The Protean Career: Exemplified by First World Foreign Residents in Western Europe?

Crowley–Henry, Marian

doi:10.2753/imo0020-8825370302

Cited by 58 publications

(27 citation statements)

References 21 publications

(26 reference statements)

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“…Many studies briefly mention the PCC, although their focus is on other themes (e.g., Crowley‐Henry, ). Surprisingly, only a few studies have been specifically devoted to examining the PCC.…”

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confidence: 99%

Reassessing the protean career concept: Empirical findings, conceptual components, and measurement

2013

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The protean career concept (PCC) is a widely acknowledged contemporary career model, but conceptual and empirical analysis of the model is scarce. We provide an integrative literature review of empirical research and note that the research is hampered by inconsistent use of terminology and methodological limitations. First we show that the two protean metacompetencies-adaptability and identity-have been relatively neglected as the research has evolved. Second, we describe how preexisting protean measures are limited in covering the full range of the concept. Finally, we draw on career theory to suggest four conceptual components as a basis for future model development and offer suggestions for research that tests the utility of the PCC in relation to other similar constructs.

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confidence: 99%

Reassessing the protean career concept: Empirical findings, conceptual components, and measurement

2013

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“…An individual"s motivations to go on an international assignment include a number of positive outcomes, including skill acquisition, personal development, long-term career advancement and financial prosperity. Factors including quality of life, work life balance and family stability, all assist in the decision-making process of an international career, future career direction, and later whether to remain in the host country (Crowley-Henry, 2007).…”

Section: Expatriate Satisfaction: Dimensions and Determinantsmentioning

confidence: 99%

“…Finally, more attention should be paid new approaches to strategic talent management. Employers and employees adopt a more transactional relationship in today"s society; however, with regards to expatriation, organisations need to look at employees" career needs and how certain factors influence individuals in their career, which should correlate to enhance success and effectiveness of employees (Crowley-Henry, 2007). Studies have corroborated the fact that communication and adjustment were positively correlated to job satisfaction, coping with stress and increased support with local work cultures (Kim 2008, Xu 2009…”

Section: Expatriate Satisfaction: Dimensions and Determinantsmentioning

confidence: 99%

Expatriate Satisfaction in International Assignments: Perspectives from Indian IT Professionals Working in the US

Moulik

Mazumdar²

2012

ijhrs

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Rapid globalization and boundary less business ventures have contributed to a growing number of expatriates working in foreign locales. As a result of this, it is increasingly important that multinational corporations sending their employees for international assignments prioritise expatriate management. The Global Delivery Model followed by the Indian software firms creates a number of onsite (international) opportunities for Indian software professionals. The effective management of expatriates is increasingly been recognised as a major determinant of success or failure in international business. This study attempts to identify factors that impact expatriate satisfaction in the software industry. Using the method of exploratory factor analysis, through a survey conducted of 75 Indian expatriates currently on assignment in the United States, 25 variables which impact expatriate performance have been grouped into five factors and the correlations of these factors with overall expatriate satisfaction have been examined.

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“…The "protean" career metaphor ("actions" as the primary metaphor category under which Inkson, 2007 files the "protean" metaphor) has been discussed with regards to SEs (also termed self-initiated (international) assignees (SAs)) (Crowley-Henry, 2007;Crowley-Henry and Weir, 2007). The need for SEs to "morph" into different career paths due to macro-, meso-and micro-conditions that they face at different points in time, suggests the individual controls his/her career (micro-context).…”

Section: International Careers and Career Development Metaphorsmentioning

confidence: 99%

Re‐conceptualizing the career development of self initiated expatriates: rivers not ladders

Crowley–Henry

2012

Journal of Mgmt Development

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Purpose -The purpose of this paper is to explore contemporary metaphors used in career literature pertaining to career development in an international context. Design/methodology/approach -Qualitative interviews with thirty-seven skilled self-initiated expatriates in one geographical location were conducted and used for data analysis. Findings -The metaphor of a "river" more aptly captures the career development directions and influences experienced by skilled self-initiated expatriates. Originality/value -The paper provides an analysis of career development influences which impact on the career direction of self-initiated expatriates. It provides useful information and recommendations for career (international career) academics and practitioners with regards to career development influences to be considered with regards to skilled self-initiated expatriates. Keywords Careers, International, Human resource management, Career development, France, Narratives Paper type Conceptual paper Introduction Within career literature, different metaphors provide a more nuanced view of how career can be perceived and interpreted in and from different contexts. Career metaphors (Baruch 2004;Inkson, 2004Inkson, , 2006Inkson, , 2007 acknowledge the complexity inherent in career studies and research, in that different lenses can be used through which career scholars can explore careers. This paper considers the contemporary metaphors used in career literature pertaining to career development in an international context in particular. It reviews those metaphors in the context of an empirical study conducted by the author with a sample of skilled self-initiated expatriates (SEs) (Suutari and Brewster, 2000). This paper argues that a new metaphor is required to encompass the overlapping elements influencing career opportunities and choices; elements concerning the individual him/her-self (competencies, qualifications, ambition), his/her relationships and roles prioritization at different points of time, work opportunities and the economic employment situation in a particular country. The metaphor of career "rivers" to describe the career development of the sample in the study is put forth as a more succinct description of their experiences.The aim of this paper is threefold. First, to provide an overview of commonly used career metaphors used in the context of international career development. The second aim is to propose a new metaphor, which the author feels better represents the actual careers of SEs. The final aim of the paper is to consider the implications of the new metaphor on future career research and practice through the presentation of a framework of career influences/influencers, underlining the need for more holistic career research and theory development.

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The Protean Career: Exemplified by First World Foreign Residents in Western Europe?

Cited by 58 publications

References 21 publications

Reassessing the protean career concept: Empirical findings, conceptual components, and measurement

Reassessing the protean career concept: Empirical findings, conceptual components, and measurement

Expatriate Satisfaction in International Assignments: Perspectives from Indian IT Professionals Working in the US

Re‐conceptualizing the career development of self initiated expatriates: rivers not ladders

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