Career Development International Journal Impact Factor & Information

Publisher: Emerald

Journal description

We live in an age in which there is a vast amount of confusion, uncertainty and ambiguity about the direction in which careers are moving. Flatter organizations often means less opportunity for progression onwards and upwards and yet companies still need motivated people who feel stretched and challenged in their roles.

Current impact factor: 0.00

Impact Factor Rankings

Additional details

5-year impact 0.00
Cited half-life 0.00
Immediacy index 0.00
Eigenfactor 0.00
Article influence 0.00
Website Career Development International website
Other titles Career development international (Online)
ISSN 1362-0436
OCLC 45221332
Material type Document, Periodical, Internet resource
Document type Internet Resource, Computer File, Journal / Magazine / Newspaper

Publisher details

Emerald

  • Pre-print
    • Author can archive a pre-print version
  • Post-print
    • Author can archive a post-print version
  • Conditions
    • Voluntary deposit by author of author's pre-print or author's post-print allowed on author's personal website or Institutional repository, where there is no mandate to deposit
    • If mandated by a funding agency, the author's post-print may be deposited in any open access repository after a 24 months embargo period
    • Author's pre-print and Author's post-print not allowed on subject-based repository
    • Must link to publisher version with DOI
    • Publisher's version/PDF cannot be used
    • Published source must be acknowledged with set statement
    • Non-commercial
    • Publisher last contacted on 02/04/2013
  • Classification
    ​ green

Publications in this journal

  • Career Development International 05/2015; 20(2):163-178. DOI:10.1108/CDI-05-2013-0071
  • Career Development International 05/2015; 20(2):133-146. DOI:10.1108/CDI-07-2014-0096
  • [Show abstract] [Hide abstract]
    ABSTRACT: ABSTRACT PURPOSE: This article empirically assesses the importance for nations of key institutional, economic and societal factors for attracting internationally mobile skilled professionals from abroad. It examines the existing literature on international talent mobility and empirically tests the validity of nation branding as a strategy for attracting internationally mobile skilled professionals. DESIGN: We use secondary data from the World Economic Forum, the United Nations Development Programme (UNDP) and the Martin Prosperity Institute to test six hypotheses concerning factors that attract internationally mobile skilled professionals to a foreign country to live and work. FINDINGS: The study finds that conditions of employment, quality of life, good governance, and tolerance towards people of diverse backgrounds are key issues that need to be holistically emphasized in successful nation branding campaigns aimed at attracting highly skilled professionals from abroad. ORIGINALITY / VALUE: We use strong secondary data to reduce common method bias in the results which show that “macro” factors sway internationally mobile skilled professionals to favor some countries over others. We contribute to the literature on international talent flows by conceptualizing nation branding as a framework through which a variety of push and pull factors can be examined to entice and attract internationally mobile skilled professionals to a particular host-country. The findings will apply to several different types of skilled professionals including self-initiated expatriates, self-initiated corporate expatriates, and third country nationals and local foreign hires.
    Career Development International 03/2015; Volume 20(Issue 3). DOI:10.1108/CDI-08-2014-0105
  • [Show abstract] [Hide abstract]
    ABSTRACT: Purpose: The aim of this paper is to study well-being among the internationally mobile work force by exploring the relationships between international business traveling, work–family conflict, and health issues. In this study, these relationships are examined on the basis of the health impairment process of the Job Demands-Resources (JD-R) model. More specifically, the study examines the role of work-family conflict as a mediator between international business travel and sleep problems using a full panel design. Design/ methodology: The data for this study are drawn from Finnish employees whose work involved international business travel (N = 868) and who answered two surveys with a one-year time lag. Findings: The results showed that international business travel in terms of the number of travel days per year, while not predicting sleep problems directly over time, did significantly increase work–family conflict, which in turn increased sleep problems. Thus, work–family conflict functioned as a mediator in the relationship between business travel and subsequent sleep problems. Practical implications: Our results indicate that family-friendly HR policies and practices might help international business travelers reduce levels of work–family conflict, which could in turn protect them from harmful health effects, particularly sleep problems. Originality/ value: The study examines the understudied professional group of international business travelers and contributes to the knowledge on their well-being and work–family conflict issues.
    Career Development International 11/2014; 19(7). DOI:10.1108/CDI-04-2014-0048
  • Career Development International 10/2014; 19(6). DOI:10.1108/CDI-12-2013-0144
  • [Show abstract] [Hide abstract]
    ABSTRACT: Purpose ‐ The purpose of this paper is to examine the extent to which ‐ and how ‐ female expatriate role models support women to take up expatriate assignments in the male-dominated oil and gas industry. Design/methodology/approach ‐ The research uses data from a census survey of female expatriates supported by semi-structured interviews with a stratified sample of the survey respondents, triangulated with interviews with human resource (HR) professionals and analysis of organizational policy relevant to expatriation. Findings ‐ Potential assignees value the information that women role models can provide on living in challenging, masculine locations. Role models are particularly important to women undertaking unaccompanied assignments and also when assignment periods exceed traditional lengths. Current female expatriates do not view themselves as role models, despite HR professionals recognizing their value in inspiring women's expatriation. Research limitations/implications ‐ This research was set in a sector with very few female expatriate role models. Further research is needed to understand the influence of role models on women's expatriation in different sectors and organizations with greater female role model representation. Practical implications ‐ Training for current assignees, time to be set aside within work duties and communications links to enable current and returned female expatriates to connect with potential assignees are needed to widen expatriate gender diversity. Originality/value ‐ This research contributes to theory by linking the importance of role models to women's career stages. It proposes a new theoretical contribution by linking role model importance to the types of assignments women undertake. Practical suggestions for organizations are given to widen expatriate gender diversity via support for role models.
    Career Development International 09/2014; 19(5). DOI:10.1108/CDI-10-2013-0123
  • [Show abstract] [Hide abstract]
    ABSTRACT: Purpose ‐ The purpose of this paper is to examine the effects of chronological age and formal and informal learning activities on employability. Furthermore, indirect effects of age on employability via learning activities were tested. Design/methodology/approach ‐ The authors conducted quantitative, cross-sectional survey research (n=780) in three Dutch and Austrian organizations to study the relationship between chronological age, formal and informal learning activities, and employability using structural equation modeling. Findings ‐ The authors find that both formal and informal learning increase employees' employability. However, each type of learning contributes to different components of employability. Additionally, the authors find indirect effects of chronological age on employability via formal learning. Research limitations/implications ‐ The results question the focus on chronological age in organizational and political decision making and contribute new insights for the management of an increasingly older workforce. Practical implications ‐ The findings question the predominant use of chronological age as decisive criterion in organizational and national policies and call for closer examination of stereotypes against older employees. Employees should be supported in pursuing learning activities ‐ irrespective of their chronological age. The implications of limiting employees' access to formal learning activities may limit their future employability. Individual employees, however, are in control of their informal learning activities, and this is a very important lever to maintain and develop employability. Social implications ‐ Given the increasing dependency of social welfare systems on older people's active participation in the labor market, this study stresses that it is not chronological age per se that affects people's employability. This diverges from the way of how chronological age is used in policy making. Originality/value ‐ This study contributes further evidence for the relationships of age and formal and informal learning on employability. Additionally, it extends previous literature by examining different effects on different facets of employability, criticizing the prevalent use of chronological age, and investigating potential mediation effects.
    Career Development International 09/2014; 19(5). DOI:10.1108/CDI-11-2013-0139
  • Career Development International 08/2014; 19(4):381-403. DOI:10.1108/CDI-10-2013-0129
  • Career Development International 08/2014; 19(4):426-446. DOI:10.1108/CDI-10-2013-0121