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    Skilled migrant women : evolving or devolving careers : a study exploring the unfolding career experiences of skilled migrant women : a dissertation presented in the partial fulfilment of the requirements for the degree of Doctor of Philosophy in Human Resource Management at Massey University, Albany, New Zealand
    (Massey University, 2023) Odedra, Nimeesha
    This research explores how the career experiences of skilled migrant women unfolds over the first ten years in their host country, New Zealand. Most scholars have classified ‘skilled’ migrants as people on the move, possessing tertiary or professional qualifications and/or professional experience at the time they leave their home countries to seek employment elsewhere (Al Ariss & Syed, 2011). Women comprise almost half of the skilled migrants approved permanent residency in New Zealand, and they bring with them skills, qualifications and experience that are highly advantageous to organisations in today’s competitive marketplace. However, their skills are often under-utilised, and while this has repercussions for the migrant women themselves, it can cost organisations substantially in lost productivity. Although some studies have explored the career experiences of skilled migrant women, relatively little is known about the complex interplay of factors that shape their career pathways, or how skilled migrant women utilise their agency in navigating their career in the host country. To address this gap, this study provides a deeper contextual understanding of the career experiences of skilled migrant women in New Zealand by exploring their experiences through the lens of contemporary migration and career theories. This research is guided by the question: how do the career experiences of skilled migrant women unfold in their host country? There were two underlying research objectives: i) to provide more in-depth understanding and meaning to the life and career experiences of skilled migrant women, and ii) to contribute to existing migration and career theories by exploring the applicability of career and migration theories to the career experiences of skilled migrant women. This study adopts an interpretivist philosophical approach aligned with a constructionist stance which focuses on how the participant makes sense of their career, specifically on how they construct and experience their career in New Zealand (which is the host country context of this study). A career life history approach is utilised as this is appropriate for an exploratory nature of this study, allowing participants to reconstruct events subjectively and meaningfully in their social and cultural context and in their own words. By embracing a holistic classification of career, this research takes into consideration the whole life perspective of the participants’ careers. The findings of this study were informed by 40 semi-structured life narrative interviews conducted with skilled migrant women in New Zealand. Thematic narrative analysis of the data was used to shed light on how skilled migrant women’s experiences aligned with contemporary migration and contemporary career theoretical frameworks. The migration theoretical frameworks examined in the course of this study are the relational perspective (Syed, 2008), the integrated model (Tharmaseelan et al, 2010), the highly skilled migrant women's career development framework (van den Bergh & Du Plessis, 2012), the skilled migrant’s qualification-matched employment model (Shirmohammadi et al, 2018), modes of engagement (Al Ariss, 2010), and theory of motivation to integrate (Cerdin et al., 2014). The three-phase career model (O'Neil & Bilimoria, 2005) and the kaleidoscope career model (Mainiero & Sullivan, 2005) were the contemporary career theories examined. This study focuses on the evolving/devolving career experiences skilled migrant women have due to the major disruption of international career transition. In contextualising the findings of this study, three theoretical contributions to the understanding of how skilled migrant women’s careers unfold are made. The first contribution is to existing international migration literature. The second contribution this study makes is to career theories. The third, and critical, contribution this study makes is the nexus of international migration and career literature together. The careers of skilled migrant women are under-explored and under-theorised in both these literatures. In addition, by adopting an exploratory life history approach and utilising a lifeline perspective, which anchored critical events, enabling participants to reconstruct experiences subjectively and meaningfully in their own words, this study makes a key methodological contribution. This study adds to the body of knowledge on skilled migrant women, both as a group and as individuals, which may be of strategic benefit to organisations thus making a practical contribution. This study does have some limitations, and further research could mitigate some of these. First, the study was undertaken in New Zealand. A comparative study undertaken in other countries would be informative and beneficial. Secondly, a more diverse and representative sample would be favourable. Thirdly, a more diverse representation of participants in terms of the LGBT+ community and the additional challenges they may face would make this study more inclusive. Finally, potentially a quantitative study could be applied to approach a broader research scenario.
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    Skilled women ethnic immigrants : is there any point at which being a multiple minority becomes an advantage, as predicted by Dual Process Theory? : a thesis submitted in partial fulfilment of the requirements for the degree of Master of Science in Psychology, Massey University, Auckland, New Zealand
    (Massey University, 2017) Madambi, Farai
    Previous research on bias has focused on selection bias in recruitment. This research explores the issue of Treatment Bias (lack of advancement or promotion opportunities). The context for the research is potential treatment bias against skilled immigrant women from a range of different ethnic backgrounds, some of whom may experience bias yet others not. The purpose of this research is to test the theories of treatment bias in particular to find out whether Dual Process Theory can help close the gap in understanding of why some skilled immigrant women may not always be accepted in sustainable (respectful, recognition of skills) forms of livelihood in New Zealand workplaces. The research examines the interplay of psychological theories of similarity attraction, social identity, social dominance and realistic conflict with minority influence theory, which suggests that minority status might actually become an advantage for consistent minorities, e.g., minorities that are a minority across multiple criteria (such as “woman” AND “immigrant” AND “ethnic”). Sixty-five immigrant women with approximately 6.35 years’ experience working in a diverse range of New Zealand organisations completed a scenario-type questionnaire based on their direct experiences of working in New Zealand. Participants ranked employers’ perceived preference for promotion, perceived similarity/cultural fit to the majority culture/workplace, perceived status in the workplace and perceived threat or competitiveness for promotion opportunities. Employees were presented in the scenarios as equally skilled, qualified and all performed at the same level. In a 2x2x2 factorial design, majority and minority status for each employee to be ranked was systematically varied by gender (male/female), ethnicity (ethnic/non-ethnic) and immigration status (immigrant/non-immigrant). Despite equality of qualifications, experience and performance, there was no point at which being a minority presented an advantage as predicated by the minority influence theory. Instead, the mean ranking for perceived preference for promotion revealed that the majority was consistently preferred over single (e.g., female, or immigrant, or ethnic) then double (any combination of two of the above minority criteria) then treble minorities. There was also co-variation between minority status on the one hand and social dominance, social identity, realistic conflict and similarity attraction on the other, suggesting a combined explanatory role for each construct (similarity, identity, etc.) in treatment bias. With each step from single, double to treble minority status there was a consistent decrement in perceived preference; the results showed clear preference for the majority with no particular preference or advantage for the minority at any stage. Discussion focuses on opportunities for future research and improvements regarding the methodology for future research.