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Sustainability has been adopted as a perspective for understanding contemporary careers, which enables an analytical view of the reality of work by including human and social impacts. This theoretical essay discusses the foundations of sustainability as a core dimension of the sustainable career concept. As its main contributions, the career sustainability perspective offers a lens for a theoretical analysis emphasizing in a systemic and procedural way, and among other factors: the dynamics of the influence of multiple contexts for the continuity of individual paths; career continuity through time movements and the choices made; the interconnectivity of the diverse actors that influences individual careers; the need for a process which allows adaptive capability to be fostered, and the creation of opportunities for sustainability. [ABSTRACT FROM AUTHOR]

Copyright of Brazilian Journal of Management / Revista de Administração da UFSM is the property of Brazilian Journal of Management / Revista de Administracao da UFSM and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to understand how external auditors from Big Four companies perceive their career and what is the relationship with people management in these organizations. For this, an exploratory-descriptive study with a qualitative approach was carried out. Semi-structured interviews were conducted with 14 accountants with at least two years of experience working in a Big Four. The results show that working in a Big Four requires a set of skills, mainly technical and conceptual, but also linked to attitude, not only for the formation of a career trajectory but also for the self-maintenance of the worker in this professional environment. The training and development policies stood out in the participants' opinion, who refer to them as the main attraction attributes, even overlapping the remuneration. A career in a Big Four is typically organizational (traditional); however, it has modeled itself on the characteristics of other career conceptions: protean, borderless, kaleidoscopic, and sustainable. [ABSTRACT FROM AUTHOR]

Copyright of Administração: Ensino e Pesquisa is the property of Administracao: Ensino e Pesquisa and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Organizações em Contexto is the property of Revista Organizacoes em Contexto and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Administraçãao da UNIMEP is the property of Revista de Administracao da UNIMEP and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Ágora is the property of Universidade do Contestado and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Expatriation has been found by employees to be one of the ways to increase their knowledge and to rethink their professional career, due to the learning possibilities and international challenges of the process. The purpose of this study is to analyze the perceptions of employees who have had/are having international professional experience, concerning the impact of the expatriation on their careers. For this purpose, a case study was developed in the company Alpha, in which 21 interviews were conducted. As the main result, it was found that there is a strong relationship between expatriation and career, as international experience has been an aggregator of knowledge, as well as of management, technical and personal development. This experience is seen as something that is appreciated by the job market, opening up new relocation opportunities for the employee. For these reasons, expatriate employees tend to give much more value to their internal careers (the sum of the individual's experiences and learning events) than the organizational career (careers and positions within the company). [ABSTRACT FROM AUTHOR]

This paper analyses the strategic role of the expatriation in the internationalization of the company. Expatriation should be minded as the result of a broader organizational strategy, representing one of the ways to articulate international and local strategies. A case study made on the Alpha Company has been presented in which 21 interviews were performed with professionals of the area and expatriates/repatriates. Alpha company has very emphasis in the world scenario and has a expatriation program of 12 years, nevertheless, has a lack of polices and more structured practices, due to its internationalization has been taken a larger dimension as the company was ready to deal with. It is pointed, however, that the same process have permitted several growing possibilities for professionals and the company as has presented many challenges to be overcome, like enhancement of the process training, repatriation planning, valorization and retention of the repatriate. [ABSTRACT FROM AUTHOR]

Expatriation is the process which occurs when an employee of an organization takes a position in a foreign country, while repatriation is the moment in which the expatriate returns to the home country. In order to analyze the repatriation process and the employees' expectations regarding the repatriation, and identify the challenges that this process generates to the organization, a case study was developed at Alpha Company, in which 21 people were interviewed: two persons representing the Human Resources and 19 employees, including expatriates and repatriates. In order to analyze the data collected a content analysis was conducted based on the transcript of the interviews. The research shows that, even though the organization has the expatriation program for 12 year, it needs more structured policies and practices because the internationalization developed more than the organization was prepared to support. Another finding is that the repatriates give more value to their internal career when they are back to their home countries. They value more the development of skills and the professional career, regardless the organization. The organizational career stays in the background, especially since the company does not have a structure to allocate the repatriates in positions that require more responsibilities, as it was required abroad. [ABSTRACT FROM AUTHOR]

Copyright of REGE Revista de Gestão is the property of Emerald Publishing Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Cadernos EBAPE.BR is the property of Fundacao Getulio Vargas, Escola Brasileira de Administracao Publica e de Empresas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of REGE Revista de Gestão is the property of Emerald Publishing Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)