Browsing by Author "Tornikoski, Christelle"

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    The career competencies of self-initiated and assigned expatriates: assessing the development of career capital over time
    (Taylor and Francis, 2016-05-04) Dickmann, Michael; Suutari, Vesa; Brewster, Chris; Mäkelä, Liisa; Tanskanen, Jussi; Tornikoski, Christelle
    Building on a modern careers approach, we assess the effects of working abroad on individuals’ career capital. Given the dearth of longitudinal studies, we return to a sample of economics graduates in Finland eight years later. We measure changes in three dimensions of career capital; ‘knowing how’, ‘knowing whom’, ‘knowing why’ and find that company assigned expatriates learn more than self-initiated expatriates. All three career capital areas benefit from international experience and all are increasingly valued over time. Based on our findings, we conclude that a dynamic notion of career capital acquisition and use is needed. Managerial implications include the need for a wider view of talent management for international businesses.
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    The effect of international work experience on the career success of expatriates: a comparison of assigned and self-initiated expatriates
    (Wiley, 2017-07-12) Suutari, Vesa; Brewster, Chris; Mäkelä, Liisa; Dickmann, Michael; Tornikoski, Christelle
    This paper examines the long-term effect of expatriation on careers, comparing the impact of international work experience on the career success of assigned and self-initiated expatriates. Our sample consists of employees who were working abroad in 2004 and we examine their subjective and objective career success eight years later. Despite the ‘dark side of international careers’ arguments associated with the repatriation literature, we find that the long-term impacts of international work experience on career success are generally positive and mainly unrelated to whether the work experience was acquired as an assigned or self-initiated expatriate. Companies recruit employees with international experience externally but are much more likely to offer further internal jobs to assigned expatriates. This reinforces the need for further research and for companies to see all those with international experience as important elements of the workforce.