Developing Career Capital Through International Assignments in Chinese MNCs: An Examination of Gender Impact on Career Capital

As globalization intensifies, understanding how expatriates enhance their professional trajectories becomes increasingly vital. However, most relevant studies are conducted in Western developed contexts, neglecting the effects on individuals from emerging countries like China. Within the unique context of Chinese multi-national corporations (MNCs), this research report examines the accumulation of career capital among expatriates through international assignments, with a particular focus on gender differences. Employing an interpretive paradigm, the research utilizes qualitative methodology, specifically semi-structured interviews, to gather in-depth insights. Using De Fillippi & Arthur’s career capital framework: “knowing-how”, “knowing-whom”, and “knowing-why” to analyse the data, the key findings reveal that both male and female expatriates experience substantial personal and professional growth; however, their approaches differ. Male expatriates are driven by their motivation and purpose to enhance work skills and develop networks. They typically receive support from their organization. Female expatriates leverage their networks to navigate challenges and enhance their visibility within the organization. Despite facing gender biases that may impede career advancement, they can receive support from mentors. It contributes to the International Human Resource Management (IHRM) literature and offers practical implications for MNCs aiming to foster inclusive environments for expatriates. Implications are rehearsed, exposing areas for further research.