Career capital development of self-initiated expatriates in China

Guo, Y; Rammal, HG; Dowling, PJ

Career capital development of self-initiated expatriates in China

Guo, Y Rammal, HG

Dowling, PJ

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Publication Type:: Chapter
Citation:: International Business and Management, 2016, 32 pp. 81 - 100
Issue Date:: 2016-01-01

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Field	Value	Language
dc.contributor.author	Guo, Y	en_US
dc.contributor.author	Rammal, HG https://orcid.org/0000-0002-3346-080X	en_US
dc.contributor.author	Dowling, PJ	en_US
dc.date.issued	2016-01-01	en_US
dc.identifier.citation	International Business and Management, 2016, 32 pp. 81 - 100	en_US
dc.identifier.uri	http://hdl.handle.net/10453/66056
dc.description.abstract	© 2016 by Emerald Group Publishing Limited All rights of reproduction in any form reserved. Purpose: The purpose of this chapter is to provide an overview of SIEs' career development through international assignment. In particular, the research focus is on career capital acquirement and development of SIEs through their international assignment in China. Methodology/approach: We review studies on SIEs and comparative studies between SIEs and OEs. We apply the career capital theory to discuss SIEs' career capital development in terms of knowing-how, knowing-why and knowingwhom through expatriation assignment in China. Findings: This chapter focuses on SIEs' career capital accumulation through international assignments in China, and we develop three propositions that will guide future studies: the knowing-whom career capital development of SIEs through expatriation is increased more in network quantity than network quality in China; the knowing-why career capital development of SIEs through expatriation is influenced by the age and career stage of SIEs; and the knowing-how career capital development of SIEs through expatriation-task-related skills and local engagement skills-is influenced by the SIE's intercultural ability and organization support respectively. Practical implications: In practice, a better understanding of SIEs' career capital development in terms of knowing-how, knowing-why and knowingwhom help companies make the decision to select the relevant staffing pattern. This study also has practical implications in relation to the design and selection of the training, learning and development activities provided to the employees. Originality/value: The chapter contributes to the expatriate management literature by focusing on SIEs' career development through their international assignment in China. SIEs' career development is related to their cross-cultural adjustment and has impacts on the completion and success of the expatriation assignment.	en_US
dc.relation.ispartof	International Business and Management	en_US
dc.relation.isbasedon	10.1108/S1876-066X20160000032003	en_US
dc.title	Career capital development of self-initiated expatriates in China	en_US
dc.type	Chapter
utslib.citation.volume	32	en_US
utslib.for	1503 Business and Management	en_US
pubs.embargo.period	Not known	en_US
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Business
pubs.organisational-group	/University of Technology Sydney/Faculty of Business/Management Discipline
utslib.copyright.status	closed_access
pubs.publication-status	Published	en_US
pubs.volume	32	en_US

Abstract:

© 2016 by Emerald Group Publishing Limited All rights of reproduction in any form reserved. Purpose: The purpose of this chapter is to provide an overview of SIEs' career development through international assignment. In particular, the research focus is on career capital acquirement and development of SIEs through their international assignment in China. Methodology/approach: We review studies on SIEs and comparative studies between SIEs and OEs. We apply the career capital theory to discuss SIEs' career capital development in terms of knowing-how, knowing-why and knowingwhom through expatriation assignment in China. Findings: This chapter focuses on SIEs' career capital accumulation through international assignments in China, and we develop three propositions that will guide future studies: the knowing-whom career capital development of SIEs through expatriation is increased more in network quantity than network quality in China; the knowing-why career capital development of SIEs through expatriation is influenced by the age and career stage of SIEs; and the knowing-how career capital development of SIEs through expatriation-task-related skills and local engagement skills-is influenced by the SIE's intercultural ability and organization support respectively. Practical implications: In practice, a better understanding of SIEs' career capital development in terms of knowing-how, knowing-why and knowingwhom help companies make the decision to select the relevant staffing pattern. This study also has practical implications in relation to the design and selection of the training, learning and development activities provided to the employees. Originality/value: The chapter contributes to the expatriate management literature by focusing on SIEs' career development through their international assignment in China. SIEs' career development is related to their cross-cultural adjustment and has impacts on the completion and success of the expatriation assignment.

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http://hdl.handle.net/10453/66056