The career study has been developed mainly with a focus on career development in one organization, which is represented by "a three-dimensional model of an organization" of Schein. However, they can't illustrate the problem of the career development of Chinese white-collar employees in foreign-affiliated enterprises who often leave organizations or turnover frequently to develop their careers. The purpose of this article is to describe the features of career development and turnover of Chinese white-collar employees in foreign-affiliated enterprises. In addition, whether the careers of Chinese white-collar workers who change their job frequently without being kept at one organization and is illustrated with what is called by Hall a protean career will be discussed in this study. And the possibility of developing a new career development theory in a cross-organizational context will be discussed. At first, the paper will submit a relationship model of career development and career orientation in a cross-organizational context. Then, the paper will build up hypotheses about the relationship of career and turnover for Chinese white-collar employees in foreign-affiliated enterprises. To examine those hypotheses, I surveyed Chinese white-collar workers. Analyzing the data of 1028 Chinese white-collar employees about their careers in foreign-affiliated enterprises in Huadong area (Shanghai City, Jiangsu Province, Zhejiang Province), the result indicates that the careers of employees are shaped by the method of moving from one organization to other organizations over the long-term. Moreover, the features of career and turnover behaviors, the compatibility with the concept of a protean career, and theoretical implications for career development and practical implications for human resource management in Chinese foreign-affiliated enterprises and Chinese white-collar employees with their careers are discussed.