Career Development International

Purpose – The paper seeks to determine whether different aspects of migrant pre-migration characteristics (human capital and motivation to migrate) and post-migration behaviour (social integration and career self-management) predict migrants' post-migration career success.

Design/methodology/approach – The research employed a survey questionnaire applied to a sample of 210 migrants who had migrated from Sri Lanka to New Zealand. Twenty-three independent and three dependent (career success – objective and subjective) variables were measured. Sequential multiple regression analysis was applied, mirroring the time-sequenced theory of career development.

Findings – Overall, migrants' occupational status had declined markedly following migration. Variables representing human capital, social integration and career self-management perspectives all contributed substantially to explaining variances in career success, especially objective career success, but motivation to migrate did not. Human capital variables were especially influential in determining pre-migration success, acculturation in the host country and education in the host country in post-migration success. Effects of career self-management behaviours on success were relatively small.

Research limitations/implications – A limitation is the cross-sectional design, and possible non-generalisability beyond a single migrant group and host country.

Practical implications – The paper discusses implications for migrants, policy makers and future research.

Originality/value – Migration, and interest in research on migrants' careers, is growing. This paper applies a wide range of predictor variables and a logical causal model to predicting migrant career success, indicates significant effects, and points to positive actions that may be taken by government, organisations and migrants.