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Kirk, S (2016)
Publisher: Taylor & Francis
Languages: English
Types: Article
The results of this qualitative study of international talent show that although the acquisition of career capital through international assignments is perceived to be desirable both from an individual and organisational perspective, the global mobility needs and preferences of these two parties rarely coincide. This is due to the fact that individual mobility requirements come in cycles aligned to life cycle stages whereas organisational mobility needs ebb and flow like waves in response to perceived threats and opportunities. This presents opportunities and challenges for individuals in the acquisition and utilisation of career capital to balance work and non-work related demands in their global Kaleidoscope Careers. The role of HRM is to facilitate this process through mentoring, networking and other opportunities to engage in storying enabling employees to accommodate their changing needs at different life cycle stages. Failure to offer such support can manifest itself in demotivation, business performance issues as well as difficulties in terms of diversity and inclusion. Thus this paper offers a contribution to academic literature in the field of career theory as well as international Human Resource Management professional practice.
  • The results below are discovered through our pilot algorithms. Let us know how we are doing!

    • Altman, Y. and Baruch, Y. (2012) 'Global self-initiated corporate expatriate careers: a new era in international assignments?' Personnel Review, 41 (2) 233-255.
    • Alvesson, M. and Willmott, H. (2002) 'Identity regulation as organisational control producing the appropriate individual', Journal of Management Studies, 39, 619-644.
    • Charmaz, K. (2006) Constructing Grounded Theory. A practical guide through qualitative analysis, London: Sage Publications Limited Liebrucks, A. (2001) 'The concept of social construction', Theory Psychology, Vol. 11, No. 3, pp. 363-391.
    • Redman, T. and Wilkinson, A. (2001) Contemporary Human Resource Management.
    • Shaffer, M.A., Kraimer, M.L., Chen, Y.P. and Bolino, M.C. (2012) 'Choices, challenges, and career consequences of global work experiences: A review and future agenda'. Journal of Management, http://jom.sagepub.com/content/38/4/1282.
    • Sullivan, S.E., Forret, M.L., Carraher, S.M. and Mainiero, L.A. (2009) 'Using the Kaleidoscope Career Model to examine generational differences in work attitudes'.
    • Career Development International, 14 (3), 284-302.
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