Career Satisfaction of Filipino Professional Self-Initiated Expatriates in Thailand
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Published:
Jul 7, 2020
Keywords:
Self-Initiated Expatriates Career Satisfaction Filipino Professionals
Main Article Content
Abstract
Filipinos are renowned migrants to different parts of the world and are globally recognized with their professional workforce. An apparent influx of Filipino professional self-initiated expatriates in Thailand has inspired this study to explore their career plight and determine realistic approaches on how they would be satisfied with their career.
The research conducted two-phased scheme wherein mixed quantitative and qualitative methods were considered. The quantitative approach was used in identifying the factors that attract Filipino professional SIEs in Thailand. The qualitative approach was used in identifying the challenges that influence the patterns of their career satisfaction. The study was guided by Career Capital concept and was aimed at expanding its scope by extracting and expanding on the first main career competency – career satisfaction. The study found out that Filipino professional SIEs’ demographic details and work-related information has different levels of influence towards their career satisfaction. The respondents came up with mutual practical methods on ensuring their career satisfaction in Thailand.
Article Details
How to Cite
Claver, V. D. . (2020). Career Satisfaction of Filipino Professional Self-Initiated Expatriates in Thailand . Asia Pacific Journal of Religions and Cultures, 4(1), 40–54. Retrieved from https://so06.tci-thaijo.org/index.php/ajrc/article/view/240094
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References
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Al Ariss, A., & Crowley-Henry, M. (2013). Self-Initiated Expatriation and Migration in the Management Literature: Present Theorizations and Future Research Directions. Career Development International, 18(1), 78-96.
Andresen, M., Bergdolt, F., & Margenfeld, J. (2012). What Distinguishes Self-Initiated Expatriates from Assigned Expatriates and Migrants. Self-Initiated Expatriation: Individual, Organizational and National Perspectives, 166-194.
Andresen, M., Al Ariss, A., & Walther, M. (2012). Self-Initiated Expatriation (No. halshs-00738579).
Andresen, M., Bergdolt, F., Margenfeld, J., & Dickmann, M. (2014). Addressing International Mobility Confusion–Developing Definitions and Differentiations for Self-initiated and Assigned Expatriates as well as Migrants. The International Journal of Human Resource Management, 25(16), 2295-2318.
Renee Barnett, B., & Bradley, L. (2007). The Impact of Organisational Support for Career Development on Career Satisfaction. Career Development International, 12(7), 617-636.
Biemann, T., & Andresen, M. (2010). Self-Initiated Foreign Expatriates Versus Assigned Expatriates: Two Distinct Types of International Careers?. Journal of Managerial Psychology, 25(4), 430-448.
Blustein, D. L. (2017). THE PSYCHOLOGY OF WORKING: A New Perspective for Career Development. Career Planning & Adult Development Journal, 33(2).
Cao, L., Hirschi, A., & Deller, J. (2012). Self-Initiated Expatriates and Their Career Success. Journal of Management Development, 31(2), 159-172.
Cao, L., Hirschi, A., & Deller, J. (2013). The Positive Effects of a Protean Career Attitude for Self-Initiated Expatriates: Cultural Adjustment as a Mediator. Career Development International, 18(1), 56-77.
Ceric, A., & Crawford, H. J. (2016). Attracting SIEs: Influence of SIE Motivation on their Location and Employer Decisions. Human Resource Management Review, 26(2), 136-148.
Cerdin, J. L., & Brewster, C. (2014). Talent Management and Expatriation: Bridging Two Streams of Research and Practice. Journal of World Business, 49(2), 245-252.
Cerdin, J. L., & Selmer, J. (2014). Who is a Self-initiated Expatriate? Towards Conceptual Clarity of a Common Notion. The International Journal of Human Resource Management, 25(9), 1281-1301.
Chiaburu, D. S., Diaz, I., & De Vos, A. (2013). Employee alienation: relationships with careerism and career satisfaction. Journal of Managerial Psychology, 28(1), 4-20.
Crowley-Henry, M. (2012). Re-Conceptualizing the Career Development of Self-Initiated Expatriates: Rivers Not Ladders. Journal of Management Development, 31(2), 130-141.
Crowley‐Henry, M., O'Connor, E., & Al Ariss, A. (2016). Portrayal of Skilled Migrants' Careers in Business and Management Studies: A Review of the Literature and Future Research Agenda. European Management Review.
Davis, B. (2015). The Difference Between Job Satisfaction and Career Contentment. Career Tips. Ashford University. https://www.ashford.edu/blog/career-tips/the-difference-between-job-satisfaction-and-career-contentment
Dheer, R. J., & Lenartowicz, T. (2017). Career Decisions of Immigrants: Role of Identity and Social Embeddedness. Human Resource Management Review.
Dickmann, M., Suutari, V., Brewster, C., Mäkelä, L., Tanskanen, J., & Tornikoski, C. (2016). The Career Competencies of Self-Initiated and Assigned Expatriates: Assessing the Development of Career Capital Over Time. The International Journal of Human Resource Management, 1-25.
Doherty, N., Richardson, J., & Thorn, K. (2013). Self-Initiated Expatriation: Career Experiences, Processes and Outcomes. Career Development International, 18(1), 6-11.
Farndale, E., Pai, A., Sparrow, P., & Scullion, H. (2014). Balancing Individual and Organizational Goals in Global Talent Management: A Mutual-Benefits Perspective. Journal of World Business, 49(2), 204-214.
Guo, Y., Rammal, H. G., & Dowling, P. J. (2016). Career Capital Development of Self-Initiated Expatriates in China. In Global Talent Management and Staffing in MNEs (pp. 81-100). Emerald Group Publishing Limited.
Guo, Y., Rammal, H. G., & Dowling, P. J. (2016). Global Talent Management and Staffing in MNEs: An Introduction to the Edited Volume of International Business and Management. In Global Talent Management and Staffing in MNEs (pp. xv-xxiv). Emerald Group Publishing Limited.
Harry, Brown, Berends, Ehrenberg, Flanagan, Levy, Taylor, Eisenman, Fedorochko, Graf II, Hoyer, Bracken, O'Meara, Sollinger, Larson, Mills, Rizor, Rostker, Gotz, Roll, Jr., & Halvorson, Future Career Management Systems for U.S. Military Officers, Santa Monica, Calif.: RAND Corporation, MR-470-OSD, 1994.
Haslberger, A., & Vaiman, V. (2013). Self-Initiated Expatriates: A Neglected Source of the Global Talent Flow. In Talent Management of Self-initiated Expatriates (pp. 1-15). Palgrave Macmillan UK.
Inkson, K., & Arthur, M. B. (2001). How to be a Successful Career Capitalist. Organizational dynamics, 30(1), 48-61.
Ireland, G. W., & Lent, R. W. (2018). Career Exploration and Decision-Making Learning Experiences: A Test of the Career Self-Management Model. Journal of Vocational Behavior, 106, 37-47.
Jokinen, T., Brewster, C., & Suutari, V. (2008). Career Capital During International Work Experiences: Contrasting Self-Initiated Expatriate Experiences and Assigned Expatriation. The International Journal of Human Resource Management, 19(6), 979-998.
Keynote Address “Labour Migration Critical Issue for Thailand” by H.E. Phadermchai Sasomsub, Minister of Labour at International Conference on “On the Move: Critical Migration Themes in ASEAN”, 17 December 2012, 09.50-10.10 am. at Chulalongkorn University. Retrieved from http://www.arcmthailand.com/documents/documentcenter/H.E.Phadermchai-Labour%20Migration%20Critical%20Issue%20for%20Thailand.pdf April 13, 2017
Lidström, J., & Laiho, J. (2014). Self-Initiated Expatriates-Disloyal Adventurers or Misunderstood Heroes?. Retrieved from http://www.diva-portal.org/smash/record.jsf?pid=diva2%3A733276&dswid=8104
Lounsbury, J. W., Park, S. H., Sundstrom, E., Williamson, J. M., & Pemberton, A. E. (2004). Personality, Career Satisfaction, and Life Satisfaction: Test of a Directional Model. Journal of Career Assessment, 12(4), 395-406.
Malik, A. R., Manroop, L., Singh, P., (2017). Self-Initiated International Career Transition: A Qualitative Case Study of Pakistani Immigrants to Canada. European Business Review, 29(5), 584-602.
Makkonen, P. (2016). Career Self-Management Behaviour of Western Self-Initiated Expatriates in Local Organizations in China. The International Journal of Human Resource Management, 27(11), 1135-1157.
McNulty, Y., Brewster, C., McNulty, Y., & Selmer, J. (2016). The Concept of Business Expatriates. Research Handbook of Expatriates. Cheltenham: Edward Elgar.
Paitoonpong, S., & Chalamwong, Y. (2012). Managing International Labor Migration in ASEAN: A Case of Thailand.
Pande, S. (2011). Quarter Life Crisis Effect of Career Self Efficacy and Career Anchors on Career Satisfaction.
Presbitero, A., & Quita, C. (2017). Expatriate Career Intentions: Links to Career Adaptability and Cultural Intelligence. Journal of Vocational Behavior, 98, 118-126.
Scurry, T., Rodriguez, J. K., & Bailouni, S. (2013). Narratives of Identity of Self-Initiated Expatriates in Qatar. Career Development International, 18(1), 12-33.
Selmer, J., & Lauring, J. (2011). Marital Status and Work Outcomes of Self-Initiated Expatriates: Is There a Moderating Effect of Gender?. Cross Cultural Management: An International Journal, 18(2), 198-213.
Selmer, J., & Lauring, J. (2012). Reasons to Expatriate and Work Outcomes of Self-Initiated Expatriates. Personnel Review, 41(5), 665-684.
The Thailand Migration Report 2011 International Organization for Migration, Thailand Office
Thorn, K. (2009). The Relative Importance of Motives for International Self-Initiated Mobility. Career Development International, 14(5), 441-464.
Vaiman, V., Haslberger, A., & Vance, C. M. (2015). Recognizing the Important Role of Self-Initiated Expatriates in Effective Global Talent Management. Human Resource Management Review, 25(3), 280-286.
Al Ariss, A., & Crowley-Henry, M. (2013). Self-Initiated Expatriation and Migration in the Management Literature: Present Theorizations and Future Research Directions. Career Development International, 18(1), 78-96.
Andresen, M., Bergdolt, F., & Margenfeld, J. (2012). What Distinguishes Self-Initiated Expatriates from Assigned Expatriates and Migrants. Self-Initiated Expatriation: Individual, Organizational and National Perspectives, 166-194.
Andresen, M., Al Ariss, A., & Walther, M. (2012). Self-Initiated Expatriation (No. halshs-00738579).
Andresen, M., Bergdolt, F., Margenfeld, J., & Dickmann, M. (2014). Addressing International Mobility Confusion–Developing Definitions and Differentiations for Self-initiated and Assigned Expatriates as well as Migrants. The International Journal of Human Resource Management, 25(16), 2295-2318.
Renee Barnett, B., & Bradley, L. (2007). The Impact of Organisational Support for Career Development on Career Satisfaction. Career Development International, 12(7), 617-636.
Biemann, T., & Andresen, M. (2010). Self-Initiated Foreign Expatriates Versus Assigned Expatriates: Two Distinct Types of International Careers?. Journal of Managerial Psychology, 25(4), 430-448.
Blustein, D. L. (2017). THE PSYCHOLOGY OF WORKING: A New Perspective for Career Development. Career Planning & Adult Development Journal, 33(2).
Cao, L., Hirschi, A., & Deller, J. (2012). Self-Initiated Expatriates and Their Career Success. Journal of Management Development, 31(2), 159-172.
Cao, L., Hirschi, A., & Deller, J. (2013). The Positive Effects of a Protean Career Attitude for Self-Initiated Expatriates: Cultural Adjustment as a Mediator. Career Development International, 18(1), 56-77.
Ceric, A., & Crawford, H. J. (2016). Attracting SIEs: Influence of SIE Motivation on their Location and Employer Decisions. Human Resource Management Review, 26(2), 136-148.
Cerdin, J. L., & Brewster, C. (2014). Talent Management and Expatriation: Bridging Two Streams of Research and Practice. Journal of World Business, 49(2), 245-252.
Cerdin, J. L., & Selmer, J. (2014). Who is a Self-initiated Expatriate? Towards Conceptual Clarity of a Common Notion. The International Journal of Human Resource Management, 25(9), 1281-1301.
Chiaburu, D. S., Diaz, I., & De Vos, A. (2013). Employee alienation: relationships with careerism and career satisfaction. Journal of Managerial Psychology, 28(1), 4-20.
Crowley-Henry, M. (2012). Re-Conceptualizing the Career Development of Self-Initiated Expatriates: Rivers Not Ladders. Journal of Management Development, 31(2), 130-141.
Crowley‐Henry, M., O'Connor, E., & Al Ariss, A. (2016). Portrayal of Skilled Migrants' Careers in Business and Management Studies: A Review of the Literature and Future Research Agenda. European Management Review.
Davis, B. (2015). The Difference Between Job Satisfaction and Career Contentment. Career Tips. Ashford University. https://www.ashford.edu/blog/career-tips/the-difference-between-job-satisfaction-and-career-contentment
Dheer, R. J., & Lenartowicz, T. (2017). Career Decisions of Immigrants: Role of Identity and Social Embeddedness. Human Resource Management Review.
Dickmann, M., Suutari, V., Brewster, C., Mäkelä, L., Tanskanen, J., & Tornikoski, C. (2016). The Career Competencies of Self-Initiated and Assigned Expatriates: Assessing the Development of Career Capital Over Time. The International Journal of Human Resource Management, 1-25.
Doherty, N., Richardson, J., & Thorn, K. (2013). Self-Initiated Expatriation: Career Experiences, Processes and Outcomes. Career Development International, 18(1), 6-11.
Farndale, E., Pai, A., Sparrow, P., & Scullion, H. (2014). Balancing Individual and Organizational Goals in Global Talent Management: A Mutual-Benefits Perspective. Journal of World Business, 49(2), 204-214.
Guo, Y., Rammal, H. G., & Dowling, P. J. (2016). Career Capital Development of Self-Initiated Expatriates in China. In Global Talent Management and Staffing in MNEs (pp. 81-100). Emerald Group Publishing Limited.
Guo, Y., Rammal, H. G., & Dowling, P. J. (2016). Global Talent Management and Staffing in MNEs: An Introduction to the Edited Volume of International Business and Management. In Global Talent Management and Staffing in MNEs (pp. xv-xxiv). Emerald Group Publishing Limited.
Harry, Brown, Berends, Ehrenberg, Flanagan, Levy, Taylor, Eisenman, Fedorochko, Graf II, Hoyer, Bracken, O'Meara, Sollinger, Larson, Mills, Rizor, Rostker, Gotz, Roll, Jr., & Halvorson, Future Career Management Systems for U.S. Military Officers, Santa Monica, Calif.: RAND Corporation, MR-470-OSD, 1994.
Haslberger, A., & Vaiman, V. (2013). Self-Initiated Expatriates: A Neglected Source of the Global Talent Flow. In Talent Management of Self-initiated Expatriates (pp. 1-15). Palgrave Macmillan UK.
Inkson, K., & Arthur, M. B. (2001). How to be a Successful Career Capitalist. Organizational dynamics, 30(1), 48-61.
Ireland, G. W., & Lent, R. W. (2018). Career Exploration and Decision-Making Learning Experiences: A Test of the Career Self-Management Model. Journal of Vocational Behavior, 106, 37-47.
Jokinen, T., Brewster, C., & Suutari, V. (2008). Career Capital During International Work Experiences: Contrasting Self-Initiated Expatriate Experiences and Assigned Expatriation. The International Journal of Human Resource Management, 19(6), 979-998.
Keynote Address “Labour Migration Critical Issue for Thailand” by H.E. Phadermchai Sasomsub, Minister of Labour at International Conference on “On the Move: Critical Migration Themes in ASEAN”, 17 December 2012, 09.50-10.10 am. at Chulalongkorn University. Retrieved from http://www.arcmthailand.com/documents/documentcenter/H.E.Phadermchai-Labour%20Migration%20Critical%20Issue%20for%20Thailand.pdf April 13, 2017
Lidström, J., & Laiho, J. (2014). Self-Initiated Expatriates-Disloyal Adventurers or Misunderstood Heroes?. Retrieved from http://www.diva-portal.org/smash/record.jsf?pid=diva2%3A733276&dswid=8104
Lounsbury, J. W., Park, S. H., Sundstrom, E., Williamson, J. M., & Pemberton, A. E. (2004). Personality, Career Satisfaction, and Life Satisfaction: Test of a Directional Model. Journal of Career Assessment, 12(4), 395-406.
Malik, A. R., Manroop, L., Singh, P., (2017). Self-Initiated International Career Transition: A Qualitative Case Study of Pakistani Immigrants to Canada. European Business Review, 29(5), 584-602.
Makkonen, P. (2016). Career Self-Management Behaviour of Western Self-Initiated Expatriates in Local Organizations in China. The International Journal of Human Resource Management, 27(11), 1135-1157.
McNulty, Y., Brewster, C., McNulty, Y., & Selmer, J. (2016). The Concept of Business Expatriates. Research Handbook of Expatriates. Cheltenham: Edward Elgar.
Paitoonpong, S., & Chalamwong, Y. (2012). Managing International Labor Migration in ASEAN: A Case of Thailand.
Pande, S. (2011). Quarter Life Crisis Effect of Career Self Efficacy and Career Anchors on Career Satisfaction.
Presbitero, A., & Quita, C. (2017). Expatriate Career Intentions: Links to Career Adaptability and Cultural Intelligence. Journal of Vocational Behavior, 98, 118-126.
Scurry, T., Rodriguez, J. K., & Bailouni, S. (2013). Narratives of Identity of Self-Initiated Expatriates in Qatar. Career Development International, 18(1), 12-33.
Selmer, J., & Lauring, J. (2011). Marital Status and Work Outcomes of Self-Initiated Expatriates: Is There a Moderating Effect of Gender?. Cross Cultural Management: An International Journal, 18(2), 198-213.
Selmer, J., & Lauring, J. (2012). Reasons to Expatriate and Work Outcomes of Self-Initiated Expatriates. Personnel Review, 41(5), 665-684.
The Thailand Migration Report 2011 International Organization for Migration, Thailand Office
Thorn, K. (2009). The Relative Importance of Motives for International Self-Initiated Mobility. Career Development International, 14(5), 441-464.
Vaiman, V., Haslberger, A., & Vance, C. M. (2015). Recognizing the Important Role of Self-Initiated Expatriates in Effective Global Talent Management. Human Resource Management Review, 25(3), 280-286.