In a multinational enterprise (MNE) that does not reveal to its employees whether they are included in the organization's talent pool, we explore how employees' perceptions regarding their inclusion or noninclusion in the pool affects their perceived career prospects (PCPs) in the organization and their job satisfaction (JS). Specifically, we hypothesize that MNE employees' self‐perception as talent relates positively to their PCP. We also predict that PCP mediates the relationship between talent perception and JS, and that this relationship is moderated by employees' cultural intelligence and internationalism career anchor. We find evidence of a strong relationship between the direct effects we predict. However, contrary to expectations, cultural intelligence does not moderate the relationship between PCP and JS. We discuss the implications of such findings and suggest areas for future research. Link to the article
CERDIN, J.L., SHARMA, J.K. and LIAO, Y. (2017). The Role of Perceived Career Prospects and International Orientation in Determining Job Satisfaction of MNE Employees: A Moderated Mediation Model. Thunderbird International Business Review, 60(1).