Abstract
This study aims to uncover the organizational and contextual factors undermining skilled migrants’ professional development and their contributions to host economies. Drawing from the Conservation of Resources Theory, this research developed an integrated model to investigate the effects of most prevalent internal and external factors of burnout and limited career alternatives on skilled migrants’ organizational commitment. The model incorporates mediating roles of professional self-efficacy and career turnover intention to demonstrate how depletion of resources through burnout leads to further resource losses by negatively impacting employees' intentions about their career continuity and professional self-efficacy and, ultimately, undermines their organizational commitment. This research provides managers of cross-cultural workplaces with insights into the critical role of supportive resources in leveraging the untapped intellectual capital brought to host organizations by skilled migrants. This study suggests that the availability of career options can maximize skilled migrants’ contributions to organizations.
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