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The career and life expectations of male and female Chinese students and graduates of the Certified General Accountants (CGA) Canada program in China were explored using a survey and semi‐structured interviews. The results of the survey were compared to data from students of a leading Canadian business school. Chinese students of both sexes show a much higher level of commitment to their careers than their Canadian counterparts. Despite this commitment, their qualifications, and the critical shortage of professionally trained people in China, female Chinese students are pessimistic about their prospects for career advancement. They cite negative stereotypes, lack of mentors and role models, isolation, and a lack of organizational policies enabling them to successfully fulfill their parental roles as major barriers. This is consistent with the North American literature on the “glass ceiling”.

Discusses the effectiveness of different training approaches in other cultures. Highlights differing learning preferences in different societies. Proposes that traineers in nations which contain a lack of individuality or confucianism prefer more teacher centred methods to those with an emphasis on individualism who require a more hands on approach.

Introduces a heuristic framework to help westerners compare and contrast management in the People′s Republic of China (PRC) with the West. Western educators and consultants participating in management development programmes in the PRC have reported difficulties in understanding the realities of managing in the PRC, encouraging trainee participation, organizing effective group discussion among trainees, joining efforts with PRC faculty, and overcoming frustration caused by inefficient administrative support. Explores the causes for these difficulties by examining the differences between the PRC and the West in terms of pedagogy, classroom culture, attitudes towards foreigners, and research orientation. Offers examples and recommendations to westerners who hope to contribute more effectively to the PRC′s management development.

This study investigates the work‐family expectations of the next generation Canadian and Chinese managers and professionals. Three hundred and seventy‐four Canadian and Chinese business students of both sexes were surveyed about their expectations about their own and their spouse’s/partner’s future occupational and family roles. The data revealed that Chinese of both sexes attached greater value to their occupational role and would commit more time to it than Canadians. They also anticipated less difficulty balancing work and family. Men and women in both countries expected traditional gender roles in their future marriages with women performing more household tasks, being less well paid and having less prestigious jobs. Canadian women expected a larger decrease in time for paid work and a larger increase in time for household tasks than Canadian men did during the second five years after graduation, however this sex difference was non‐existent in China.

Career aspirations of 145 senior undergraduate business students in Canada were analyzed. An overwhelming majority desired an overseas assignment at some point in their career, and they were not adversely affected by the 9‐11 terrorist attack. While 60 percent of the students considered pursuing a global career with multiple international assignments, 40 percent of those did so hesitantly. While receptivity to international careers was affected by the expectations of how such a career would enhance the quality of professional life and speed career advancement, willingness to accept a particular position was mostly influenced by the extent to which it would allow for a satisfying personal life. An international assignment would likely be rejected if it was at an undesirable location or would negatively affect family life. Women were as receptive to international careers as men, and multilingual students with foreign friends tended to have a strong interest in international careers.