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The Employability of Graduates of National Characteristic Discipline Programs of Study in China: Evidence from Employers. SUSTAINABILITY 2022. [DOI: 10.3390/su14137955] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/27/2023]
Abstract
Prior studies have examined the historical evolution, multiple stakes, measurements and operation models of graduate employability, and the researches on graduate employability have gradually shifted to the perspective of employers with wider labor market uncertainty and higher education massification. However, there is still a gap in research on the demand for graduate employability by employers in national high-end equipment manufacturing that work closely with higher education in scientific research. Namely, it remains unclear what really matters in the processes of employers’ recruitment decisions in national high-end equipment manufacturing. Drawing on Yorke’s definition and CareerEDGE model, this study defines graduate employability as a set of achievements—skills, understandings and personal attributes—that makes graduates more likely to gain employment in national high-end equipment manufacturing, including “emotional intelligence”, “knowledge and skills”, “generic skills”, “work experience”, “character and personality”. Owing to the importance and arduousness of national high-end equipment manufacturing historical mission and main tasks, we argue that employers pay more attention to graduate employability in the recruitment process. Empirically examining based on 831 questionnaires from employers of national high-end equipment manufacturing in China, we show that employers prefer graduates with higher levels of “cooperative innovation ability”, “knowledge and skills”, “stress management and adaptation” within Chinese national characteristic discipline programs. Particularly, although employers in national high-end equipment manufacturing have always emphasized employees’ loyalty and dedication, “character and personality” of a graduate does not have a direct effect on employer hiring preference, but instead the effect of cooperative innovation ability and knowledge and skills are fully moderated by character and personality.
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AlMazrouei H, Zacca R. Cultural intelligence as a predictor of expatriate managers turnover intention and creative self-efficacy. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2020. [DOI: 10.1108/ijoa-10-2019-1904] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of the study is to investigate the relationship between cultural intelligence (CQ) and job satisfaction and its effect on creative self-efficacy and turnover intention within the expatriate manager community of the UAE.
Design/methodology/approach
The study proposes a theoretical model that was tested using a survey instrument administered to expatriate managers working in multi-national organizations in Dubai’s Jabal Ali Free Trade Zone.
Findings
The results show that job satisfaction fully mediates the relationship between CQ and turnover intention. Furthermore, the results indicate that job satisfaction partially mediates the relationship between CQ and creative self-efficacy.
Originality/value
The study contributions to the literature on international business by examining how expatriate manager’s job satisfaction is affected by CQ and its effect on turnover intention and creative self-efficacy within the expatriate manager context, which is seldom investigated.
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Fee A, Gray SJ, Lu S. Developing cognitive complexity from the expatriate experience. INTERNATIONAL JOURNAL OF CROSS CULTURAL MANAGEMENT 2013. [DOI: 10.1177/1470595813484310] [Citation(s) in RCA: 27] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This study examines whether an international work assignment can contribute toward expatriates developing greater cognitive complexity, the core building block of a global mindset and a capability critical to being an effective cross-cultural operative. Using a pre-test–post-test longitudinal panel design, cognitive changes in a sample of Australian and New Zealand expatriates working in 18 different countries were measured. The findings show that, as a group, the expatriates’ levels of cognitive complexity increased significantly during the 12-month study period. The individuals who experienced the largest increase were those who interacted most frequently with host culture nationals.
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