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Record identifier : 568348
Personal Name - Primary Intelectual Responsibility : MacDonald, Susan Margaret
Title and statement of responsibility : Building international work experience into career development [Thesis]
Publication, Distribution,Etc. : University of Calgary (Canada, 2005
Language of the Item : eng
Dissertation of thesis details and type of degree : Ph.D.
Body granting the degree : , University of Calgary (Canada
Summary or Abstract : This study explored the careers of 215 Canadians with international work experience. Two research questions were posed. (a) What is the value of international experience for career development, and (b) what factors impact careers during the cross-cultural transition of repatriation? An on-line survey was utilized to gather data, and consisted of two researcher-constructed questionnaires and five standardized instruments. The researcher-constructed forms included a demographic questionnaire and a job and organizational questionnaire. The standardized instruments included the Career Attitude and Strategies Inventory (Holland & Gottfredson, 1994), the Career Transitions Inventory (Heppner, 1991), the Transition Change Scale (Sussman, 2002), the Repatriation Preparedness Scale (Sussman, 2001), and the Psychological Repatriation Distress Scale (Sussman, 2002). A factor analysis was conducted on the raw data before subsequent statistical evaluations were conducted. Quantitative analyses included Pearson Product Moment correlations, multiple regression analyses, one and two-way MANOVAs, and Chi-square tests. Qualitative analyses were also conducted through the use of thematic analyses. Results found two types of repatriation preparedness, including emotional preparedness and cognitive preparedness. Females had lower levels of emotional preparedness than males without a repatriation program, and cognitive preparedness was highest for repatriates aged 30 to 39 years. Most repatriates did not find the career planning and retraining they received helpful, and one third of returning workers found having a sponsor, orientation, and debriefing useful. Job expectations were found to be positively related to job satisfaction and negatively associated with levels of distress. The jobs repatriates returned to led to job satisfaction when they were challenging, used their international knowledge, had similarities to their international positions, and were productive. Workers who were most likely satisfied with their jobs chose their positions upon re-entry and were in management positions. The value of international work experience for career development was generally positive. Many people returned to Canada and were promoted, or decided to increase their education in areas similar to their international work. Most people remained in similar industries and in occupations with similar skills sets. It appears the impact of international work on careers could be enhanced with the availability of effective repatriation resources and programming. This study includes recommendations for organizations and repatriates, as well as advice for professionals working in the area of international human resources..
Topical Name Used as Subject : Vocational education
Information of biblio record : TL
 
 
 
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