International transfer of Career Capital
Imagine you live abroad, learn a lot (on the job), and afterwards return back home. Can you actually use your new insights when you return home? Career Capital (CC) (work related skills and knowledge (knowing-how), career related social networks (knowing-whom), and professional identity and motivation (knowing-why)) stands as a valid individual career base. CC framework.[1] [2] [3] suggests that each time we change our jobs and move to new organizations - instead of starting our careers all over again we take our careers with us. This is because our CC moves with us wherever we go. Transfer of CC usually refers to a direct use and application of our CC in the new career context e.g. organization, occupation, or even industry. International transfer of CC suggests that we can use our CC not only in different organizations, occupations, or industries within our home country but also internationally. For example expatriates can use their home acquired CC in the host-country’s organization, whereas repatriates can use their foreign advanced CC in the organization(s) back in their home-country.
International transfer of CC can be impacted by many factors. One of them is CC that is too closely related or bounded to a current organization, e.g. too narrow and company specific skills and knowledge (knowing-how), a very small profession relevant social circle (knowing-whom), and career motivation and identification with only one organization (knowing-why). This brings an issue of the partial transferability of CC. Partial transferability of CC suggests that sometimes our CC can be used only to some extent, e.g. you could use only part of your knowing-how in the new organization or you could utilise only a small part of your social connections (knowing-whom) for your work, or working in the new organization could only partially be aligned with your career goals and identity (knowing-why).
Other factors affecting international transfer of CC are related to the individual aspects such as individual ability and motivation to actively apply and utilise the CC in the new organization (e.g. [4] ). Transfer of CC can also be affected by your new workplace, e.g. is your current organization interested in your international skills or only your local working experience? Is organization providing enough of opportunities for you to fully express and utilise your knowledge and your social contacts that might be useful for some projects within this organization? This can depend not only on the organization but also the country in which this organization is embedded, and in the cultural norms, e.g. acceptance of the international working experience [5] . Interestingly, it can also matter when or how long ago you did acquire some of your skills, or how long have you actually stayed abroad before returning to your home-country [6]
References[edit]
- ↑ Arthur, M. B.; Claman, P. H.; DeFillippi, R. J. (1995). "Intelligent enterprise, intelligent careers". Academy of Management Perspectives. 9 (4): 7–20. doi:10.5465/ame.1995.9512032185.
- ↑ DeFillippi, R. J.; Arthur, M. B. (1994). "The boundaryless career: A competency-based perspective". Journal of Organizational Behavior. 15 (4): 307–324. doi:10.1002/job.4030150403.
- ↑ Inkson, K.; Arthur, M. B. (2001). "How to be a successful career capitalist". Organizational Dynamics. 30 (1): 48–61. doi:10.1016/s0090-2616(01)00040-7.
- ↑ Burmeister, A.; Deller, J.; Osland, J.; Szkudlarek, B.; Oddou, G.; Blakeney, R. (2015). "The micro-processes during repatriate knowledge transfer: the repatriates' perspective". Journal of Knowledge Management. 19 (4): 735–755. doi:10.1108/jkm-01-2015-0011.
- ↑ Andresen, M. (2018). "When at home, do as they do at home? Valuation of self-initiated repatriates' competences in French and German management career structures". The International Journal of Human Resource Management: 1–33. doi:10.1080/09585192.2018.1511612.
- ↑ Andresen, M. (2018). "When at home, do as they do at home? Valuation of self-initiated repatriates' competences in French and German management career structures". The International Journal of Human Resource Management: 1–33. doi:10.1080/09585192.2018.1511612.
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