A needs-driven approach to expatriate adjustment and career development: a multiple mentoring perspective

By John M. Mezias, T. Scandura. 2005

262 citations recorded by the source corpus.

Subfields: Clinical Psychology, Communication, Social Psychology

View Paper: https://www.semanticscholar.org/paper/586513f3b1e6154f28a8ccc61be44cb20512c5f8

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Citations in the corpus

Contemporary career orientations and career self-management: A review and integration (2021, background): “…definitions, overemphasis on personal agency, and poor empirical support for the dominance of boundaryless careers according to the boundary theory Mezias & Scandura (2005) Journal of International Business Studies 137 Theory Develops a theory of international mentoring by integrating protean and…”
Mentoring Together: A Literature Review of Group Mentoring (2012, background): “…that were never in contact with each other (e.g., Brown, 2005; Crocitto, Sullivan, & Carraher, 2005; Higgins, 2000; de Janasz & Sullivan, 2004; Mezias & Scandura, 2005) or relationships that involved one-to-one mentoring and included group components that the mentor did not regularly…”
Why do international assignees stay? An organizational embeddedness perspective (2011, methodology): “Consistent with Ng and Feldman’s (2007) conceptualization of organizational embeddedness, we propose that inpatriates’ organizational embeddedness may involve three elements: links with host-unit colleagues; fit to the host unit; and sacrifices associated with leaving the MNC that stem from their in”
Global mentoring as a means of career development and knowledge creation: A learning‐based framework and agenda for future research (2005, background): “Similarly, although attention has recently been given to the mentoring of expatriate managers (e.g. Higgins and Kram, 2001; Mezias and Scandura, 2005), little attention has focused on the potential of a returning expatriate as a mentor as well as the range of mentor-protégé relationships that occur ”
A Review of Developmental Networks (2012, background): “In a conceptual study of multiple mentoring among expatriates, Mezias and Scandura (2005) included hierarchical and peer mentors both inside and outside the protégé’s organization (e.g., another firm’s expatriates, diplomats, chamber of commerce members), thus broadening the conceptualization of…”
Dynamic cross-cultural competencies and global leadership effectiveness (2012, background): “…assignments or participation in international meetings), membership on National Conference on Leadership Competency for Star Performance Special Issue 06 th October 2016 All Rights Reserved © 2016 IJSEM 74 global teams (Maznevski & DiStefano, 2000), in-country mentoring (Mezias & Scandura, 2005).”
Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, unknown): “There are some studies that show temporal aspects of stage models, such as Mezias and Scandura (2005), who illustrate different mentoring roles relevant for expats over time.”
Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, unknown): “…& Mondore, 2009), work/nonwork conflict (Greenhaus & Powell, 2003, 2006), career renewal (Baruch & Quick, 2007; Power, 2009), and expatriate assignments (Mezias & Scandura, 2005; Richardson & Mallon, 2005; Sanchez, 2000; Tharenou, 2009), in light of the increased permeability between boundaries.”
Cross-cultural adjustment of expatriates: The role of emotional intelligence and gender (2014, background): “…support (Black & Stephens, 1989; Caligiuri, Hyland, Joshi, & Bross, 1998); organizational support (Caligiuri, Joshi, & Lazarova, 1999); mentoring (Mezias & Scandura, 2005); role novelty and role ambiguity (Shaffer, Harrison, & Gilley, 1999); cultural distance/ cultural similarity (Black &…”
The relationship between perceived compensation, organizational commitment and job satisfaction: the case of Mexican workers in the Korean Maquiladoras (2007, background): “Mezias and Scandura, 2005 ; Toh and Denisi, 2003 ).”
Mentorship, supervision and learning experience in PhD education (2013, background): “A need-driven approach (Mezias and Scandura 2005 ) is recommended, stemming from the recognition that individuals have unique learning demands in different situations.”