Effect of Career Mobility on HR Professionals’ Perceptions of Career Success

This article proposes refinements of the constructs of career mobility and career embeddedness and reviews the array of factors that have been found to energize (discourage) employees to change jobs, organizations, and/or occupations. The article also reviews the literature on career success and identifies which types of mobility (and embeddedness) are most likely to lead to objective career success (e.g., promotions) and subjective career success (e.g., career satisfaction). In the final section, the article revisits the utility of viewing careers as “boundaryless” and suggests alternative frameworks for future research on these topics.

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Upward career mobility

Development in Learning Organizations An International Journal ◽

10.1108/dlo-04-2015-0037 ◽

2015 ◽

Vol 29 (4) ◽

pp. 28-30

Author(s):

Graham Cole

Keyword(s):

Career Success ◽

Design Methodology ◽

Major Part ◽

Reading Time ◽

Career Mobility ◽

Content Type ◽

Positive Effects ◽

Pertinent Information ◽

Subjective Form ◽

Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the papers in context. Findings – Having a successful career has significant implications for both individuals and organizations alike. Positive effects on people’s health, happiness and longevity have been partly attributed to achievements in the workplace. And employees who flourish in their roles play a major part in a company’s potential for growth and prosperity. It therefore makes sense to try and ascertain the factors which make career success more likely to occur. Success in this context can be measured in objective or subjective terms. Professional attainments reflected in promotions, status and salary levels are common indicators of objective career success. With the subjective form, it is internal beliefs about work achievements and their implications for future opportunities that are most relevant. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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International career motives, repatriation and career success of Indian women in Science & Technology

Journal of Global Mobility The Home of Expatriate Management Research ◽

10.1108/jgm-07-2013-0047 ◽

2014 ◽

Vol 2 (2) ◽

pp. 203-233 ◽

Cited By ~ 8

Author(s):

Reimara Valk ◽

Mandy Van der Velde ◽

Marloes Van Engen ◽

Rohini Godbole

Keyword(s):

Career Success ◽

Science And Technology ◽

Career Mobility ◽

Women In Science ◽

Indian Society ◽

Theoretical Frameworks ◽

Indian Women ◽

Content Type ◽

Career Growth ◽

Career Motives

Purpose – The purpose of this paper is to gain insight into international career motives, repatriation and career success of Indian women in Science and Technology. Design/methodology/approach – In total, 30 semi-structured interviews were conducted with (upper) middle-class Indian women in Science and Technology in Bangalore and New Delhi, India. Findings – Thematic analysis resulted in four themes – International career motives, Theme 1: cross-cultural and scientific exposure; Repatriation reasons and experiences, Theme 2: family reunion, career prospects and readjustment; Career success, Theme 3: international experience; and career growth, Theme 4: social responsibility. Motives for international career mobility of Indian women were: exposure to foreign cultures, international collaboration in science and personal and professional development. Family formation and reunion and career prospects were reasons for repatriation and positively influenced repatriation experiences of Indian women. Readjustment to people and conditions in India impacted their repatriation experiences negatively. The meaning women attribute to career success is grounded in recognition from peers in science, career growth, satisfaction and contribution to science and Indian society. Research limitations/implications – The sample of Indian female scientists may limit generalization of the findings to global career professionals in other professions from other countries with different socio-cultural and economic contexts. Practical implications – HR policies that foster international careers of women scientists as well as women's networks in science to share and apply knowledge, and their contribution to the Indian economy and society will enhance global career success of women and strengthen the sustainable competitive position of organizations. Originality/value – The study provides new insights into motivation for international career mobility and repatriation of women professionals from a developing country and their career success in the home country, and contributes to the development of theoretical frameworks on international career mobility and career success.

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