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Article
Publication date: 4 December 2019

Bernadeta Goštautaitė, Ilona Bučiūnienė, Wolfgang Mayrhofer, Karolis Bareikis and Eglė Bertašiūtė

The purpose of this paper is to explain why entry-level job applicants intend to leave their home country to work abroad by adopting the framework of country embeddedness…

Abstract

Purpose

The purpose of this paper is to explain why entry-level job applicants intend to leave their home country to work abroad by adopting the framework of country embeddedness (i.e. career and community embeddedness).

Design/methodology/approach

Hypotheses are tested using survey data of a sample of prospective healthcare entry-level job applicants (i.e. last year medical students) using hierarchical regression analyses and bootstrapping procedures.

Findings

Results show that, first, home country career and community embeddedness are negatively associated with self-initiated expatriation intention (SIE-intention). Second, developmental feedback reduces SIE-intention. This relationship is at least partly due to increased home country career embeddedness. Third, national identity reduces SIE-intention. The relationship is at least partly due to increased home country community embeddedness.

Originality/value

This paper advances the understanding of SIE by focusing on home country factors associated with the decision to work abroad, whereas the majority of current research mainly considers host country variables.

Details

Career Development International, vol. 25 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Content available

Abstract

Details

Journal of Global Mobility, vol. 2 no. 2
Type: Research Article
ISSN: 2049-8799

Content available
Article
Publication date: 1 August 2006

262

Abstract

Details

Journal of Managerial Psychology, vol. 21 no. 6
Type: Research Article
ISSN: 0268-3946

Content available
Article
Publication date: 1 December 2006

406

Abstract

Details

Journal of Managerial Psychology, vol. 21 no. 8
Type: Research Article
ISSN: 0268-3946

Content available
2180

Abstract

Details

Cross Cultural Management: An International Journal, vol. 18 no. 3
Type: Research Article
ISSN: 1352-7606

Abstract

Details

Cross Cultural Management: An International Journal, vol. 18 no. 1
Type: Research Article
ISSN: 1352-7606

Content available
Article
Publication date: 3 April 2007

Hugh P. Gunz and Wolfgang Mayrhofer

550

Abstract

Details

Career Development International, vol. 12 no. 2
Type: Research Article
ISSN: 1362-0436

Article
Publication date: 2 September 2014

Pamela Lirio

The purpose of this paper is to understand how global managers from the generation born 1965 to 1980 (“Generation X”) manage demands of international business travel with…

1655

Abstract

Purpose

The purpose of this paper is to understand how global managers from the generation born 1965 to 1980 (“Generation X”) manage demands of international business travel with desires for family involvement. A portrait evolves of how travel within a global career might be optimized for both business and family life.

Design/methodology/approach

A qualitative methodology was used as little research has focussed on alternative forms of global work or work-family issues in a global context. The author conducted in-depth interviews with 25 Gen X global managers in dual-career families (“Global Gen Xers”) pursuing global careers from the USA and Canada.

Findings

The author uncovered how Global Gen Xers experienced “work-life balance” through executing personal discretion over travel and substituting in technology. The construct of travel discretion reveals these approaches. Mutual flexibility on the part of global managers and organizations tamed the demanding nature of work spanning divergent locations and time zones.

Research limitations/implications

The findings represent experiences from a self-select group of global Gen X managers interviewed at one point in their careers. The author did not obtain reflections from their families on work-family functioning.

Practical implications

The findings encourage companies to foster flexibility among their global managers around travel decisions. The author can consider how and when international travel can be replaced through technology in order to control costs and sustain global workforces.

Originality/value

This study provides one of the first examinations of work-life balance among younger global managers. It also highlights experiences of those not on expatriate assignments, but performing global work through international travel and technology.

Details

Journal of Global Mobility, vol. 2 no. 2
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 1 November 1995

Wolfgang Mayrhofer

Highlights current HRM practice and its potential futuredevelopments in Austria. Develops a framework for analysing AustrianHRM, focusing on the regulatory environment at…

2426

Abstract

Highlights current HRM practice and its potential future developments in Austria. Develops a framework for analysing Austrian HRM, focusing on the regulatory environment at plant and supra‐plant level, the impact of industry structure on HR practice, and finally on geo‐political and economic influences. Using empirical data from the study of the Cranfield Network on European HRM (CRANET‐E), analyses the characteristics of current practice in Austrian HRM. Identifies and assesses future developments, especially those triggered by Austria′s accession to the European Union and discusses their implications for Austrian HRM theory and practice.

Details

Employee Relations, vol. 17 no. 7
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 30 December 2011

Thomas M. Schneidhofer, Michael Schiffinger and Wolfgang Mayrhofer

– The purpose of this paper is to analyse the effects of gender and gender role type on objective career success over time from a career practices perspective.

Abstract

Purpose

The purpose of this paper is to analyse the effects of gender and gender role type on objective career success over time from a career practices perspective.

Design/methodology/approach

Based on a relational perspective on gender shifting attention to a field, habitus, and capital-based view on careers, the paper analyses the interrelation of gender, gender role type (GRT) and income with a longitudinal two-cohort design of business school graduates (1990, 2000), using mixed linear models.

Findings

In line with the authors ' argumentation, female or undifferentiated GRT earn less than masculine or androgynous GRT in both cohorts over time, and relative income of androgynous compared to masculine men is higher in the 2000 cohort than in the 1990 cohort. Contrary to the authors ' hypotheses, the income gap between women and men has widened rather than narrowed, and masculine women of the 2000 cohort do not attain a higher proportion of the androgynous women ' s mean income compared to the 1990 cohort.

Research limitations/implications

Career success is based on self-report data (income) and partially based on retrospective evaluations thereof. As the idea of connecting masculinity and femininity to gender and career outcomes arose after data collection, the authors had to rely on the psychometric items and scales already contained in the questionnaire.

Originality/value

Instead of (re- or de-)constructing gender as bipolar object, but as realisation of historical acting including the context within which practical actions take place, the concept of GRT is applied to objective career success from a longitudinal perspective, owing to the relational nature of gender and the temporal nature of careers, as well as its embeddedness in the context within which trajectories unfold. In doing so, it shifts attention to career practices, emerging from the interplay of career field, career habitus, and career capital.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 31 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

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