Building career capital: developing business leaders' career mobility

Brown, Cathy; Hooley, Tristram; Wond, Tracey

doi:10.1108/cdi-07-2019-0186

Cited by 21 publications

(20 citation statements)

References 29 publications

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“…Career capital theory with its three forms of knowing can provide a framework for understanding how changing conditions affect individuals' knowledge and skills and their career options (Inkson and Arthur, 2001). The framework has previously been applied in studies focusing on the components of career capital of knowledge workers in the global economy (Lamb and Sutherland, 2010), on aspects of career capital required by business leaders to facilitate their organizational role transition (Brown et al, 2020), on senior women managers' transition to entrepreneurship (Terjesen, 2005) and on the complexities of women's career transitions (Cabrera, 2007). Accordingly, career capital theory CDI can also be applied to accompanying partners, who must also address transition issues concerning their roles, employment and careers, and, consequently, their career-related skills and knowledge.…”

Section: Development Of Career Capital During Expatriationmentioning

confidence: 99%

Development of career capital during expatriation: partners' perspectives

Kanstrén

Suutari

2021

CDI

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PurposeThe purpose of this qualitative study is to examine the effects of expatriation on the development of career capital among the partners of expatriates.Design/methodology/approachThe study draws on in-depth interviews with 30 Finnish partners of expatriates.FindingsThe results reflect the various learning experiences reported by partners of expatriates that developed their career capital during expatriation. The learning experiences related to the experience of living abroad itself and to the specific activities undertaken when abroad. The extent to which partners developed knowing-why, knowing-how and knowing-whom career capital was found to partly reflect their situation abroad as stay-at-home partners or as employees in less-demanding or more-demanding jobs. Though the experiences were developmental for all partners as have been reported among expatriates, the authors also identified several aspects in which partners' experiences differed from the typical developmental experiences of expatriates.Practical implicationsThe results also highlight the influence of initiative, an active role and career self-management skills in partners' career capital development.Originality/valueThis paper advances the understanding of how expatriation affects expatriate partners' career capital, a topic that has not previously been studied in-depth.

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Section: Development Of Career Capital During Expatriationmentioning

confidence: 99%

Development of career capital during expatriation: partners' perspectives

Kanstrén

Suutari

2021

CDI

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“…The youth of our participants may be significant in explaining their concern over organisational support. Brown et al (2020) describe career capital as the 'resources necessary to make role transitions', which can broadly be categorised as 'knowing self', 'knowing how' and 'knowing whom' (DeFillippi and Arthur, 1994, cited in Brown et al, 2020. Young people, with limited work experience and at the early stages of developing their networks, may use their first jobs to accumulate such capital.…”

Section: Discussionmentioning

confidence: 99%

Are young people aged 16-19 using or expecting to use the gig economy for their careers?

Galfalvi¹,

Hooley²,

Neary³

2020

NICEC Journal

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Amid growing precarity and zero hour contracts, the 'gig economy' represents a new way of working mediated by web technology. Workers can sign up to a work platform – a website or smartphone program that manages the work automatically – and take on work at the tap of a button. Some platforms manage labour, such as driving for Uber or delivering food for Deliveroo, while others manage retail activity, such as Ebay or Etsy.<br/> Recent research has shown that a significant number of people are using platform work to earn money, with over half being young people aged 16-34. While there are some data regarding satisfaction levels and attractors, there is little research examining specific age segments of workers, or the relationship between platform work and career.<br/> Using data from focus group interviews with school and Further Education college students, this paper will discuss findings from research investigating how young people in England aged 16-19 perceive the gig economy and whether they feel that it will be relevant to their careers, with a view to discussing whether it may be necessary to include in careers education programmes or guidance.<br/> The interview data indicate that these participants were occasionally using platforms to make money, and a few were earning regularly, usually on retail platforms. While some interviewees appreciated the autonomy and flexibility promised by gig economy work, the uncertainty, perceived low status, and lack of career progression prevented them from taking it seriously as a career option. Instead, they preferred traditional forms of work that provide more stability and organisational support - an increasingly rare commodity in a labour market that is changing rapidly in the opposite direction. We conclude that while there may be little value in giving detailed individual guidance on the gig economy, it could be valuable to use it as a way of teaching young people about the labour market and different types of employment

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“…This study uses career capital as a theoretical framework to explore how the Middle Eastern context affects women expatriates' careers. Career capital encompasses knowingwhy, knowing-how and knowing-whom competencies [37,38] that intersect identity, career choice and professional networks. In the global mobility literature, career capital and learning opportunities have been associated as a benefit of international assignments [21,39,40].…”

Section: Expatriate Women's Career Capital In a Middle Eastern Contextual Settingmentioning

confidence: 99%

Taking a Step Back? Expatriation Consequences on Women in Dual-Career Couples in the Gulf

Ridgway¹

2021

Merits

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This article develops our understanding of how host country contextual features affect the career coordination strategies of dual-career couples (DCCs) from the perspective of expatriate women. The lived experiences of nine women expatriates in the Gulf Cooperation Council (GCC) were explored through in-depth interviews. The findings challenge our understanding of the coordinated career strategies of DCCs by suggesting that sociocultural features of the host country context can hamper egalitarian career strategies such that they become hierarchical and subsequently negatively impact women expatriates’ career capital. Not only are women’s careers hampered while in the GCC, but the contextual setting has a long-term adverse effect on women’s career capital. The main results from this study suggest that sociocultural features of the host country setting, such as the inability to access professional networks due to gendered segregation, prevent women’s careers from being prioritised and force a ‘tipping point’, creating a lag in women’s careers and negatively impacting their career capital.

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Building career capital: developing business leaders' career mobility

Cited by 21 publications

References 29 publications

Development of career capital during expatriation: partners' perspectives

Development of career capital during expatriation: partners' perspectives

Are young people aged 16-19 using or expecting to use the gig economy for their careers?

Taking a Step Back? Expatriation Consequences on Women in Dual-Career Couples in the Gulf

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