Subjects -> BUSINESS AND ECONOMICS (Total: 3570 journals)
    - ACCOUNTING (132 journals)
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    - CONSUMER EDUCATION AND PROTECTION (20 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (212 journals)
    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (235 journals)
    - FASHION AND CONSUMER TRENDS (20 journals)
    - HUMAN RESOURCES (103 journals)
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    - INTERNATIONAL COMMERCE (145 journals)
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    - PUBLIC FINANCE, TAXATION (37 journals)
    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

INTERNATIONAL COMMERCE (145 journals)                     

Showing 1 - 136 of 136 Journals sorted alphabetically
Acta Economica Et Turistica     Open Access   (Followers: 1)
Advances in Accounting     Hybrid Journal   (Followers: 10)
African Journal of Economic and Sustainable Development     Hybrid Journal   (Followers: 17)
Amnis     Open Access   (Followers: 1)
Antitrust Bulletin     Hybrid Journal   (Followers: 8)
Asia and the Global Economy     Open Access  
Asian Journal of Shipping and Logistics     Open Access   (Followers: 2)
Botswana Journal of Economics     Open Access   (Followers: 1)
Career Development International     Hybrid Journal   (Followers: 18)
China Business Review     Full-text available via subscription   (Followers: 2)
China Economic Quarterly International     Open Access  
Competition and Regulation in Network Industries     Full-text available via subscription   (Followers: 7)
Critical Perspectives on International Business     Hybrid Journal   (Followers: 1)
Crossroads     Hybrid Journal  
Digital Finance : Smart Data Analytics, Investment Innovation, and Financial Technology     Hybrid Journal   (Followers: 3)
East Asian Community Review     Hybrid Journal  
EC Tax Review     Full-text available via subscription   (Followers: 5)
Economic Journal of Emerging Markets     Open Access   (Followers: 1)
Economics Research International     Open Access   (Followers: 1)
Ekonomia Międzynarodowa     Open Access  
EMAJ : Emerging Markets Journal     Open Access  
Emerging Markets Finance and Trade     Hybrid Journal   (Followers: 7)
Estudos Internacionais : revista de relações internacionais da PUC Minas     Open Access   (Followers: 1)
European Business Law Review     Full-text available via subscription   (Followers: 17)
European Company Law     Full-text available via subscription   (Followers: 11)
European Journal of International Management     Hybrid Journal   (Followers: 3)
Expert Journal of Business and Management     Open Access  
Foreign Trade Review     Hybrid Journal   (Followers: 3)
Global & Strategis     Open Access   (Followers: 1)
Global Summitry     Hybrid Journal   (Followers: 1)
Global Trade and Customs Journal     Full-text available via subscription   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 19)
Human Resource Management International Digest     Hybrid Journal   (Followers: 18)
IMF Economic Review     Hybrid Journal   (Followers: 44)
IN VIVO     Full-text available via subscription   (Followers: 4)
Information Resources Management Journal     Full-text available via subscription   (Followers: 8)
Information Technologies & International Development     Open Access   (Followers: 81)
International Advances in Economic Research     Hybrid Journal   (Followers: 6)
International Business Review     Hybrid Journal   (Followers: 9)
International Commerce Review     Hybrid Journal   (Followers: 1)
International Economic Journal     Hybrid Journal   (Followers: 8)
International Economic Review     Hybrid Journal   (Followers: 61)
International Economics     Hybrid Journal   (Followers: 3)
International Economics and Economic Policy     Hybrid Journal   (Followers: 7)
International Entrepreneurship and Management Journal     Hybrid Journal   (Followers: 8)
International Environmental Agreements: Politics, Law and Economics     Hybrid Journal   (Followers: 14)
International Finance     Hybrid Journal   (Followers: 26)
International Insolvency Review     Hybrid Journal   (Followers: 4)
International Journal of Applied Behavioral Economics     Full-text available via subscription   (Followers: 18)
International Journal of Asian Business and Information Management     Full-text available via subscription   (Followers: 1)
International Journal of Commerce and Management     Hybrid Journal  
International Journal of Export Marketing     Hybrid Journal   (Followers: 1)
International Journal of Governance and Financial Intermediation     Hybrid Journal  
International Labor and Working-Class History     Full-text available via subscription   (Followers: 15)
International Labour Review     Partially Free   (Followers: 60)
International Marketing Review     Hybrid Journal   (Followers: 14)
International Public Management Journal     Hybrid Journal   (Followers: 8)
International Review of Applied Economics     Hybrid Journal   (Followers: 6)
International Review of Economics     Hybrid Journal   (Followers: 4)
International Review of Economics & Finance     Hybrid Journal   (Followers: 28)
International Review of Finance     Hybrid Journal   (Followers: 9)
International Review of Financial Analysis     Hybrid Journal   (Followers: 8)
International Review of Law and Economics     Hybrid Journal   (Followers: 27)
International Review of Retail, Distribution and Consumer Research     Hybrid Journal   (Followers: 3)
International Review of Social History     Full-text available via subscription   (Followers: 32)
International Review on Public and Nonprofit Marketing     Hybrid Journal   (Followers: 3)
International Small Business Journal     Hybrid Journal   (Followers: 11)
International Studies of Management and Organization     Full-text available via subscription   (Followers: 8)
International Trade Journal : Western Hemispheric Studies     Hybrid Journal   (Followers: 2)
International Transactions In Operational Research     Hybrid Journal   (Followers: 2)
Intertax     Full-text available via subscription   (Followers: 4)
Japanese Political Economy     Full-text available via subscription   (Followers: 1)
Journal for International Business and Entrepreneurship Development     Hybrid Journal   (Followers: 8)
Journal of Accounting and Finance in Emerging Economies     Open Access  
Journal of Advanced Research in Economics and International Business     Full-text available via subscription  
Journal of Antitrust Enforcement     Hybrid Journal   (Followers: 1)
Journal of Chinese Economic and Foreign Trade Studies     Hybrid Journal   (Followers: 2)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 4)
Journal of Comparative International Management     Full-text available via subscription  
Journal of Contemporary European Research     Open Access   (Followers: 16)
Journal of Economics and International Finance     Open Access   (Followers: 1)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of International Business Policy     Hybrid Journal  
Journal of International Business Studies     Hybrid Journal   (Followers: 48)
Journal of International Commerce, Economics and Policy     Hybrid Journal  
Journal of International Consumer Marketing     Hybrid Journal   (Followers: 9)
Journal of International Development     Hybrid Journal   (Followers: 32)
Journal of International Economics     Hybrid Journal   (Followers: 38)
Journal of International Entrepreneurship     Hybrid Journal   (Followers: 10)
Journal of International Financial Management & Accounting     Hybrid Journal   (Followers: 4)
Journal of International Financial Markets, Institutions and Money     Hybrid Journal   (Followers: 19)
Journal of International Food & Agribusiness Marketing     Hybrid Journal   (Followers: 2)
Journal of International Management     Hybrid Journal   (Followers: 5)
Journal of International Marketing     Full-text available via subscription   (Followers: 24)
Journal of International Money and Finance     Hybrid Journal   (Followers: 37)
Journal of International Trade & Economic Development: An International and Comparative Review     Hybrid Journal   (Followers: 11)
Journal of International Trade Law and Policy     Hybrid Journal   (Followers: 19)
Journal of Korea Trade     Full-text available via subscription   (Followers: 1)
Journal of Monetary Economics     Hybrid Journal   (Followers: 95)
Journal of Revenue and Pricing Management     Hybrid Journal   (Followers: 4)
Journal of Reviews on Global Economics     Open Access  
Journal of the Association for Consumer Research     Full-text available via subscription   (Followers: 7)
Journal of the Japanese and International Economies     Hybrid Journal   (Followers: 4)
Journal of Theoretical and Applied Electronic Commerce Research     Open Access  
Journal of World Trade     Full-text available via subscription   (Followers: 19)
Jurnal Hubungan Internasional     Open Access  
Jurnal Ilmu Ekonomi Terapan     Open Access  
L'Année du Maghreb     Open Access   (Followers: 1)
Management international / International Management / Gestiòn Internacional     Full-text available via subscription   (Followers: 3)
Management International Review     Hybrid Journal   (Followers: 7)
MEED Middle East Economic Digest     Full-text available via subscription   (Followers: 1)
Monthly Statistics of International Trade - Statistiques mensuelles du commerce international     Full-text available via subscription   (Followers: 3)
PharmacoEconomics     Full-text available via subscription   (Followers: 26)
Proceedings of the International Conference on Business Excellence     Open Access  
Qualitative Research in Financial Markets     Hybrid Journal   (Followers: 2)
Quarterly Journal of Political Science     Full-text available via subscription   (Followers: 18)
Regional Formation and Development Studies     Open Access  
Relações Internacionais (R:I)     Open Access  
Research World     Hybrid Journal  
Review of International Economics     Hybrid Journal   (Followers: 14)
Review of International Political Economy     Hybrid Journal   (Followers: 40)
Revista Brasileira de Gestão de Negócios     Open Access  
Revista Multiface Online     Open Access  
Revue internationale de l'économie sociale     Full-text available via subscription  
Revue Internationale du Travail     Full-text available via subscription   (Followers: 3)
Revue internationale P.M.E. : économie et gestion de la petite et moyenne entreprise     Full-text available via subscription   (Followers: 1)
South African Journal of International Affairs     Hybrid Journal   (Followers: 6)
South American Development Society Journal     Open Access  
Studies in Comparative International Development     Hybrid Journal   (Followers: 16)
Syracuse Journal of International Law and Commerce     Open Access   (Followers: 3)
TDM Transnational Dispute Management Journal     Full-text available via subscription   (Followers: 5)
Transnational Corporations Review     Hybrid Journal  
World Competition     Full-text available via subscription   (Followers: 9)
World Food Policy     Hybrid Journal   (Followers: 3)
World Oil Trade     Hybrid Journal  
World Trade and Arbitration Materials     Full-text available via subscription   (Followers: 8)

           

Similar Journals
Journal Cover
Career Development International
Journal Prestige (SJR): 0.527
Citation Impact (citeScore): 2
Number of Followers: 18  
 
Hybrid Journal Hybrid journal   * Containing 1 Open Access Open Access article(s) in this issue *
ISSN (Print) 1362-0436 - ISSN (Online) 1758-6003
Published by Emerald Homepage  [360 journals]
  • Dust yourself off and try again: the positive process of career changes
           or shocks and career resilience

         This is an Open Access Article Open Access Article

    • Free pre-print version: Loading...

      Authors: Ellen R. Peeters , Marjolein C.J. Caniëls , Marijke Verbruggen
      Abstract: To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory. The authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees. Openness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time. Altogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.
      Citation: Career Development International
      PubDate: 2022-05-17
      DOI: 10.1108/CDI-06-2021-0143
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • A two-study examination of age discrimination, work meaningfulness, and
           bridge employment intentions

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      Authors: Yisheng Peng
      Abstract: Based on the role theory, this study examines whether workplace age discrimination indirectly relates to older workers' bridge employment intentions through work meaningfulness. Study 1 used two-wave time-lagged survey data from one hundred and seventy nurses (≥45 years old) from the Midwestern United States. Study 2 used three-wave time-lagged survey data from one hundred and eighty-six employees from a wide range of occupations in the United States. The online survey contains various self-reports on workplace age discrimination, work meaningfulness, affective commitment, and bridge employment intentions. Results in Study 1 found that workplace age discrimination was negatively and indirectly related to older nurses' bridge employment intentions through their experiences of work meaningfulness. Results in Study 2 further confirmed the mediating role of work meaningfulness in the relationship between age discrimination and bridge employment intentions, above and beyond the role of affective commitment. This study contributes to the research by testing the indirect relationship between workplace age discrimination and older workers' bridge employment intentions through work meaningfulness, further raising our awareness of the importance of social and interpersonal experiences in older workers' preretirement jobs to their late-career development.
      Citation: Career Development International
      PubDate: 2022-05-10
      DOI: 10.1108/CDI-11-2021-0295
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Organizational career management: a review and future prospect

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      Authors: Qinglin Zhao , Zijun Cai , Wenxia Zhou , Ledi Zang
      Abstract: The purpose of this study is to review the research about organizational career management (OCM) and provide an integrated understanding of OCM research. In this paper, the authors systematically review 85 OCM-related papers published in highly influential journals over the past four decades (1978–2021). This paper reviews the definitions, measurements, antecedents, outcomes, mediators and moderators of OCM. Diverse definitions of OCM exist, with three key common factors: what should be included in OCM, who is responsible for OCM and the goal of OCM. Scholars use different OCM measures, which might be due to different nations, industries, groups and scale development methods. More than 20 papers demonstrated the positive influences of OCM, providing convincing evidence of the necessity of OCM. About 90% of the current papers we reviewed (27 out of 30 papers) dominantly examined the influence of OCM on individuals’ attitudes or work behavior. The influence of OCM on organizational outcomes was less addressed. First, the authors review the existing OCM measurements and distinguish two ways of measuring OCM: OCMP (organizational level, rated by HR managers or HR vice president or CEO, capturing the real practices) and POCM (Perceived OCM, individual level, rated by employees, capturing subjective perception of practices). This distinction reduces the ambiguity in existing measurements. Second, we summarize the empirical findings of OCM, including the antecedents, outcomes, mediators and moderators. These findings uncover the benefits/risks of OCM and the factors that may influence its effectiveness. Third, the review provides several practical implications as the findings can help managers improve their career development programs.
      Citation: Career Development International
      PubDate: 2022-04-29
      DOI: 10.1108/CDI-04-2021-0088
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Executive competencies and individual ambidexterity: shaping late-career
           transition to Canada’s recreational cannabis industry

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      Authors: Deborah M. McPhee , Francine K. Schlosser
      Abstract: The authors contribute to scholarship on motivation for late-career transition, by examining how older executives drew on individual ambidexterity (IA) in the stigmatized, Canadian-licensed recreational cannabis industry. The methodology utilizes a qualitative method, utilizing semi-structured interviews with 15 late-career executives. Inductive examination of data uncovered subthemes related to motivations for late-career transition, exploring and exploiting competencies, and known and unknown boundary conditions. Motivations explained the impetus to join, while ambidexterity allowed executives to employ explorative and exploitive competencies to weather boundary conditions. Late-career transitioning to a stigmatized emerging industry presents an unprecedented mode of bridging employment for older workers. This small exploratory study of a nascent industry is limited in its generalization across different contexts but relevant to others in cannabis and other emerging industries. Increased focus on Human resources management (HRM) related research on late-career transition due to limited studies and IA. Cannabis can be a risky employment venture for older workers that may affect future job prospects due to stigmatized views or present devastating financial risk. Older workers with knowledge, experience and skill remain relevant utilizing IA and their ability to manage difficult boundary conditions. Older experienced workers can bridge novel new opportunities before retiring. The authors incorporated IA, expanding on literature related to boundary conditions in the late-career transition of executives into stigmatized recreational Cannabis. The authors introduce a new mode of bridge employment for late-career workers.
      Citation: Career Development International
      PubDate: 2022-04-27
      DOI: 10.1108/CDI-08-2021-0205
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Dysfunctional leadership: investigating employee experiences with
           dysfunctional leaders

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      Authors: Jouharah M. Abalkhail
      Abstract: The purpose of this paper is to examine the experiences of employees who are exposed to dysfunctional behaviors by their leaders in a healthcare organization. This study employed a qualitative methodology drawing on 25 semi-structured interviews with administrative and clinical employees working in a healthcare setting operating in Riyadh, Saudi Arabia. This study’s findings provide insights into dysfunctional leadership phenomena based on employees’ personal experiences with dysfunctional leaders. Dysfunctional leaders have several harmful behaviors, such as behaving in abusive ways, marginalizing others, engaging in favoritism, and degrading employees. This study also demonstrated that the leaders’ negative behavior directly influences employees to leave their jobs, contributes to feelings of alienation at work, reduces their commitment, and frequently creates serious psychological and physical problems. This study also discovered that over time the negative effects of a dysfunctional leader do not stop at employees; it also filters through to other areas such as the organizational environment and family life. Dysfunctional leadership is under-studied within the context of the Middle Eastern region. Therefore, this study’s findings provide theoretical and practical implications. It provides information about employee experiences and how dysfunctional behavior influences individuals and, ultimately, organizational life. Furthermore, this study has value to practitioners by offering suggestions for organizational interventions for creating more effective policies and programs to support employees’ careers and well-being.
      Citation: Career Development International
      PubDate: 2022-04-22
      DOI: 10.1108/CDI-04-2021-0109
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Workplace ostracism and job performance: the moderated mediation model of
           organization-based self-esteem and performance goal orientation

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      Authors: Chien-Chih Kuo , Chih-Ying Wu
      Abstract: This study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation. Multisource data were collected from 160 employees and their immediate supervisors in Taiwan. As predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem. To eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat. This study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.
      Citation: Career Development International
      PubDate: 2022-03-04
      DOI: 10.1108/CDI-02-2021-0035
      Issue No: Vol. 27 , No. 2 (2022)
       
  • What do we know about diversity, intersectionality and inclusion in
           organisationally-assigned expatriation' A review of relocation
           management company/consultancy practitioner research

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      Authors: Susan Shortland , Stephen J. Perkins
      Abstract: The purpose of this paper is to report on trends in the deployment of minority expatriates, review organisational interventions to increase expatriate diversity and to consider the challenges facing employers in widening expatriate diversity through a review of practitioner publications published by relocation management companies/consultancies. A review of 109 practitioner publications on organisational international assignment policy and practice was conducted to identify trends across three decades in minority expatriation and employer interventions to widen expatriate diversity. Practitioner publications record percentage female expatriate participation and expatriate age profiles. While expatriate diversity challenges are reported, employer interventions focus on supporting women and LGBTQ+ assignees but with little detail on their outcomes. There is little emphasis on ethnicity/race, religion, disability, pregnancy/maternity, intersectionality of diversity characteristics and inclusion. Practitioner publications consulted were primarily Western-focused, with access to a “complete” publications record precluded. Academic research that compares employer policy on diversity interventions with how it is implemented is needed. A stronger focus on supporting the full range of expatriate diversity attributes and intersectionality is required, explaining how challenges have been addressed and inclusion achieved. Analysis of employer interventions could assist organisations to widen expatriate diversity and inclusion, and minorities to access international careers. This review of practitioner data reveals trends in the deployment of minority expatriates, interventions taken by employers and challenges they perceive in widening expatriate diversity, providing a unique perspective and enriching our understanding of academic expatriate diversity research. Path-dependent organisational action may hinder employers' future focus on diversity, inclusion and intersectionality.
      Citation: Career Development International
      PubDate: 2022-02-25
      DOI: 10.1108/CDI-08-2021-0209
      Issue No: Vol. 27 , No. 2 (2022)
       
  • Narrowing ideal self-discrepancy: the roles of organizational career
           management and protean career orientation

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      Authors: Linna Zhu , Lan Wang
      Abstract: This study investigated the joint impact of organizational and individual career management on employees' ideal self-discrepancy. Drawing on the identity literature, the authors aimed to uncover the mechanism and boundary condition of this impact, focusing on how organizations influence ideal and actual selves of employees with different protean career orientation. The authors conducted a four-wave time-lagged study over eight months, with a sample of 331 employees from various organizations. Perceived organizational career management negatively influenced ideal self-discrepancy via organizational identification, and such relationship was strengthened by protean career orientation. Employees with stronger protean career orientation saw a stronger moderating effect of individual career management on the relationship between organizational identification and ideal self-discrepancy, whereas their counterparts saw an opposite effect. This study highlighted the essential role of organization in narrowing employees' ideal self-discrepancy in the protean career era. It suggested that organizations should set differentiated career practices depending on employees' protean career orientation levels. By integrating vocational psychology and organizational scholarship, this study extended the ideal self-discrepancy literature by offering a nuanced understanding of the mechanism and boundary condition of the role of organizational career management in narrowing ideal self-discrepancy in the protean career era. It identified the joint efforts of organization and employee as a fascinating avenue for future studies.
      Citation: Career Development International
      PubDate: 2022-02-04
      DOI: 10.1108/CDI-06-2021-0148
      Issue No: Vol. 27 , No. 2 (2022)
       
  • Local worker perspectives from Nicaraguan surf tourism: revisiting career
           anchors in non-standard work contexts

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      Authors: Michelle Mielly , Amanda Peticca-Harris
      Abstract: This qualitative study explores, through the lens of Schein's (1978) career anchor theory, the internal career perceptions (self-perceived values, challenges and capabilities) of local surf workers in the highly internationalized sector of surf tourism in Nicaragua. Semi-structured interviews were carried out with 22 local surf tourism workers. Participant experiences were analyzed using thematic analysis to distinguish their career anchor orientations. The results indicate the sustained value and instrumentality of Schein's original career anchor theory, specifically in terms of the interconnectedness of dominant and supporting anchors and the relevance of anchor groupings for workers in non-standard working environments. The anchors of lifestyle, entrepreneurial creativity, and security and stability were closely interrelated and complementary, as participants from this context were ultimately striving for security and stability. Future research should consider more explicitly the role of the socio-political, environmental or economic context in shaping the internal career self-concepts and experiences of workers. This study sheds light on the internal career drivers — the unique dilemmas, challenges, passions and motives — of local workers in a resource-constrained environment. Managers, business owners and other economic actors stand to gain important insights into the realities of workers they employ, but do not intimately understand. Such insights could be generalizable to a variety of work settings in which there are high material, social or cultural constraints. Non-standard work contexts and local worker voices are both thematically underrepresented in the careers scholarship. Research on these topics can contribute to broader discussions of sustainability, sustainable development goals and decolonial perspectives in social science scholarship. Bringing local workers from the Global South into view means turning scholarly attention towards less-visible “others” working alongside those having received the lion's share of academic discussion, i.e. expatriate workers on a global assignment or self-initiated expatriates, most often from the Global North. This is one of the first studies to explore the career anchors of local workers in the Global South in a non-standard, non-bureaucratic vocational setting. The study sheds light on local workers' career decisions, an often-neglected perspective within international human resource management.
      Citation: Career Development International
      PubDate: 2022-02-02
      DOI: 10.1108/CDI-10-2021-0253
      Issue No: Vol. 27 , No. 2 (2022)
       
  • Torn between individual aspirations and the family legacy – individual
           career development in family firms

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      Authors: Leona Achtenhagen , Kajsa Haag , Kajsa Hultén , Jen Lundgren
      Abstract: The purpose of this paper is to explore individual career management by family members in the context of their family firms. The interpretative interview study of family members active in family businesses explores how this context affects the choice, planning, goals and development of family members' careers in their family business. The authors find that career management in the family business setting focuses on fulfilling the family business goals rather than the personal goals of family members. Career management is rather reactive and less self-directed than current literature on career development recommends. Based on the results, the authors develop a process model for individual career management in the family business context. Little is known about individual career management of family members in a family business context, as research on careers in family firms has so far focused mainly on transgenerational succession. The authors explore how in family firms, the trend towards self-directed, individual career planning is in tension with a commitment to the family business and its legacy.
      Citation: Career Development International
      PubDate: 2022-01-03
      DOI: 10.1108/CDI-06-2020-0156
      Issue No: Vol. 27 , No. 2 (2022)
       
  • Meta-analysis of the impact of cross-cultural training on adjustment,
           cultural intelligence, and job performance

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      Authors: Li Chenyang
      Abstract: This research aims to provide an updated meta-analysis of cross-cultural training effectiveness through quantitatively reviewing the links between cross-cultural training and three outcomes: adjustment, cultural intelligence and job performance. Drawing from 37 independent samples from 1991 through August 2021 involving a total of 7,040 trainees, the author adopt random-effects meta-analyses method to assess the relationships between cross-cultural training and three outcomes and examine potential moderators (i.e. training phase, training method and rating source) that influence these relationships. The meta-analytical results mainly support our hypotheses. Cross-cultural training -adjustment exhibits a medium and significant positive effect, whereas cross-cultural training is positive significantly related to job performance and cultural intelligence of small effect sizes. Training method and data source significantly moderate the cross-cultural training's impact on cultural intelligence and performance correspondingly. This study considers longitudinal statistics for measuring cross-cultural training effectiveness, breaking down the inadequacy of cross-sectional measurement and covers sub-dimensions of cross-cultural training outcomes to provide more comprehensive and advanced evidence of cross-cultural training effectiveness for the latest 30 years.
      Citation: Career Development International
      PubDate: 2021-12-28
      DOI: 10.1108/CDI-09-2020-0247
      Issue No: Vol. 27 , No. 2 (2021)
       
  • Research productivity of management faculty: job demands-resources
           approach

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      Authors: Chet E. Barney , Brent B. Clark , Serge P. da Motta Veiga
      Abstract: The main purpose of this study was to examine which job resources are most valuable for research productivity, depending on varying teaching demands. Data was collected from 324 management faculty at research, balanced and teaching (i.e. respectively low-, moderate- and high-teaching demands) public universities in the United States. Results showed that no single job resource predicted research productivity across all three types of schools. At research schools (i.e. low-teaching demands), productivity was positively associated with job resources including summer compensation, level of protection for untenured faculty and number of research assistant hours, while negatively associated with travel funding. At balanced schools (i.e. moderate-teaching demands), research output was positively associated with time allocated to research, grant money, travel funding and conference attendance, while negatively associated with amount of consulting hours. At teaching schools (i.e. high-teaching demands), the only significant resource was time allocated to research. This paper can help management faculty and business school leaders understand what resources are most appropriate given the teaching demands associated with the specific institution, and by further helping these institutions attract and retain the best possible faculty. This study extends prior work on academic research performance by identifying resources that can help faculty publish given different levels of teaching demands. This is important as teaching demands tend to be relatively stable within an institution, while they can vary greatly across types of institutions.
      Citation: Career Development International
      PubDate: 2021-10-21
      DOI: 10.1108/CDI-02-2021-0051
      Issue No: Vol. 27 , No. 2 (2021)
       
  • Career Development International

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