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1 – 10 of 124Chun-Hsiao Wang and Arup Varma
The purpose of this paper is to develop and present a conceptual model of expatriate–host country national (HCN) interaction that explains how organizations can help increase…
Abstract
Purpose
The purpose of this paper is to develop and present a conceptual model of expatriate–host country national (HCN) interaction that explains how organizations can help increase cooperation between expatriates and HCNs by facilitating interaction between expatriates and HCNs.
Design/methodology/approach
The authors draw upon intergroup contact theory to develop a process model which describes the processes critical to “the effectiveness of the expatriate–HCN relationship,” from both the expatriate and HCN perspectives.
Findings
HCN–expatriate interactions are critical to the success of both expatriates and HCNs, but such interactions should not be left to chance – instead, organizations should intervene and facilitate conditions that foster such interactions, which can lead to better understanding and appreciation of each other. This would ensure that both expatriates and HCNs have a better understanding of the critical role played by the other party, and thus be willing to offer relevant and necessary support at the right time.
Practical implications
Prior research reveals that most expatriate–HCN interactions are left to the individuals themselves and are thus subject to stereotypes, misperceptions and even unfulfilled expectations. By intervening in this process, and providing relevant information about each other to both parties, organizations can facilitate higher quality interactions, help reduce or remove stereotypes and increase the chances that both parties receive required and relevant information on a timely basis from each other.
Originality/value
The authors specifically discuss how interpersonal expatriate–HCN interactions allow the two parties to become acquainted with each other, when the effects of such interactions can be strengthened, and what the resultant effects are in terms of expatriate–HCN relationships.
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Selection and training of expatriates emphasizes the importance of respecting and adapting to local cultural norms. However, even when motivated to modify their behavior…
Abstract
Purpose
Selection and training of expatriates emphasizes the importance of respecting and adapting to local cultural norms. However, even when motivated to modify their behavior, expatriates tend to act in ways which transgress host country cultural norms. While such transgressions can harm working relationships between expatriate manager and host country nationals (HCNs), this is not an inevitable outcome. The purpose of this paper is to apply the social psychological construct of forbearance to create a model which considers how transgression severity, responsibility attributions made by the HCN, empathy, and expatriate manager reputation influence HCN forbearance in the face of culturally inappropriate leadership behaviors.
Design/methodology/approach
This is a conceptual paper, which proposes forbearance as a process which can reduce dysfunctional outcomes on working relationships resulting from culturally inappropriate behaviors by expatriate managers.
Findings
The author argues that differences between expatriate and host country implicit leadership theories influence HCN attributions for culturally inappropriate leadership behaviors. These attributions, together with expatriate reputation, HCN empathy, and the severity of the cultural transgression, will determine the extent to which HCNs are likely to exercise forbearance.
Research limitations/implications
The paper suggests several important lines of research into the initial establishment of an effective working relationship between expatriate and HCN. Suggestions for further elaboration and testing of the model are also provided.
Practical implications
The model points to important processes (e.g. establishing incoming expatriate’s reputation, managing attributions, and facilitating empathy) which have the potential to reduce difficulties early in the assignment.
Originality/value
Much research into expatriate adjustment focuses on the expatriate. This paper adopts the perspective of the HCN, providing a framework for better understanding perceptual and attributional processes influencing the relationship.
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Ashneet Kaur, Sudhanshu Maheshwari and Arup Varma
The extant literature on expatriate adjustment primarily highlights the role of host country nationals (HCNs) in supporting expatriates during international assignments. However…
Abstract
Purpose
The extant literature on expatriate adjustment primarily highlights the role of host country nationals (HCNs) in supporting expatriates during international assignments. However, there is a dearth of research exploring the expatriates’ socialization process in establishing interpersonal relationships with HCNs. Additionally, the pivotal element of expatriates seeking credible HCN sources, fundamental for fostering these relationships for adjustment, remains largely unexamined in the context of expatriate literature. Thus, this study addresses these gaps by proposing a conceptual model to provide a more comprehensive understanding of the expatriate adjustment process.
Design/methodology/approach
This conceptual paper draws upon the theoretical framework of social identity theory to elucidate how socialization processes initiated by the parent organization and the expatriate shape the expatriate’s perception of HCN credibility. This perception, in turn, serves as the foundation for building a robust support system, ultimately leading to expatriate adjustment.
Findings
The proposed model explores the nuanced dimensions of expatriate adjustment, emphasizing the complex dynamics between expatriates and host country nationals during individualized socialization. This model aims to assess the credibility of HCNs in the eyes of expatriates and understand the role of the institutionalized socialization process. Further, the model investigates the influence of perceived similarity traits in the examined relationship, shedding light on the interplay of these factors and their impact on the expatriate’s adjustment to the international assignment.
Practical implications
The study’s findings offer practical insights for organizations looking to enhance their support systems for expatriates, emphasizing the importance of nurturing interpersonal relationships and the credibility of HCNs.
Originality/value
This study contributes to the expatriate literature by shedding light on the often-overlooked interpersonal relationship between expatriates and HCNs. Doing so opens new avenues for further research, offering a fresh perspective on the expatriate adjustment process.
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Rebecca Yusuf, Rita Fontinha and Washika Haak-Saheem
This paper aims to explore the dynamics of workplace relationships between expatriates and host country nationals (HCNs) in international development organisations (IDOs) through…
Abstract
Purpose
This paper aims to explore the dynamics of workplace relationships between expatriates and host country nationals (HCNs) in international development organisations (IDOs) through the lens of the social comparison theory. These relationships are likely influenced by the way human resource management (HRM) practices are implemented among individuals from both groups.
Design/methodology/approach
The auhtors used an inductive approach and analysed qualitative data from ten expatriates and twenty HCNs employed by five IDOs in Nigeria, a risk-prone context.
Findings
The findings demonstrate that both expatriates and HCNs perceive that the HRM practices implemented by IDOs are more favourable to expatriates. This leads to further social comparisons between members of both groups, affecting their workplace interactions.
Practical implications
The way expatriates and HCNs perceive and act towards these differential practices matters for the operations of IDOs. As such, the authors recommend that IDO management may consider acknowledging diversity in their workforce, enact inclusive practices and make deliberate investments on learning opportunities and maximise the continued investments in expatriate use.
Originality/value
This study contributes to expatriation literature by clarifying the extent to which the enactment of differential HRM practices in a risk-prone context can exacerbate upward social comparisons and significantly influence working relationships. The authors explore this outside the context of multinational enterprises, focusing on IDOs that play a valuable role in local societies.
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The literature on expatriation rarely considers environmental stressors beyond cultural differences or interaction adjustment from the standpoint of host country nationals (HCNs)…
Abstract
Purpose
The literature on expatriation rarely considers environmental stressors beyond cultural differences or interaction adjustment from the standpoint of host country nationals (HCNs). The authors develop a typology of expatriate–HCN interaction adjustment in response to a call to investigate the conditions under which pandemic stress facilitates cohesion or division among culturally diverse colleagues.
Design/methodology/approach
The typology is based on Berry’s acculturation model, developed with conservation of resources theory and extended with the dual-concerns problem-solving framework from the conflict management literature.
Findings
The authors propose that expatriate and HCN perceptions of resource adequacy to cope with pandemic stress shape their choice of adjustment mode, and that contextual resources, including those provided by the organization, are critical. An Integration adjustment mode characterized by perceptions of adequate contextual resources and collaborative problem-solving is proposed to be most beneficial in the context of a pandemic to foster cohesion among culturally diverse colleagues, while a Separation mode characterized by perceptions of inadequate contextual resources and competitive problem-solving is proposed to foster division. Theoretical and practical contributions are provided.
Originality/value
The study takes a novel interdisciplinary approach to develop a contextualized typology of interaction adjustment between expatriates and HCNs. It contributes to the literature on managing multinational enterprise stakeholders in high-risk environments and offers insights into the formulation of international HRM policies and practices during a pandemic that are applicable to other high-risk contexts.
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Arup Varma, Shaun Pichler, Pawan Budhwar and Shannon Kupferer
This study aims to build on recent research, by investigating and examining how likely it is that Chinese locals (i.e. host country nationals (HCNs)) would offer support to…
Abstract
Purpose
This study aims to build on recent research, by investigating and examining how likely it is that Chinese locals (i.e. host country nationals (HCNs)) would offer support to expatriates from India and the USA.
Design/methodology/approach
Data were gathered from 222 participants in Chinese organizations, asking them to respond to questions about their willingness to offer support to expatriates.
Findings
As predicted, perceived values similarity was significantly related to higher dogmatism, which had a significant positive relationship with ethnocentrism. Further, ethnocentrism had a significant negative relationship with willingness to offer support.
Research limitations/implications
All data were collected from the participants at one point in time, so the study's results are subject to common method bias. Also, it only included India and the USA, as the two countries of origin of the expatriates.
Practical implications
Given HCNs do not automatically offer support to all expatriates, organizations might consider sending expatriates who are culturally similar to HCNs, as they are more likely to receive support, which will help their adjustment and thus organizational effectiveness.
Originality/value
This study adds to the small, but growing, number of empirical investigations of HCN willingness to support expatriates.
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Arup Varma, Young-Jae Yoon and Fabian Jintae Froese
The support of host country nationals (HCNs) is critical for expatriate adjustment and performance. Drawing from social identity theory and self-categorization theory, this study…
Abstract
Purpose
The support of host country nationals (HCNs) is critical for expatriate adjustment and performance. Drawing from social identity theory and self-categorization theory, this study investigates the antecedents of HCNs' support toward expatriates in Central/South America, focusing on cultural similarities and expatriate race.
Design/methodology/approach
We conducted a quasi-experimental study to understand the antecedents that promote the willingness of HCNs to offer required support to expatriates. Data were gathered from 117 Latin American participants, who were asked to respond to questions about their perceptions of expatriates from the USA and their willingness to offer support to those expatriates.
Findings
Overall, our findings suggest that HCNs are likely to provide support to expatriates when they perceive the expatriates as similar in terms of culture and race. Specifically, African Americans received more positive attitudes and support than White Americans in South/Central America. The effect of cultural similarity on HCN willingness to support expatriates was mediated by perceived trustworthiness.
Originality/value
The present study extends the research on HCN support to expatriates, to Central/South America, an important region that has been under-studied in the expatriate–HCN context. Another novel feature of our study is that we investigate the role of expatriate race and cultural similarity and illuminate the underlying mechanism of the relationship between expatriate race and HCN support.
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Anthony Fee and Sidney J. Gray
In an era when expatriates are increasingly used as strategic conduits for developing capabilities in local business units, we identify what and how host-country nationals in a…
Abstract
Purpose
In an era when expatriates are increasingly used as strategic conduits for developing capabilities in local business units, we identify what and how host-country nationals in a developing economy learn from self-initiated expatriates whose assignments focus on organizational capacity development objectives.
Design/methodology/approach
Semi-structured interviews with 23 Vietnamese host-country nationals rendered a sample of 138 learning episodes for qualitative content analysis. Respondents were employed in Vietnamese government and non-government organizations and worked closely with multiple self-initiated expatriates in a variety of professional contexts.
Findings
Host-country nationals develop a broad array of primarily “soft” capabilities. This learning is typically informal and vicarious in nature. While learning tends to arise incidentally through day-to-day activities, host-country nationals facilitate this by structuring their formal and informal interactions with expatriates to maximize their learning potential.
Research limitations/implications
While the study's exploratory design and specific context limit the transferability of our results, analysis of a sample of specific learning episodes allowed us to map “hotspots” of particular activities and contexts in which certain learning outcomes transpired.
Practical implications
Our results put into sharp focus the overlooked roles of expatriates as models (to be observed), mentors (to be consulted) and collaborators (to be partnered with) who can catalyse valued learning opportunities for local colleagues.
Originality/value
We provide a comprehensive account of the nature and extent of informal learning that host-country nationals accumulate during interactions with expatriates, and so contribute to a more nuanced understanding of the experiences of host-country nationals in international business.
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Milad T. Jannesari and Sherry E. Sullivan
The continued expansion of organizations outside China's planned economy due to the Belt-and-Road Initiative (BRI) is expected to increase recruitment of self-initiated expatriates…
Abstract
Purpose
The continued expansion of organizations outside China's planned economy due to the Belt-and-Road Initiative (BRI) is expected to increase recruitment of self-initiated expatriates (SIEs). Drawing on social capital, motivation and socialization theories, this study examines the experiences of SIEs in China, which is considered one of the most difficult locations for foreigners to work. While previous research has focused on the impact of individual characteristics on adjustment, this study explores the interplay among relationship quality (trust and shared vision), autonomous work motivation, socialization experience and adjustment.
Design/methodology/approach
Based on the developed theoretical framework, hypotheses are proposed and tested using data collected by surveying 274 SIEs in China.
Findings
Relationship quality with host country nationals (HCNs) was positively associated with adjustment, and autonomous work motivation fully mediated this relationship. Socialization experience moderated the association between relationship quality and autonomous work motivation. Specifically, SIEs' socialization experience strengthened the associations of trust and shared vision with autonomous work motivation. However, socialization experiences failed to moderate the mediated effects of trust and shared vision on adjustment via autonomous work motivation.
Originality/value
This study answers repeated calls for more research on SIEs' adjustment and SIEs working in non-Western countries, especially China. The findings underscore the importance of studying SIE-HCN work relationships and the theoretical value of autonomous work motivation as an underlying mechanism by which the quality of an SIE's relationship with an HCN colleague influences adjustment.
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Using job demands-resources (JD-R) theory as a conceptual apparatus, the purpose of this paper is to report an empirical exploration of the experiences of host-country national …
Abstract
Purpose
Using job demands-resources (JD-R) theory as a conceptual apparatus, the purpose of this paper is to report an empirical exploration of the experiences of host-country national (HCN) employees when their organization hosts an expatriate assignment.
Design/methodology/approach
Semi-structured interviews were conducted with 23 Vietnamese HCNs who had vast experience hosting multiple self-initiated expatriates with organizational development objectives.
Findings
The study reveals previously hidden costs associated with locals’ support for expatriates, including a range of extra-role demands and more complex and stressful interpersonal interactions. These demands exceeded the current intercultural capabilities of many respondents, and while offset to some extent by their positive pre-arrival attitudes and culture-specific knowledge, led to sometimes counterproductive coping responses such as withdrawal behaviors.
Research limitations/implications
The study extends the JD-R framework by explicating which demands and resources are pertinent to HCNs, and how these activate particular coping strategies. The cultural context of Vietnam, as both a setting for the workplace interactions and imbued in the values and assumptions of respondents, limits the study’s transferability.
Practical implications
The findings provide guideposts for organizations in ways to offset HCNs’ hindrance demands (e.g. matching demands to current capabilities) and to encourage the use of productive coping strategies via, for instance, anticipating and mitigating potential challenges.
Originality/value
The study’s insights go some way toward articulating more fully the richness and complexity of HCNs’ experiences, and a more rounded perspective of the costs and benefits inherent in international work assignments.
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