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1 – 10 of over 7000Chenchen Li, Ling Eleanor Zhang and Anne-Wil Harzing
In response to the somewhat paradoxical combination of increasing diversity in the global workforce and the resurgence of nationalism in an era of global mobility, this chapter…
Abstract
In response to the somewhat paradoxical combination of increasing diversity in the global workforce and the resurgence of nationalism in an era of global mobility, this chapter aims to uncover how employees on international assignments respond to exposure to new cultures. Specifically, the study aims to explicate the underlying psychological mechanisms linking expatriates' monocultural, multicultural, global, and cosmopolitan identity negotiation strategies with their responses toward the host culture by drawing upon exclusionary and integrative reactions theory in cross-cultural psychology. This conceptual chapter draws on the perspective of exclusionary versus integrative reactions toward foreign cultures – a perspective rooted in cross-cultural psychology research – to categorize expatriates' responses toward the host culture. More specifically, the study elaborates how two primary activators of expatriates' responses toward the host culture – the salience of home-culture identity and a cultural learning mindset – explain the relationship between cultural identity negotiation strategies and expatriates' exclusionary and integrative responses. The following metaphors for these different types of cultural identity negotiation strategies are introduced: “ostrich” (monocultural strategy), “frog” (multicultural strategy), “bird” (global strategy), and “lizard” (cosmopolitan strategy). The proposed dynamic framework of cultural identity negotiation strategies illustrates the sophisticated nature of expatriates' responses to new cultures. This chapter also emphasizes that cross-cultural training tempering expatriates' exclusionary reactions and encouraging integrative reactions is crucial for more effective expatriation in a multicultural work environment.
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Neill Barber and Luke Pittaway
This paper has analysed the impact of the South East Asian crisis on the recruitment strategies of multinational hotel companies. In the paper a brief review of expatriate…
Abstract
This paper has analysed the impact of the South East Asian crisis on the recruitment strategies of multinational hotel companies. In the paper a brief review of expatriate recruitment is conducted. From this review a number of strategies of recruitment are identified. The paper proceeds to use the method of environmental scanning to analyse how the South East Asian economic crisis may affect the usefulness of these strategies. In conclusion the paper introduces a process of expatriate recruitment and shows how the process could help address some of the difficulties that may arise as a result of the crisis.
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Deepak K. Srivastava and Monika Panday
The purpose of this paper is to provide an instrument to measure the dimensionality of Indian expatriate adjustment.
Abstract
Purpose
The purpose of this paper is to provide an instrument to measure the dimensionality of Indian expatriate adjustment.
Design/methodology/approach
In an effort to measure the dimensionality of Indian expatriate adjustment in the USA, Black's instrument was used in this paper.
Findings
The factor analysis gave a different factor structure from that proposed by Black. Expatriate scores did not merge into three dimensions of expatriates' adjustment; rather they merged into two dimensions. Unlike Black's study, interaction with host nationals was not found to be a separate dimension. A possible explanation is that linguistic skills and the presence of Indian diaspora support Indian expatriates during their interactions with Americans.
Research limitations/implications
The exploratory character of this study with its small convenience sample of Indian expatriates makes the findings tentative.
Practical implications
The paper is a useful source of information for students planning to make a career in international business and practitioners already engaged in international business activities.
Originality/value
This paper fulfils an identified information need and offers help in expatriate adjustment.
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Anne‐Wil Harzing and Claus Christensen
This article reviews the established understanding of the concept of expatriate failure, discusses its associated problems and presents a more sophisticated and comprehensive…
Abstract
This article reviews the established understanding of the concept of expatriate failure, discusses its associated problems and presents a more sophisticated and comprehensive understanding of the concept. The article argues that it might well be time to abandon the concept of expatriate failure altogether and instead draw on the general human resource literature to analyse problems related to turnover and performance management in an expatriate context..
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The purpose of this paper is to find out if Australian project managers who are working in the United Arab Emirates (UAE) receive cross‐cultural training and if this training…
Abstract
Purpose
The purpose of this paper is to find out if Australian project managers who are working in the United Arab Emirates (UAE) receive cross‐cultural training and if this training helps them to adapt to the new environment and perform better.
Design/methodology/approach
The information on which this paper is based was obtained through semi‐structured interviews conducted with Australian expatriates who were working the UAE in 2009.
Findings
The findings suggest that cross‐cultural training is very important in that it helps minimise, although not eradicate, misunderstandings and inappropriate behaviours. Specific cross‐cultural training provides expatriates with information and guidance that is relevant and particular to the culture in which they will be working. The information provided should be on the destination country and its people and that country's specific culture, values, attitudes and appropriate behaviours.
Research limitations/implications
Providing expatriates with the appropriate cross‐cultural training is only useful if the expatriate is receptive and willing to learn. The best training in the world is useless if the expatriate is unwilling to learn. This research did not look at the selection criteria for expatriates. Selecting the right people, who are willing to learn and who enjoy new and sometime challenging environments, is paramount to the success of cross‐cultural training.
Originality/value
By providing expatriates with cross‐cultural training, expatriates are more likely to adapt to the new culture faster, which will in turn help the expatriates to perform at their full potential.
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Chun-Hsiao Wang and Yu-Ping Chen
The purpose of this study is to develop a conceptual model explicating the development of expatriate social capital and its influence on expatriate effectiveness in terms of…
Abstract
Purpose
The purpose of this study is to develop a conceptual model explicating the development of expatriate social capital and its influence on expatriate effectiveness in terms of knowledge transfer and adjustment. Drawing upon social capital theory and weak tie theory, we elucidate the process through which expatriate social capital facilitates expatriate knowledge transfer and adjustment via greater access of role information and social support.
Design/methodology/approach
This study reviews and distills research on expatriate social capital development and proposes a conceptual model of expatriate effectiveness and suggests potential research avenues for global mobility scholars.
Findings
This study contributes to the understanding of the development of expatriate social capital in the host country and its impacts on expatriate effectiveness as a process. With regard to expatriates’ social capital accumulation, this study also highlights the important but less-known role of accompanying spouse/family members as expatriates’ weak tie enablers. We articulate a framework that outlines the sources of social capital for expatriates and the processes through which social capital transmits (via expatriates’ access to role information and social support) and then enhances expatriate effectiveness. This conceptual model aims to establish a basic “roadmap” for use by practitioners and researchers.
Research limitations/implications
Before the proposed conceptual model can be theoretically refined or extended by future research, its veracity needs to be tested empirically. Although we do not incorporate “time,” “personal characteristics” and “context” in our model, we recognize their potential importance and urge future researchers to incorporate them in studying the role of social capital on expatriate effectiveness.
Practical implications
A conceptual model is presented that enables multinational corporations (MNCs) to map their current (and future) strategies to enhance expatriate effectiveness by further strengthening the expatriate social capital.
Originality/value
Drawing upon social capital theory and weak tie theory, this paper links various sources of expatriate social capital to expatriates’ access to role information and social support in supporting expatriate effectiveness. From this, several avenues of future research are drawn.
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Yu-Shan Hsu, Yu-Ping Chen, Flora F.T. Chiang and Margaret A. Shaffer
Integrating anxiety and uncertainty management (AUM) theory and theory of organizing, this study aims to contribute to the knowledge management literature by examining the…
Abstract
Purpose
Integrating anxiety and uncertainty management (AUM) theory and theory of organizing, this study aims to contribute to the knowledge management literature by examining the interdependent and bidirectional nature of knowledge transfer between expatriates and host country nationals (HCNs). Specifically, the authors investigate how receivers’ cognitive response to senders’ behaviors during their interactions becomes an important conduit between senders’ behaviors and the successful transfer of knowledge.
Design/methodology/approach
The authors used the actor partner interdependence model to analyze data from 107 expatriate-HCN dyads. The authors collected the responses of these expatriate-HCN dyads in Shanghai, Taipei, Hong Kong, Vietnam, South Korea, Malaysia, Thailand, Indonesia and India.
Findings
Receivers’ interaction anxiety and uncertainty, as a response to senders’ relationship building behaviors, mediate the relationship between senders’ relationship building behaviors and successful knowledge transfer. When senders are expatriates, senders’ communication patience and relationship building behaviors interact to reduce the direct and indirect effects of both receivers’ interaction anxiety and uncertainty. However, when senders are HCNs, the moderation and moderated mediation models are not supported.
Originality/value
The study contributes to the knowledge management literature by investigating knowledge transfer between expatriates and HCNs using an interpersonal cross-cultural communication lens. The authors make refinements to AUM theory by going beyond the sender role to highlighting the interdependence between senders and receivers in the management of anxiety and uncertainty which, in turn, influences the effectiveness of cross-cultural communication. The study is also unique in that the authors underscore an important yet understudied construct, communication patience, in the successful transfer of knowledge.
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Matthias Walther, Ulrike Mayrhofer and Noémie Dominguez
This exploratory research aims to identify the types of social networks established by German and French expatriates.
Abstract
Purpose
This exploratory research aims to identify the types of social networks established by German and French expatriates.
Design/methodology/approach
The authors use the concepts of social capital and social networks, as well as the societal and cultural approaches, to investigate the way expatriates develop their social networks. The authors' empirical study is based on 40 semi-structured interviews conducted with German and French expatriates.
Findings
The authors' findings show that German expatriates mainly establish professional networks, whereas their French counterparts also focus on personal networks. They further indicate that managing social capital lies within the individual responsibility of German expatriates, whereas it is part of higher education institutions in France.
Originality/value
The authors highlight the way German and French expatriates manage their social networks and provide novel insights into the role played by higher education systems and the cultural characteristics of their home country context.
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Betty Jane Punnett, Lemayon Melyoki and Thomas Senaji
This paper presents insights on expatriates in Africa and sets out a research agenda for Africa’s expatriation. The objective of the paper is to provide background and context on…
Abstract
Purpose
This paper presents insights on expatriates in Africa and sets out a research agenda for Africa’s expatriation. The objective of the paper is to provide background and context on expatriation in Africa and to stimulate and guide further research in this important area.
Design/methodology/approach
The reviewed papers were drawn from journals and other sources that reported on expatriation to/from African countries. It also incorporates an array of literature on contextual African issues, exploring conceptually how these relate to expatriation.
Findings
The review confirmed that there is little research on the topic, particularly with respect to outward expatriation and the studies that exist are one of a kind and stand alone. There has been no attempt to build systematic theory or develop a wholistic picture. This means that the field is wide open for more research. The data provide a picture of the current expatriate situation, including numbers, demographics, host/home locations, success rates and so on, and are provide a basis for further research developing and testing hypotheses regarding individual, organizational and country/national characteristics and how these influence and relate to expatriate experiences and outcomes. Researchers can also draw on the existing expatriation literature from around the world for replication studies to identify uniquely African issues as well as similarities with other locations. As Selmer (2016) noted, replication research is widely used in the sciences and is at the core of the scientific method and thus should be considered for expatriation research.
Research limitations/implications
Limited previous research means there is a need for further research.
Practical implications
Expatriation is a critical aspect of companies operating internationally and companies are increasingly interested in doing business in African countries. Africa's economic growth and development are strong and foreign direct investment (FDI) into Africa is growing with consequent increases in the number of expatriates going to Africa. Understanding expatriation in the African context is thus very important to a variety of companies.
Originality/value
Management literature focusing on Africa is limited and this is true regarding expatriation. This means there is a need for researchers and practitioners to understand expatriation issues in this context, particularly considering economic growth on the continent, increasing interest in doing business there, along with increasing FDI and use of expatriates, as well as the expansion of African companies. This paper provides a research agenda as a guide on which researchers, including those in Africa, can build.
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Roger C. Russell and Catherine E. Aquino-Russell
Purpose — The purpose of this chapter is to provide knowledge and insights gained into Canadian expatriates' perspectives of living and working in Indonesia and to enhance the…
Abstract
Purpose — The purpose of this chapter is to provide knowledge and insights gained into Canadian expatriates' perspectives of living and working in Indonesia and to enhance the reader's understanding of the lived experience of being immersed in another culture.
Methodology — A descriptive phenomenological qualitative method was employed, which uncovered paradoxes that were lived by Canadian expatriate managers.
Findings — The following paradoxes are presented using participants' words and lived experiences of the authors: powerful-powerless, understanding-not understanding, being supported-not supported, belonging-not belonging and freedom-restriction.
Research limitations — While the qualitative findings may not be ‘generalisable’ according to a quantitative viewpoint, they are certainly applicable to others' experiences as demonstrated by the authors' description of their own experiences.
Practical implications — Enhanced understanding of this lived experience will spark improved expatriation strategies and lead directly to significant improvement in the overall performance of international organisations because an effective expatriate will be more capable of facilitating the two-way sharing and blending of the local and exogenous knowledge, therefore fulfilling a key role in knowledge transfer.
Social implications –– The importance of being open to others' lived experiences and supporting others who are immersed in another culture has universal appeal from a social perspective.
Originality/value of chapter — This is a unique research chapter describing research findings and joining participants' words and experiences with the authors' experiences. As well it is hoped that readers will relate to the paradoxes.
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