreover, the construct of culture by itself is difficult to define and difficult to measure. In order to provide non-discriminatory assessment, counsellors should develop their clinical cross-cultural competencies, develop more specific intervention strategies, and respect cultural differences. Several suggestions are given concerning translation and adaptation of psychological instruments, developing culture specific measures, and the use of these instruments. More research in this field should use mixed methods, multi-centric designs, and consider emic and etic psychological variables. A multidisciplinary approach might also allow identifying culture specific and ecological meaningful constructs. Non-discriminatory assessment implies considering the influence and interaction of personal characteristics and environmental factors.Testing and assessment in an international context 3 Testing and Assessment in an International Context: Cross-and Multi-Cultural Issues Globalisation, increase of migration flows, and the concurrent worldwide competitiveness impose a shift on intercultural research, towards an integrative background to both common and regional competencies to achieve added value and usefulness of testing and assessment techniques. Whenever a test is translated and adapted for use in another language or culture, it is mandatory to know that the process begins always with evaluation: the first issue concerns the conceptual definition and the context of its operationalisation, which means the identification of the relevant contents of cultural knowledge. In this case, the ingredients of knowledge mean the understanding of how culture is expressed through beliefs and values, behavioural expressions, symbols and habits, but also mean a balance between cognitive knowledge and attributes of good judgement to deal with the culture or sub-culture variables. The close connection between these two aspects can lead to a deep awareness of construct validation research within each population for which translation or adaptation occurs.As Hambleton (2005) pointed out, a distinction has to be made between test adaptation and test translation. In his view, the term "adaptation" is broader and more reflective of what should happen in practice when preparing a test that is constructed in one language and culture for use in a second language and culture. Test adaptation includes all the steps involved in developing a measure to assess a specific construct in a different language and culture, taking into account the specificities of that l...

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An international discussion about cross-cultural career assessment

Cited by 4 publications

References 25 publications

West Meets East? Identifying the Gap in Current Cross-Cultural Training Research

West Meets East? Identifying the Gap in Current Cross-Cultural Training Research

Developing a self-help career resource for international Chinese doctoral students in Australia

Testing and Assessment in an International Context: Cross- and Multi-cultural Issues

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