Career advancement in large organizations in Europe and the United States: do international assignments add value?

Hamori, Monika; Koyuncu, Burak

doi:10.1080/09585192.2011.555128

Cited by 70 publications

(114 citation statements)

References 41 publications

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“…Numerous studies compare career behaviours and find significant differences between countries (e.g. Stahl and Cerdin 2004;Hamori and Koyuncu 2011). Furthermore, the cultural context affects employees' careers through everyday activities in the office such as directions on what behaviours are appropriate (Briscoe et al 2012).…”

Section: The Value Of Iasmentioning

confidence: 98%

The impact of cultural dimensions on Chinese expatriates' career capital

Yao

2013

The International Journal of Human Resource Management

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The existing expatriation literature confirms that international assignments (IAs) are an essential tool for developing international talent and global managers. However, the majority of relevant studies are conducted in Western developed contexts and neglect the effects on individuals from emerging countries such as China. In the Chinese multinational companies context, this paper explores the concept of career capital comprising knowing-how, knowing-whom and knowing-why. Using Hofstede's cultural dimensions, it investigates the impact of IAs on an individual's career capital. Twenty-eight semi-structured interviews with Chinese expatriates were conducted. Results suggest that the Chinese expatriates develop limited career capital from IAs. The research shows that the Chinese culture plays an important role in shaping organisational practices and individual behaviours and, consequently, the development of expatriates' career capital. It goes beyond the current individual and organisational focuses on IAs to include a cultural perspective on the development of career capital. Implications are rehearsed, exposing areas for further research.

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Section: The Value Of Iasmentioning

confidence: 98%

The impact of cultural dimensions on Chinese expatriates' career capital

Yao

2013

The International Journal of Human Resource Management

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“…This indicates that individuals are subjected to a range of different contextual variables and experiences, depending, amongst other influences, on the type of international work pattern. For some of our types, issues including individual identity, motivation, networks, skills, knowledge, wider psychological effects, career progress (Hamori and Koyuncu 2011) and other individual behaviours have been and continue to be explored in research. One of the contributions of this paper is to demonstrate that there are many more different types of international work where these topics may be investigated.…”

Section: Sabbaticalsmentioning

confidence: 98%

Exploring international work: types and dimensions of global careers

Baruch

Dickmann

Altman

et al. 2013

The International Journal of Human Resource Management

153

192

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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.

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“…Most previous research on CEO careers (e.g., Cappelli & Hamori, , ), examines moves across employers or jobs, but not whole career patterns. Here, our study provides more evidence on actual career patterns of CEOs and the relative importance of particular career patterns, adding a dynamic perspective and filling a gap between work on career patterns in non‐CEO contexts (e.g., Biemann & Wolf, ; Biemann et al, ; Kattenbach et al, ) and work on CEO careers that has examined job mobility but disregarded entire career patterns (e.g., Cappelli & Hamori, , ; Hamori & Koyuncu, ). Studying career patterns also adds to our understanding of actual mobility, which is to date inadequate (Inkson, Gunz, Ganesh, & Roper, ), especially when compared to our knowledge of willingness to move (Feldman & Ng, ).…”

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confidence: 89%

The Way to the Top: Career Patterns of Fortune 100 CEOS

Koch

Forgues

Monties³

2015

Human Resource Management

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How have the CEOs of Fortune 100 companies worked their way to the top position?Are there several paths to the top or have most present-day CEOs moved up the ranks in a similar fashion? We examine the employment trajectories of all of the current Fortune 100CEOs across their entire working careers in order to answer these questions. The analysis developed in this paper is carried out in two steps. We first use sequence analysis to find the patterns that are characteristic of the career paths of these CEOs. We then apply clustering techniques to identify distinct groups of career paths that have led individuals to the uppermost management level. Our results show that the careers of the Fortune 100 CEOs have largely followed traditional careers paths that are symbolized by steady progression towards more responsibility, little mobility between firms and industries and a strong focus on general management functions.

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Career advancement in large organizations in Europe and the United States: do international assignments add value?

Cited by 70 publications

References 41 publications

The impact of cultural dimensions on Chinese expatriates' career capital

The impact of cultural dimensions on Chinese expatriates' career capital

Exploring international work: types and dimensions of global careers

The Way to the Top: Career Patterns of Fortune 100 CEOS

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