اهداف شغلی بیگانه: پیوندهای سازگاری شغلی و هوش فرهنگی  Expatriate career intentions: Links to career adaptability and cultural intelligence

1. Introduction Globalization makes people increasingly mobile (Collings, 2014; Mayrhofer & Reiche, 2014). People nowadays move across geographical and cultural boundaries to take up work and career opportunities (Baruch, Budhwar & Khatri, 2007; Iredale, 2001). For example, many skilled professionals from the so-called “third world countries” go to “first world countries” to chase their dreams of having stable careers (Cottier & Sieber-Gasser, 2015; Castles & Miller, 2010; Carr, Inkson & Thorn, 2005). This form of global mobility, also known as self-initiated expatriation, is characterized by moving to another country without being sent by a company or an employer (Doherty, Richardson & Thorn, 2013; Cerdin & Le Pargneux, 2010). Unlike traditional expatriation wherein organizations initiate the move to another country, self-initiated expatriation involves moving to a country of one’s choice to seek a job and to establish a more stable career (Collings, Doherty, Luethy & Osborn, 2011; Jokinen, Brewster & Suutari, 2008). Many self-initiated expatriates relocate and move to developed countries such as Australia, New Zealand, USA, Canada, Dubai and the UK (Doherty, 2013; Inkson & Myers, 2003). 1.1 Rationale for the study One country that has high rates of self-initiated expatriation is the Philippines. A country considered to be “third world”, in 2014 the Philippines had approximately 2.3 million people who migrated to “first world countries” such as Canada, United Arab Emirates and Singapore, among others, to work (Philippine Overseas Employment Administration [POEA], 2015). Many of these self-initiated expatriates were new graduates or had had a few years of work experience in the Philippines. They cited economic and career-related reasons as influential in their decision to relocate and find careers in another country. However, it is unclear whether factors other than economic and career-related reasons influenced their decisions. In particular, it is unknown whether they had individual-level characteristics that regulated or exacerbated their decision to move to another country to find better career opportunities. Furthermore, it is not clear whether they had been influenced by their adaptive resources or by their intercultural skills and capabilities to pursue overseas careers. These seeming gaps in the literature warrant addressing and can contribute significantly to the growing literature on career development of expatriates (Schulteiss & Davis, 2015; Doherty, Richardson & Thorn, 2013) 1.2 Aims of the study This study aims to shed light on the early stages of expatriate careers, in particular, the formation of the intention to have a career abroad. As many more people become globally mobile in search of better careers in another country, it is important to have an in-depth understanding of the individual-level factors that contribute to the formation of such intentions to seek overseas careers. To achieve this main goal, a study has been conducted involving university students in the Philippines. It is believed that the intention to seek an overseas career becomes salient at this stage (i.e., university years) following Lee, Porfeli and Hirschi’s (2016) argument that building and establishing career is a critical vocational process that starts from childhood and becomes more important at the young adult stage. Such view suggests that careful examinations of these developmental stages are relevant in fully understanding the career choices of individuals. Hence, an investigation involving university students has been carried out to find the factors that contribute to the formation and development of the intention to have an expatriate career.