Abstract
This study examined profiles and predictors of career aspiration of Malaysian returnees from European and non-European countries. This study, involving 226 returnees, was carried out in the industrialized areas of the Klang Valley, Johore Bharu and Penang, and the state of Sabah. Based on the Social Cognitive Career Theory and the Chaos Theory of Careers the study derived personal and environmental factors within the major groups of push-pull factors that served as the predictors. Most returnees from Europe came back from the United Kingdom while Australia, Saudi Arabia, Japan, Korea and the United States were the host countries outside Europe. A regression analysis showed the explanatory power of career aspiration for returnees from European countries was higher (33.9%) than that of returnees from non-European countries (29.1%). Push political and pull social factors were significant for the former, whereas push social, pull personal and pull family factors were stronger for the latter ones. The implications of these findings for human resource practices and suggestions for future research are discussed.
Highlights
Malaysia launched the country’s New Economic Model (NEM) in 2010 with the main goal to a ain a status of high-income economy by 2020. e policy model has detailed out eight Strategic Reform Initiatives (SRIs) one of which is to develop, a ract, retain, and increase the highly-skilled workforce in the various sectors of employment so as they are at par with the rst-world talent base
This study aims to compare i) the professional pro les of the returnees, viz., those who came back from European countries and those returning from non-European countries, and ii) the predictors of career aspiration of the two groups. e section of this paper continues with the research problem, followed by theories underlying career aspiration of returnees and a literature review. e methodological procedures undertaken are explained followed by ndings. e paper ends with a conclusion, practical implications for global human resource development and management, and suggestions for future research
Research on career aspiration of returnees investigating geographical movement from a country abroad to the home country in pursuit of speci c career expectations is necessary. e need of such a study is to respond to a call such as by Doherty (2011) who is of the opinion that a be er understanding of factors associated with expatriation and repatriation and the associated outcomes is vital to enhance knowledge in careers
Summary
Malaysia launched the country’s New Economic Model (NEM) in 2010 with the main goal to a ain a status of high-income economy by 2020. e policy model has detailed out eight Strategic Reform Initiatives (SRIs) one of which is to develop, a ract, retain, and increase the highly-skilled workforce in the various sectors of employment so as they are at par with the rst-world talent base. E policy model has detailed out eight Strategic Reform Initiatives (SRIs) one of which is to develop, a ract, retain, and increase the highly-skilled workforce in the various sectors of employment so as they are at par with the rst-world talent base. Achievement of this target, which e country needs the diaspora to return to complement the existing pool of skilled workforce. This study aims to compare i) the professional pro les of the returnees, viz., those who came back from European countries and those returning from non-European countries, and ii) the predictors of career aspiration of the two groups. Research on career aspiration of returnees investigating geographical movement from a country abroad to the home country in pursuit of speci c career expectations is necessary. e need of such a study is to respond to a call such as by Doherty (2011) who is of the opinion that a be er understanding of factors associated with expatriation and repatriation and the associated outcomes is vital to enhance knowledge in careers
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