Purpose: The paper seeks to explore the career attitudes, motivations and behaviours of young people in initial vocational education and training (IVET) in Europe. Design/methodology/approach: This exploratory web-based survey was conducted during the European year for mobility. Drawing on existing research on the motivators of international…

Purpose: The aim of this article is to define a new kind of labor mobility called technological mobility, defined here as the different levels of technological change experienced by workers as they change jobs over the course of their career. Technological mobility is viewed as a form of career mobility, and it is hypothesized that moving to jobs…

Purpose: The purpose of this paper is to explore individual approaches to career and employability through the career stories of a group of mid-level to senior managers in career transition. Career patterns are identified and then compared with traditional, boundaryless and protean models of career. The study aims to consider the extent to which…

Purpose: The purpose of this paper is to explore the extent to which project preferences and social capital constrain mobility in project-based careers. Design/methodology/approach: The paper analyzes the careers of 352 individuals who entered the motion picture industry between 1988 and 1990. It uses motion picture credit histories to generate…

Purpose: With increasing interest in overseas business expansion, particularly in the Asia-Pacific region, expatriate management, including repatriation readjustments, has become a critical international human resource development (HRD) issue for multinational enterprises (MNEs). This empirical study therefore aims to investigate the use of HRD…

In interviews with 30 British academics teaching abroad, metaphors emerged to describe motivation to go and the experience of expatiation: expatriate as explorer, refugee, mercenary, architect, outsider, and tightrope walker. Motivations and experiences of academics appeared different from those of corporate expatriates. (Contains 56 references.)…

Purpose: This paper aims to examine the "darker side" of what it means to engage in an international academic career. Extending beyond well-documented themes relating to the difficulties of cross-cultural adjustment and unfulfilled expectations/opportunities for promotion, this paper seeks to introduce "transience and risk" as…

Free internal labor markets allowing internal mobility aid in retaining employees. To design effective internal markets requires understanding potential conflicts of interest, designing processes to resolve them, communicating with employees, and alleviating their concerns. (Contains 15 references.) (SK)

Purpose: The purpose of this study is to explore career orientations of business master's degree seekers in comparison with social work degree pursuers in an effort to provide insight for educators and policy makers. Design/methodology/approach: A web-based survey of current master's students from two graduate schools at a large university…

The trend toward horizontal rather than hierarchical organizations is shrinking middle management jobs. Workers should recognize the influence of flatter organizations on career plateaus and become career strategists who can find ways to improve their opportunities within and outside organizations. (SK)

Discusses how flatter organizations provide fewer opportunities for career progression, requiring new ways to reward performance and individual responsibility for career development. Notes that essential career competencies are optimizing career prospects, using career planning skills, engaging in personal development, and balancing work and…

Purpose: The purpose of this paper is to examine repatriate career exploration as a continuing growth-oriented process and introduce repatriate hope as its crucial driver. Design/methodology/approach: Through a review of relevant literature, the framework of hope theory is introduced to argue for a more "agentic" view of the repatriate that can…

Responses from human resource managers in 136 Israeli companies revealed a paternalistic approach to career management. Promotion decisions depended on individual rather than universal criteria and internal human resource development. They were more likely to hire managers from external rather than internal sources. (Contains 44 references.) (SK)

Data from the National Longitudinal Surveys of Young Women 1978 (n=1,738), 1983 (n=1,812), and 1988 (n=1,968) show that an occupation's gender composition affected reported experiences of sex discrimination but not self-efficacy or gender-role beliefs. Gender composition affected self-efficacy. Overall, the data did not support social…

Interviews with human resource specialists at 20 companies that are major recruiters found most attempting to change the nature of the traditional employer-employee relationship. Subtle shifts are evident in the definition of a career culture, promotion and career development practices, and organizational expectations. (SK)