Browsing by Author "Lazarova, Mila"
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Item Open Access Age and career resilience through the lens of life course theory: examining individual mechanisms and macro‐level context across 28 countries(Wiley, 2025) Goštautaitė, Bernadeta; Kim, Najung; Steindórsdóttir, Bryndís D.; Parry, Emma; Dello Russo, Silvia; Andresen, Maike; Buranapin, Siriwut; Bosak, Janine; Cerdin, Jean‐Luc; Chudzikowski, Katharina; Cotton, Rick; Dickmann, Michael; Duarte, Henrique; Ferencikova, Sonia; Kaše, Robert; Lysova, Evgenia I.; Madero‐Gómez, Sergio; Mishra, Sushanta Kumar; Panayotopoulou, Leda; Reiss, Elo L. K.; Saxena, Richa; Taniguchi, Mami; Verbruggen, Marijke; Akkermans, Jos; Apospori, Eleni; Bagdadli, Silvia; Briscoe, Jon P.; Çakmak‐Otluoğlu, Övgü; Casado, Tania; Cha, Jong‐Seok; Dries, Nicky; Dysvik, Anders; Eggenhofer‐Rehart, Petra; Gartzia, Leire; Gianecchini, Martina; Gubler, Martin; Hall, Douglas Tim; Jepsen, Denise; Khapova, Svetlana; Krajcik, Daniel; Lapointe, Emilie; Lazarova, Mila; Mayrhofer, Wolfgang; Michel, Eric J.; Milikic, Biljana; Reichel, Astrid; Schramm, Florian; Smale, Adam; Stolz, Ingo; Suzanne, Pamela Agata; Zikic, JelenaCareer resilience is critical to the world's aging workforce, aiding older workers in adapting to the ever‐evolving nature of work. While ageist stereotypes often depict older workers as less resilient when faced with workplace changes, existing research studies offer conflicting evidence on whether older age hinders or improves career resilience. In response to this conflicting evidence, the present study employs multi‐level data from 6772 employees in 28 countries to examine the age‐career resilience relationships and underlying mechanisms, hence advancing our understanding of career resilience across the life course. By integrating macro‐contextual factors such as the unemployment rate and the culture of education with individual‐level mechanisms such as positive career meaning and career optimism, we provide a comprehensive model explaining how career resilience varies across age groups. Grounded in life course theory, our findings resolve prior inconsistencies in resilience research, contribute to bridging the micro‐macro gap in HRM literature, and challenge existing age‐based stereotypes.Item Open Access Career satisfaction of expatriates in humanitarian inter-governmental organizations(Elsevier, 2021-03-03) Lazarova, Mila; Dimitrova, Mihaela; Dickmann, Michael; Brewster, Chris; Cerdin, Jean-LucWe examine the careers of expatriates in an inter-governmental organization (IGO) who undertake a mix of hardship and non-hardship assignments. Considering the individual, organizational, and broader environmental domains, and using conservation of resources theory, we examine what contributes to such expatriates’ career satisfaction. Based on survey data, we find that career satisfaction is influenced by views of how their assignments fit their overall career and the procedural justice of their organization’s career management system. Since their careers – unlike careers in most multinational corporations (MNC) – are likely to include one or more hardship postings, we also look at whether these hardship postings are associated with lower career satisfaction. Our results provide support for such negative relationships only when IGO expatriates’ career motivations of dedication to cause and challenge-seeking are low. We contribute to a greater understanding of career success and expatriation outside the MNC ‘norm’ and to research on expatriation in extreme contexts.Item Open Access Careers in context: An international study of career goals as mesostructure between societies’ career-related human potential and proactive career behavior(Wiley, 2019-11-12) Andresen, Maike; Apospori, Eleni; Gunz, Hugh; Suzanne, Pamela Agata; Taniguchi, Mami; Lysova, Evgenia I.; Adeleye, Ifedapo; Babalola, Olusegun; Bagdadli, Silvia; Bakuwa, Rhoda; Milikić, Biljana Bogićević; Bosak, Janine; Briscoe, Jon P.; Cha, Jong‐Seok; Chudzikowski, Katharina; Cotton, Richard; Dello Russo, Silvia; Dickmann, Michael; Dries, Nicky; Dysvik, Anders; Eggenhofer‐Rehart, Petra; Fei, Zhangfeng; Ferencikova, Sonia; Gianecchini, Martina; Gubler, Martin; Hackett, Denisa; Hall, Douglas T.; Jepsen, Denise; Çakmak‐Otluoğlu, Kadriye Övgü; Kaše, Robert; Khapova, Svetlana; Kim, Najung; Lazarova, Mila; Lehmann, Philip; Madero, Sergio; Mayrhofer, Wolfgang; Kumar, Sushanta; Chikae, Mishra; Nikodijević, Naito Ana D.; Parry, Emma; Reichel, Astrid; Liliana, Paula; Posada, Rozo; Saher, Noreen; Saxena, Richa; Schleicher, Nanni; Shen, Yan; Schramm, Florian; Smale, Adam; Unite, Julie; Verbruggen, Marijke; Zikic, JelenaCareers exist in a societal context that offers both constraints and opportunities for career actors. Whereas most studies focus on proximal individual and/or organisational‐level variables, we provide insights into how career goals and behaviours are understood and embedded in the more distal societal context. More specifically, we operationalise societal context using the career‐related human potential composite and aim to understand if and why career goals and behaviours vary between countries. Drawing on a model of career structuration and using multilevel mediation modelling, we draw on a survey of 17,986 employees from 27 countries, covering nine of GLOBE's 10 cultural clusters, and national statistical data to examine the relationship between societal context (macrostructure building the career‐opportunity structure) and actors' career goals (career mesostructure) and career behaviour (actions). We show that societal context in terms of societies' career‐related human potential composite is negatively associated with the importance given to financial achievements as a specific career mesostructure in a society that is positively related to individuals' proactive career behaviour. Our career mesostructure fully mediates the relationship between societal context and individuals' proactive career behaviour. In this way, we expand career theory's scope beyond occupation‐ and organisation‐related factors.Item Open Access The disabling effects of enabling social policies on organisations’ human capital development practices for women(Wiley, 2022-01-15) Reichel, Astrid; Lazarova, Mila; Apospori, Eleni; Afiouni, Fida; Andresen, Maike; Bosak, Janine; Parry, Emma; Bagdadli, Silvia; Bagdadli, Jon P.; Gianecchini, Martina; Suzanne, Pamela; Taniguchi, MamiPaid parental leave and externally provided childcare are social policies designed to enhance parents' labour force participation. These policies influence not only men's and women's decisions regarding their labour market activity but also organisational decision makers' (ODMs) expectations about their employees' availability to work and thus, their willingness to invest in their employees' human capital. Using a sample of over 13,000 individuals from 19 countries, we investigate the interaction between gender and social policies on human capital development practices. In line with statistical discrimination theory, which suggests that ODMs hold different expectations about female and male productivity, we find that paid parental leave and externally provided childcare are negatively associated with the provision of human capital development for women but not for men.Item Open Access Does international work experience pay off? The relationship between international work experience, employability and career success: A 30-country, multi-industry study(Wiley, 2021-12-11) Andresen, Maike; Lazarova, Mila; Apospori, Eleni; Cotton, Richard; Bosak, Janine; Dickmann, Michael; Kaše, Robert; Smale, AdamDrawing on human capital theory, our study examines the relationship between international work experience and individuals' career success in terms of promotions and subjective financial success. We propose that these relationships are mediated by external employability and hypothesise a moderating role of national-level economic freedom. Using data from 19,421 respondents, residing in 30 countries and working in different occupational groups (managers, professionals, clerical and blue-collar workers), our results suggest that international work experience is positively related to promotions and subjective financial success across our study's different national contexts. These positive relationships were mediated by individuals' perceived external employability. Some support for the moderation of the relationship between international work experience and employability through economic freedom was only found when we differentiate between different types of international work experience. The findings enhance our understanding of the association between international work experience and career success from a human capital perspective.Item Open Access Institutional duality and human resource management practice in foreign subsidiaries of multinationals(Wiley, 2021-05-04) Stavrou, Eleni; Parry, Emma; Gooderham, Paul; Morley, Michael; Lazarova, MilaWe examine how institutional context affects the decisions that subsidiaries of multinational corporations (MNCs) make in pursuing particular human resource management (HRM) practices in response to institutional duality. Drawing on Varieties of Capitalism, along with the concept of intermediate conformity, we argue that the use of particular HRM practices by MNC subsidiaries will differ depending on both the combination of home and host institutional contexts, and on the nature of the particular practice under consideration. Using data from a survey of HRM practices in 1196 firms across 10 countries, we compare HRM practices in subsidiaries located and headquartered in different combinations of liberal and/or coordinated market economies. Our study suggests MNC subsidiaries conform only to the most persuasive norms, while exercising their agency to take advantage of the opportunities presented by institutional duality to adopt practices that distinguish them from indigenous competitors.Item Open Access Proactive career behaviors and subjective career success: the moderating role of national culture(Wiley, 2018-08-20) Smale, Adam; Bagdadli, Silvia; Cotton, Rick; Dello Russo, Silvia; Dickmann, Michael; Dysvik, Anders; Gianecchini, Martina; Kase, Robert; Lazarova, Mila; Reichel, Astrid; Rozo, Paula; Verbruggen, MarijkeAlthough career proactivity has positive consequences for an individual's career success, studies mostly examine objective measures of success within single countries. This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined the relationship between proactive career behaviors and two aspects of subjective career success—financial success and work‐life balance—and the moderating role of national culture. We tested our hypotheses using multilevel analyses on a large‐scale sample of 11,892 employees from 22 countries covering nine of GLOBE's 10 cultural clusters. Although we found that proactive career behaviors were positively related to subjective financial success, this relationship was not significant for work‐life balance. Furthermore, career proactivity was relatively more important for subjective financial success in cultures with high in‐group collectivism, high power distance, and low uncertainty avoidance. For work‐life balance, career proactivity was relatively more important in cultures characterized by high in‐group collectivism and humane orientation. Our findings underline the need to treat subjective career success as a multidimensional construct and highlight the complex role of national culture in shaping the outcomes of career proactivity.Item Open Access Still feeling employable with growing age? Exploring the moderating effects of developmental HR practices and country-level unemployment rates in the age–employability relationship(Taylor and Francis, 2020-03-18) Dello Russo, Silvia; Parry, Emma; Bosak, Janine; Andresen, Maike; Apospori, Eleni; Bagdadli, Silvia; Chudzikowski, Katherina; Dickmann, Michael; Ferencikova, Sonia; Gianecchini, Martina; Hall, Douglas Tim; Kaše, Robert; Lazarova, Mila; Reichel, AstridA compelling issue for organizations and societies at large is to ensure external employability of the workforce across workers’ entire work-life span. Using the frameworks of age norms, stereotyping and age meta-stereotypes, we investigate whether (a) age is negatively related to perceived external employability; and (b) the age-employability link is moderated by HR developmental practices (HRDPs) and unemployment rate. We argue that being aware of stereotypes and age norms in organizations, and holding also meta-stereotypes about their group, older workers perceive themselves as less externally employable. However, the context –HRDPs that one has experienced, and the country unemployment rate – would act as buffers. Using data from a large-scale survey from over 9000 individuals in 30 institutionally diverse countries, we found that the negative relationship between age and perceived external employability was significant across all countries. In addition, at the individual level, we found that HRDPs acted as a buffer for this negative relationship, such that the effect was less pronounced for individuals who have experienced more HRDPs during their working life. At the country level, the hypothesized moderating effect of unemployment rate was not observed. Limitations, future research directions, as well as practical implications of the study are discussed.