Abstract
International mobility, the volatile individual career trajectories it produces, and its implication for human resource management in organizations are not well understood. This article addresses this deficiency and introduces empirical evidence for an internationalism career anchor, a construct that can enhance our understanding of individual predisposition to undertake international mobility. We present a conceptualization and a measurement scale based on Schein's (1990) original career-anchors framework and Suutari and Taka's (2004) extension that suggested the presence of an internationalism career anchor. Our analyses, conducted using two samples, one of students and one of business professionals in France, provide evidence for construct validity and reliability of the proposed construct.
Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
