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Role of intraorganizational social capital and perceived organizational support on expatriate job performance: empirical evidence

Nitin Simha Vihari (Nitin Simha Vihari is Assistant Professor at the BITS Pilani, Dubai Campus, Dubai, United Arab Emirates and Senior Lecturer in HRM, Business School, Middlesex University Dubai, Dubai, United Arab Emirates.)
Jesu Santiago (Jesu Santiago is based at the BITS Pilani, Dubai Campus, Dubai, United Arab Emirates.)
Mohit Yadav (Mohit Yadav is based at the Jindal Global Business School, OP Jindal Global University, Sonipat, India.)
Anugamini Priya Srivastava (Anugamini Priya Srivastava is based at the Symbiosis Institute of Business Management Pune, Symbiosis International University, Pune, India and Symbiosis Centre for Behavioral Studies Pune, Symbiosis International University, Pune, India.)

Industrial and Commercial Training

ISSN: 0019-7858

Article publication date: 6 June 2024

Issue publication date: 19 November 2024

142

Abstract

Purpose

An expatriate is a person living outside their native country and is physically mobile across international borders for professional or personal reasons, whether for a short or long time, whether organizationally sponsored or not. In the competitive and globalized world, expatriation helps organizations to sustain international competition. Based on the social capital theory, performance theory and organizational support theory, this study aims to explore the impact of intraorganizational social capital (IOSC) and perceived organizational support (POS) on expatriate job performance (EJP) along with the intervening role of Islamic work ethics (IWE).

Design/methodology/approach

Data are collected from Expatriate employees working in UAE for at least three years among various knowledge-based industries. A total of 268 filled responses were received using the convenience sampling technique. Structural equation modeling was used to test the proposed hypotheses.

Findings

The results indicate that POS and IOSC positively influence most EJP dimensions except demonstrating effect dimension and IWE acts as a partial mediator. The study adopted a cross-sectional research design, and the respondents are white color expatriates working in the knowledge-based industries across the United Arab Emirates. Various other business sectors, such as tourism, hospitality, manufacturing, oil and energy can be considered in the study context and longitudinal research designs can be adapted to generalize the findings.

Research limitations/implications

The study adopted a cross-sectional research design, and the respondents are white color expatriates working in the knowledge-based industries across the United Arab Emirates. Various other business sectors, such as tourism, hospitality, manufacturing, oil and energy, can be considered the study context and longitudinal research designs can be adopted to generalize the findings.

Practical implications

Human resource managers need to formulate their company policies so that a recruit is given orientation and training the existing workforce on the benefits of IWE, as it can be seen as developing employee morale and ethical behavior. Onboarding an expat from different regions is an expensive initiative for the organization. The organization should consider both tangible and intangible costs that go into the recruitment, selection and onboarding of an expat.

Originality/value

Very few studies have explored the role of IWE with a second-order EJP construct with the respondents from the knowledge-based industries of the UAE.

Keywords

Citation

Vihari, N.S., Santiago, J., Yadav, M. and Srivastava, A.P. (2024), "Role of intraorganizational social capital and perceived organizational support on expatriate job performance: empirical evidence", Industrial and Commercial Training, Vol. 56 No. 4, pp. 311-327. https://doi.org/10.1108/ICT-12-2021-0081

Publisher

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Emerald Publishing Limited

Copyright © 2024, Emerald Publishing Limited

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