Migration and career success: testing a time‐sequenced model

Abstract

Purpose -The paper seeks to determine whether different aspects of migrant pre-migration characteristics (human capital and motivation to migrate) and post-migration behaviour (social integration and career self-management) predict migrants' post-migration career success. Design/methodology/approach -The research employed a survey questionnaire applied to a sample of 210 migrants who had migrated from Sri Lanka to New Zealand. Twenty-three independent and three dependent (career success -objective and subjective) variables were measured. Sequential multiple regression analysis was applied, mirroring the time-sequenced theory of career development. Findings -Overall, migrants' occupational status had declined markedly following migration. Variables representing human capital, social integration and career self-management perspectives all contributed substantially to explaining variances in career success, especially objective career success, but motivation to migrate did not. Human capital variables were especially influential in determining pre-migration success, acculturation in the host country and education in the host country in post-migration success. Effects of career self-management behaviours on success were relatively small. Research limitations/implications -A limitation is the cross-sectional design, and possible non-generalisability beyond a single migrant group and host country. Practical implications -The paper discusses implications for migrants, policy makers and future research. Originality/value -Migration, and interest in research on migrants' careers, is growing. This paper applies a wide range of predictor variables and a logical causal model to predicting migrant career success, indicates significant effects, and points to positive actions that may be taken by government, organisations and migrants.

Highly skilled migrant women: a career development framework

“…The "time-sequenced model" of migration and career success is one of a few initial attempts in the literature to gain an integrated understanding of the various predictors of career success during migration (Tharmaseelan et al, 2010). The strength of the model is its incorporation of both pre-migration and post-migration factors (internal and external) in determining career success.…”

“…We propose a systemic framework that integrates and expands on the theoretical perspectives of Tharmaseelan et al (2010) and Volpe and Murphy (2011) as a basis for understanding the international career development of professional women. Figure 1 illustrates a conceptual framework (developed by the authors of this study) of highly skilled migrant women"s career barriers and support structures which formed the basis for the data analysis.…”

“…By contrast Cerdin et al (2011) conclude that the motivation to migrate may have a significant influence on a person"s level of adjustment, integration and career success in the host country. Some of the key motivators for migration include desire for exploration, escape, family building, financial betterment and career building (McKenna and Richardson, 2007;Tharmaseelan et al, 2010). Having a native host country partner/spouse may also significantly influence the decision to temporarily opt out of a career in order to establish a new career in the host country (Vance, 2005;Volpe and Murphy, 2011).…”

“…The pre-migration career is defined by the accumulation of career capital which is acquired by a woman prior to migration, and which includes her education, work experience, knowledge and skills, and previous overseas experience (Tharmaseelan et al, 2010). Career capital accumulated outside the host country may not always be relevant or tradable in the host country Richardson and Mallon, 2005).…”

“…Women who sojourn abroad of their own accord may be said to opt out of their pre-migration careers before continuing their career paths in their host countries. Apart from traditional barriers to returning to the workforce, the expatriation experience provides an extra layer of complexity to returning to the workforce (Tharmaseelan et al, 2010).…”