An Existential Perspective on the Role of Human Agency in the Retraining of Immigrant Skilled Workers in Canada
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AN EXISTENTIAL PERSPECTIVE ON THE ROLE OF HUMAN AGENCY IN THE RETRAINING OF IMMIGRANT SKILLED WORKERS IN CANADA By Karen Lau A thesis submitted in conformity with the requirements for the degree of Doctor of Philosophy Graduate Department of Applied Psychology and Human Development Ontario Institute for Studies in Education University of Toronto © Copyright by Karen Lau 2015 AN EXISTENTIAL PERSPECTIVE ON THE ROLE OF HUMAN AGENCY IN THE RETRAINING OF IMMIGRANT SKILLED WORKERS IN CANADA Doctor of Philosophy 2015 Karen Lau Department of Applied Psychology and Human Development University of Toronto Abstract This qualitative study explored the career re-development of immigrant professionals in Canada by centering the investigation on their Canadian retraining journey. The goal of this study was to provide a deeper understanding of the transition issues, retraining decision-making process, retraining experiences and outcomes, and coping strategies of the immigrant professionals to uncover the role of human agency in dealing with the existential givens of their Canadian career re-development. Twenty participants, 11 females and 9 males between the ages of 30 and 50, were interviewed for this study. The participants held at least a bachelor’s degree and had at least 3 years of work experience prior to their migration. They received Canadian retraining and had at least 1 year of post-retraining Canadian work experience. Semi-structured interviews were completed and the interview transcripts were analyzed using grounded theory qualitative analysis approach. Similar to previous research findings, the immigrant professionals in this study had intact career identities and meaning prior to their migration. Many participants were confident about transitioning into their original professional field in Canada with some participants having expected to pursue Canadian retraining. The participants, however, experienced systemic career transition barriers in Canada, such as language and acculturation barriers, discrimination, isolation, and non-recognition of their foreign credentials and work experience by Canadian employers. They completed Canadian retraining to cope with these barriers and pursue their career goals. Almost all of the participants shared that their retraining facilitated their career re- development and many were either undergoing or planned on pursuing additional retraining to improve their future career prospects. Throughout their career re-development process, focusing ii on their long-term career goals (which provided them with meaning), acceptance and openness, and social supports provided them the perseverance to utilize their human agency. The participants accessed their human agency to revise their meaning-making, create a plan of action, and take action with the intention of pursuing their long-term goals. This career re-development process is summarized in the model proposed by this study, the Existential and Human Agency Model of Career Re-development. The implications of the findings of this study for policy, professional resources, and immigrant professionals are discussed. Suggestions for future research directions are provided. iii ACKNOWLEDGEMENTS As a token of my gratitude, I would like to dedicate this dissertation to Dr. Charles Chen, my research supervisor, for his invaluable mentorship. It has been a real privilege to work with and learn from Dr. Chen throughout the years of my graduate studies. Dr. Chen never fails to inspire his students and supervisees to work towards their full potential, and provides consistent encouragement and support. I would also like to give a big thank you to my committee members, Dr. Abby Goldstein and Dr. Suzanne Stewart, for their support and time. I deeply appreciate their guidance and have enjoyed working with and learning from the both of them. I would like to extend a special thanks to my mother, who has never failed to support my aspirations. None of my pursuits would have been possible without her unconditional love. I would be remiss if I did not thank Ryan Dinsmore for his love and patience. His support has been pivotal in the successful completion of my dissertation. Lastly, I would like to thank the participants, who shared their meaningful stories in the spirit of helping other immigrant professionals. Their openness, acceptance, and perseverance are truly inspirational. iv TABLE OF CONTENTS Abstract ........................................................................................................................................... ii ACKNOWLEDGEMENTS ........................................................................................................... iv TABLE OF CONTENTS ................................................................................................................ v Chapter 1 Introduction .................................................................................................................... 1 Introduction to the Study ...................................................................................................... 1 Rationale of the Study .......................................................................................................... 8 Overview of the Chapters to follow ................................................................................... 10 Chapter 2 Literature Review ......................................................................................................... 12 Career Development Barriers ............................................................................................. 12 Non-recognition of Foreign Credentials and Work Experience ............................... 14 Language and Accent Barriers .................................................................................. 16 Acculturation Barriers and Cultural Differences ...................................................... 17 Discrimination ........................................................................................................... 21 Effects of Career Development Barriers ................................................................... 22 Coping Strategies ...................................................................................................... 23 Retraining Experience ........................................................................................................ 26 Positive Impact of Retraining ................................................................................... 26 Negative Impact of Retraining .................................................................................. 28 Theories and Models .......................................................................................................... 30 Existential Psychological Theory .............................................................................. 31 Meaning ........................................................................................................... 32 Freedom and Responsibility ............................................................................ 34 Death ................................................................................................................ 36 Isolation ........................................................................................................... 37 Human Agency ......................................................................................................... 39 Existing Major Career Models .................................................................................. 42 Social Cognitive Career Theory (SCCT) ........................................................ 42 Super’s Life-Span Life-Space Theory ............................................................. 46 Career Construction Theory ............................................................................ 50 Existential Career Model ................................................................................. 52 Chapter 3 Methodology ................................................................................................................ 55 Rationale for Qualitative Design ........................................................................................ 55 A Grounded Theory Approach ........................................................................................... 59 Procedures .......................................................................................................................... 62 Research Participants ................................................................................................ 65 Data Analysis ............................................................................................................ 67 Methods for Verification ................................................................................. 69 Chapter 4 Life-Career Participant Portraits .................................................................................. 71 Chapter 5 Results ........................................................................................................................ 113 Pre-Immigration Experiences and Expectations ......................................................................... 113 Pre-Canada Work Experience .......................................................................................... 115 Reasons for Immigration .................................................................................................. 120 Career Transition Expectations .......................................................................................