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Career management of business expatriates from China

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  • Selmer, Jan
  • Ebrahimi, Bahman P.
  • Mingtao, Li
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    Abstract

    Chinese mainland business managers assigned to Hong Kong responded to a mail survey exploring issues on career management. The group of mainland managers was compared with a sample of Western expatriates, mostly from the US, France, and Britain. It was found that the Chinese expatriates had a significantly lower score than their Western counterparts on all the studied individual level career management variables: expatriate career preferences, meeting career goals within the corporation, career development fit, and right career move. Of the corporate level policy variables, corporate expatriate pool and separate expatriate careers also had lower scores for the Chinese than the Western managers. These findings support the behavioral process model of internationalization claiming that internationalization is a matter of learning. Implications of these results for internationalizing Chinese corporations are discussed.

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    Bibliographic Info

    Article provided by Elsevier in its journal International Business Review.

    Volume (Year): 11 (2002)
    Issue (Month): 1 (February)
    Pages: 17-33

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    Handle: RePEc:eee:iburev:v:11:y:2002:i:1:p:17-33

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    Keywords: Careers Chinese expatriates Hong Kong;

    References

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    1. Jan Johanson & Jan-Erik Vahlne, 1977. "The Internationalization Process of the Firm—A Model of Knowledge Development and Increasing Foreign Market Commitments," Journal of International Business Studies, Palgrave Macmillan, vol. 8(1), pages 23-32, March.
    2. Jan Selmer & Carolyn Erdener & Rosalie L. Tung & Verner Worm & Denis F. Simon, 1999. "Managerial Adaptation in a Transitional Economy: China," Asia Pacific Business Review, Taylor & Francis Journals, vol. 5(3-4), pages 29-46, March.
    3. Bruce Kogut & Harbir Singh, 1988. "The Effect of National Culture on the Choice of Entry Mode," Journal of International Business Studies, Palgrave Macmillan, vol. 19(3), pages 411-432, September.
    4. Walker, James W., 1973. "Individual career planning : Managerial help for subordinates," Business Horizons, Elsevier, vol. 16(1), pages 65-72, February.
    5. Meg G Birdseye & John S Hill, 1995. "Individual, Organizational/Work and Environmental Influences on Expatriate Turnover Tendencies: An Empirical Study," Journal of International Business Studies, Palgrave Macmillan, vol. 26(4), pages 787-813, December.
    6. Kent Eriksson & Jan Johanson & Anders Majkg�rd & D Deo Sharma, 1997. "Experimental Knowledge and Costs in the Internationalization Process," Journal of International Business Studies, Palgrave Macmillan, vol. 28(2), pages 337-360, June.
    7. Daniel C Feldman & David C Thomas, 1992. "Career Management Issues Facing Expatriates," Journal of International Business Studies, Palgrave Macmillan, vol. 23(2), pages 271-293, June.
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    Cited by:
    1. Tatli, Ahu & Vassilopoulou, Joana & Özbilgin, Mustafa, 2013. "An unrequited affinity between talent shortages and untapped female potential: The relevance of gender quotas for talent management in high growth potential economies of the Asia Pacific region," International Business Review, Elsevier, vol. 22(3), pages 539-553.
    2. Grøgaard, Birgitte, 2012. "Alignment of strategy and structure in international firms: An empirical examination," International Business Review, Elsevier, vol. 21(3), pages 397-407.
    3. Baruch, Yehuda & Budhwar, Pawan S., 2006. "A comparative study of career practices for management staff in Britain and India," International Business Review, Elsevier, vol. 15(1), pages 84-101, February.
    4. Selmer, Jan & Lauring, Jakob, 2013. "Dispositional affectivity and work outcomes of expatriates," International Business Review, Elsevier, vol. 22(3), pages 568-577.

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