Skip to main content
Article thumbnail
Location of Repository

Developing Career Capital for Global Careers: The Role of International Assignments

By Michael Dickmann and Hilary Harris


Creating organizational processes which nurture global careers is a key task for global companies. International assignments are normally viewed as positive by both individuals and organizations for the development of global career competencies. This paper reports a qualitative study into the effects of international assignments on global careers. The research takes account of the dual dependency within global careers by contrasting individual and organizational perspectives. It highlights the importance of informal norms and develops a more nuanced picture of the impact of an international assignment on the career capital of individuals within one global organization

Publisher: Elsevier
Year: 2005
OAI identifier:
Provided by: Cranfield CERES

Suggested articles


  1. (1989). A political perspective on careers: Interests, networks and environments’. doi
  2. (2002). A study focusing on American expatriates’ learning in host countries. doi
  3. (2005). An integrative view of international experience, doi
  4. (2003). Assessing the Value of International Assignments,
  5. (1996). Back to the future in film: combining industry and self-knowledge to meet the career challenges of the 21 st century. doi
  6. (1996). Boundaryless careers and social capital’,
  7. (1990). Career Anchors: Discovering Your Real Values.
  8. (1992). Career management issues facing expatriates, doi
  9. (2002). Careers In and Out of Organizations. doi
  10. (2003). Case Study Research Design and Methods. 3 rd Edition.
  11. (2000). Contrast and Assmiliation Effects in an Operational Assessment Center.
  12. (2005). Developing global leaders through international assignments: an identity construction perspective, doi
  13. (1997). Dual-career expatriates: expectations, adjustment and satisfaction with international relocation, doi
  14. (2004). Evaluating Human Capital: An Exploratory doi
  15. (2001). Expatriation: a developing research agenda, doi
  16. (2004). Getting the Global View”, Chief Executive,
  17. (2004). Global career as dual dependency between the organization and the individual. doi
  18. (2004). Global careers: work-life issues and the adjustment of women international managers, doi
  19. (2001). Global Competence: what it is, and can it be developed through global assignments?, Human Resource Planning,
  20. (2004). Globalizing Human Resource Management. doi
  21. (1998). Increasing global competitiveness through effective people management. doi
  22. (1995). Intelligent Enterprise, Intelligent Career. doi
  23. (2004). International Compensation and Performance Management,
  24. (2003). New or Traditional Careers?
  25. (1995). Organizational Culture”. pp 376-382 in N. Nicholson, The Blackwell Encyclopedic Dictionary of Organizational Behavior.
  26. (1994). Qualitative Data Analysis: An Expanded Sourcebook, Sage Publications: Thousand Oaks. doi
  27. (2004). Repatriation and knowledge management,
  28. (2004). Repatriation: empirical evidence from a longitudinal study on careers and expectations among Finnish expatriates. doi
  29. (2003). Required human resources competencies in the future: a framework for developing HR executives in Hong Kong, doi
  30. (1981). Selecting and training personnel for overseas assignments,
  31. (2000). The “architecture” of careers: how career competencies reveal firm dominant logic in professional services,
  32. (1994). The boundaryless career: a competencybased perspective’. doi
  33. (1996). The Career is Dead – Long Live the Career: A Relational Approach to Careers.
  34. (1982). The competent manager. doi
  35. (1994). The effects of organizational and individual career management on career success. doi
  36. (2002). The Global Challenge: Frameworks for International Human Resource Management.
  37. (1995). The impact of dual-career families on international relocations, doi
  38. (1999). The Measurement of Cross-Cultural Adaptation, Doctoral Dissertation, Johannes Kepler Universität:
  39. (1998). The psychological contract and expatriation: a disturbing issue for IHRM.
  40. (2002). Toward the boundaryless career: A closer look at the expatriate career concept and the perceived implications of an international assignment. doi
  41. (1991). Towards a comprehensive model of international adjustment: an integration of multiple perspectives, doi
  42. (2003). Worldwide Survey of International Assignment Policies and Practices, Organization Resources Counselors Inc, London and

To submit an update or takedown request for this paper, please submit an Update/Correction/Removal Request.