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Submit a Manuscript to the Journal
Human Resource Development International

For a Special Issue on
Career Success and the International Human Resource Development

Manuscript deadline
01 December 2022

Cover image - Human Resource Development International

Special Issue Editor(s)

Dr. Yan Shen, Gustavson School of Business, University of Victoria, Canada
[email protected]

Dr. Najung Kim, Kookmin University, South Korea
[email protected]

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Career Success and the International Human Resource Development

Career success, “the accomplishment of desirable work-related outcomes at any point in a person’s work experiences over time” (Arthur, Khapova, & Wilderom, 2005, p. 178), has attracted great attention in the field of Careers, Human Resources, and International Business due to its various individual, group-level, and organizational implications. Multiple dimensions of career success have been proposed and examined (e.g., promotion, financial achievement, subjective satisfaction, sense of fulfillment) together with various predictors and outcomes of career success. Recently, more and more scholars have answered the call for situating career studies in specific contexts (Mayrhofer, Meyer, & Steyrer, 2007). For example, Smale et al. (2019) examined how the national culture moderates the relationship between proactive career behaviors and subjective career success.

Furthermore, the conceptualization of career success could vary depending on a certain context (Dries, 2011; Heslin, 2005). We still have limited insights into career success beyond managers and professionals in developed countries. More studies are needed to examine career success covering a broader range of occupations and contexts. For example, Thomas (1989) and Hennequin (2007) argued that the careers of blue collar workers progress differently from those of white collar workers. Therefore, the unique nature of blue collar workers’ careers would require different HR practices to enhance their sense of career success. In addition, the current pandemic has significantly influenced how individuals adapt to the new work context and redefine their careers and career success. Thus, it is extremely important for HR practitioners to develop post-pandemic appropriate practices that foster individuals’ career resilience and success (Ghosh, 2021; Mishra & McDonald, 2017). A deeper understanding of career success grounded in various contexts enables employers to develop an optimal mix of standardized and differentiated approaches when managing their employees across the globe (Shen et al., 2015). Specifically, employers can incorporate universal dimensions of career success into their standardized HR practices and reflect differentiating factors of career success to develop context-specific HR practices.

This Special Issue aims to present career success from a multi-national and/or multi-contextual perspective. For instance, a study on the relationship between a specific HR practice (e.g., mentoring) and its positive effects on subjective career success of employees crossing multiple cultural contexts (Holtbrügge & Ambrosius, 2015) could be one of the many topics that are appropriate for this Special Issue. In particular, this Special Issue focuses on bringing together divergent perspectives on career success across the globe with a particular link to international human resource development. We invite scholars from Careers, Human Resources, and International Business fields to explore how career success has been examined and employed in varying national, occupational, and cultural contexts.


We are excited to gather diverse approaches on career success across national boundaries and cultural contexts that have potential implications for international human resource development (e.g., cross-cultural comparison of career success perceptions). We also encourage examining career success within cultural contexts that remain underrepresented throughout the world, such as developing and emerging economies. We welcome both empirical papers employing various methods including qualitative, quantitative, mixed-method, and other novel methods and theoretical/review papers making novel and meaningful contribution to the existing literature.

Possible themes on career success in understudied contexts and across varying boundaries that offer implications for international human resource development are but not limited to:

  • Examining how career success is conceptualized beyond white-collar workers in developed countries and its implications for international HRD;
  • Exploring perceptions, predictors, and/or outcomes of career success across different cultural and/or occupational contexts;
  • Comparing and contrasting the link between career success and HRD in multiple contexts;
  • Suggesting new HRD approaches in the fast-changing work context that help enhance individuals’ career resilience and success;
  • Presenting HRD practices that are tailed to the needs of a specific context and/or occupation;
  • Systemically reviewing the extant literature on how contexts influence individuals’ career success and corresponding HRD practices;
  • Proposing a set of integrative, multi-contextual HRD practices targeting individuals’ career success;
  • Building a new theoretical framework that enhances our understanding of career success and HRD practices in varying contexts.

Submission Instructions

All contributions must have a specific cultural or global perspective and be broadly grounded within the field of HRD. For questions, please contact Dr. Yan Shen / Dr. Najung Kim.


  • December 1st, 2022 | Submission of Full Paper for peer reviewer process through HRDI's submission site. Please select Special Issue option.
  • September 1st, 2023 | Issue finalized and completed.

Instructions for AuthorsSubmit an Article

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