Search results
1 – 10 of over 4000Rochelle Haynes and Phil Almond
This chapter will discuss the extent to which existing models on expatriate functions within the international business literature, still effectively capture the roles currently…
Abstract
Purpose
This chapter will discuss the extent to which existing models on expatriate functions within the international business literature, still effectively capture the roles currently performed by expatriate managers. It analyse the Edstrom and Galbraith (1977) typology and present a conceptual framework on the roles currently performed by expatriate managers within MNCs. To do this, it will draw inspiration from the resource-based view (Barney, 1991; Peng, M. W. (2001). The resource-based view and international business. Journal of Management, 27, 803–829. Wernerfelt, 1984), and the organisation capability view (Grant, 1996). Following several propositions about managers’ key functions within MNCs, challenges of creating an all-encompassing framework on expatriate functions, and suggestions for future research and theoretical development will be identified.
Methodology/approach
This chapter will present a conceptual framework on expatriate functions.
Originality/value
Four decades since Edstrom and Galbraith’s seminal work, international developments have continued to impress upon the way MNCs organise and manage their worldwide activities. Yet, as the business environment progresses, theoretical models examining how international development impact the functions undertaken by expatriate managers within MNCs individuals are still relatively scarce. Hence, this chapter aims to contribute to the theoretical advancement in the area of expatriate functions by highlighting possible changes and expansion of expatriate managers within the current global business context.
Details
Keywords
Chao-Chih Hung, Tzung-Cheng Huan, Chun-Han Lee, Hsin-Mei Lin and Wen-Long Zhuang
The purpose of this paper is to examine the relationship of regulatory foci (promotion focus and prevention focus) to expatriate adjustments (general, interaction, and work…
Abstract
Purpose
The purpose of this paper is to examine the relationship of regulatory foci (promotion focus and prevention focus) to expatriate adjustments (general, interaction, and work adjustments) and explore whether mentoring functions (psychosocial support, role modeling, and career development) moderate the aforementioned relationship.
Design/methodology/approach
Using 141 questionnaired primary data (response rate 32.25 percent) gathered from at least six months experienced expatiates of multinational companies in six industries, this study adopts regression method to examine the moderating effect.
Findings
This study found that promotion focus was positively related to the interaction and work adjustment, respectively; prevention focus was positively related to the general, interaction, and work adjustment, respectively. Psychosocial support function moderates the relationship between promotion focus and general adjustment. Career development function moderates the relationships between promotion/prevention foci and work adjustment.
Originality/value
According to the interactionism perspective, behavior is a result of the interaction between personality and situational influences, has a long history in social and personality psychology. This study extends this perspective to the interactive effects of mentorship (situational factor) and expatriates’ regulatory foci (personality factor) on expatriate adjustment.
Details
Keywords
Wen-Long Zhuang, Yu-Han Chu, Tsun-Lih Yang and Yu-Ming Chang
The purpose of this paper is to investigate the influence of mentoring functions on expatriate voice in multinational enterprises and whether job security plays a mediating role…
Abstract
Purpose
The purpose of this paper is to investigate the influence of mentoring functions on expatriate voice in multinational enterprises and whether job security plays a mediating role in this relationship.
Design/methodology/approach
In total, 300 questionnaires were distributed in this study. Of the 173 responses received, 8 invalid questionnaires were excluded and 165 valid questionnaires were analysed. The effective questionnaire recovery rate was 55.00%.
Findings
The results revealed that the stronger the psychosocial support function, the role modelling function and the career development provided by the mentor, the more would be the expatriate voice behaviour. Furthermore, the psychological support, role model characteristics and career development guidance affect the expatriate voice behaviour through the mediation of job security.
Originality/value
Few studies have focussed on the influence of expatriate mentoring functions and job security on expatriate voice. Furthermore, whether the mentoring function affects the job security of expatriates is unknown. The objective of this study is to fill this gap in the literature.
Details
Keywords
Prantika Ray and Sunil Kumar Maheshwari
The paper tries to understand the needs of the international assignees across the different stages of expatriation and how different developers in the professional and…
Abstract
Purpose
The paper tries to understand the needs of the international assignees across the different stages of expatriation and how different developers in the professional and non-professional sphere render support and advice through these stages.
Design/methodology/approach
In this paper, the authors have interviewed 20 expatriates of various nationalities and tried to understand the various needs of the expatriates across the three initial stages of an assignment.
Findings
The paper finds that four important mentors in an expatriation assignment play multiple need-based mentoring functions at various assignment stages: host country nationals (HCNs), parent country nationals, fellow expatriates and family.
Research limitations/implications
This paper contributes to the literature on the need-based support rendered to expatriates during an international assignment. The paper, however, does not incorporate the perceptions of other vital stakeholders in the network and their intentions to contribute to the developmental network.
Practical implications
This paper lays down important practical implications for expatriates and the human resource management (HRM) professionals. This paper urges the practitioners to take a nuanced approach for developing expatriates than a generalized mentoring programme.
Originality/value
This study highlights the changing needs of the international assignees across the stages of an international assignment and demonstrates the important intra-organizational and extra-organizational developers such as family members in the fulfilment of these needs.
Details
Keywords
Zaza Nadja Lee Hansen and Lauge Baungaard Rasmussen
Due to a number of reported failures of expatriation assignments, a growing body of literature is exploring the possible roles of mentors in supporting expatriates in critical…
Abstract
Purpose
Due to a number of reported failures of expatriation assignments, a growing body of literature is exploring the possible roles of mentors in supporting expatriates in critical phases while working in another culture. The purpose of this paper is to expand upon the research of mentoring based on a literature review and an empirical study of mentoring expatriates in three transnational companies.
Design/methodology/approach
This paper is based on findings from three case companies based in Denmark. In total, 37 semi-structured interviews were conducted with expatriates, managers and vice presidents at the three home organizations and their subsidiaries.
Findings
Several empirical studies, including the study presented in this paper, indicate that ethnocentrism in the home-company is a main constraint for cross-cultural learning mediated by the expatriates. It is suggested that the HR department in the home-company should create specialized professional training programs and recruit employees with practical knowledge about expatriation. However, personal and relational mentoring should be conducted by experienced and motivated individuals who are supported and recognized, but not controlled, by the HR department.
Research limitations/implications
This research is focused on Danish companies and further research is needed to test the theories in other cultural settings.
Practical implications
This research can help companies and expatriates gain a more successful expatriation period.
Originality/value
The value and role of mentorship is detailed from a theoretical and practical perspective, which adds to the body of literature on expatriates and mentorship.
Details
Keywords
Given the rising expansion of Western multinational companies (MNCs) to the African contexts, the development of expatriates and local employees has become increasingly important…
Abstract
Purpose
Given the rising expansion of Western multinational companies (MNCs) to the African contexts, the development of expatriates and local employees has become increasingly important to the human resource management of these MNCs. This paper aims to provide critical lessons on cross-cultural communication competences for Western expatriates working in the sub-Saharan Africa business environment.
Design/methodology/approach
This paper is a qualitative phenomenology that makes use of lived experiences of senior expatriate staff working in Ghana in the form of direct interviews.
Findings
Results showed that cross-cultural communication competence is very important for Western expatriates’ functioning in sub-Saharan Africa. The findings also established a plethora of cross-cultural communication skills that are essential for Western expatriates’ successful adaptation and work outcomes in Africa.
Practical implications
This research argues that there is the need for the appreciations of the differing cultural patterns of expatriates and local staff, and this provides the underlying assumptions of intercultural and cross-cultural communication in global business.
Originality/value
A critical perspective of international business that has scarcely been studied offers lessons for Western expatriates working in sub-Saharan Africa.
Details
Keywords
Charlotte Jonasson, Jakob Lauring, Jan Selmer and Jodie-Lee Trembath
While there is a growing interest in expatriate academics, their specific role as teachers with daily contact to local students seems to have been largely ignored when examining…
Abstract
Purpose
While there is a growing interest in expatriate academics, their specific role as teachers with daily contact to local students seems to have been largely ignored when examining their adjustment and work outcomes. Based on the job demands-resources model the authors predict that good teacher-student relations, as a supportive job resource, will have a positive effect on expatriate academics’ job satisfaction. This effect, however, will be even stronger for individuals experiencing high job demands and challenges in terms of intercultural job adjustment. In other words, expatriate academics that have difficulties adjusting will benefit more from the social support that can originate from good relations to their students. The paper aims to discuss these issues.
Design/methodology/approach
The authors surveyed expatriate academics adjusting to a university position in China by use of 124 responses from foreign university employees.
Findings
The authors found that teacher-student relations had a positive association with job satisfaction and that positive teacher-student relations increased job satisfaction more for individuals being slow to adjust.
Originality/value
This is one of the few papers to explore the impact that students can have on expatriate academics and treat this relationship as a potential resource for universities to capitalize upon in socializing their new foreign academic staff members.
Details
Keywords
Shirley C. Sonesh and Angelo S. DeNisi
Although several authors have suggested that host country nationals (HCNs) play an important role in the management of expatriates (e.g. Toh and DeNisi, 2003; Farh et al., 2010)…
Abstract
Purpose
Although several authors have suggested that host country nationals (HCNs) play an important role in the management of expatriates (e.g. Toh and DeNisi, 2003; Farh et al., 2010), research has also suggested that this relationship is not always good, and the flow of critical information to expatriates can be limited. This is especially true when HCNs categorize the expatriates as “out-group” members. The purpose of this paper is to examine potential determinants of categorization decisions as well as potential outcomes related to expatriate socialization.
Design/methodology/approach
The paper employs a dyadic survey approach to determine the antecedents to expatriate categorization and HCN socialization behaviors from the perspective of both the expatriate and HCN.
Findings
The results of survey data from 65 expatriate-HCN dyads indicated that expatriate ethnocentrism and the salience of the expatriates’ nationality were important predictors of categorization, but that categorization was related to only one dimension of socialization. However, affect was found to play a role in predicting socialization behaviors.
Research limitations/implications
There is potential selection bias since expatriates chose HCNs as respondents, but results suggested this was not a serious problem. Other limitations include a relatively small sample size and the fact that a number of contextual issues such as national stereotypes and MNC strategy, are not controlled for.
Practical implications
Implications of these findings for the successful management of expatriate assignments include sending over expatriates with the right relational skills, and those low in ethnocentrism, rather than just the right technical skills.
Originality/value
The present study was one of the first to empirically test the potential role of categorization in the process of socialization.
Details
Keywords
Chun-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.
Details
Keywords
Anne-Wil Harzing and Niels Noorderhaven
Purpose – Multinational corporations (MNCs) are often presented as harbingers of global practices, thus promoting a process of convergence between different national business…
Abstract
Purpose – Multinational corporations (MNCs) are often presented as harbingers of global practices, thus promoting a process of convergence between different national business systems. However, this view disregards the fact that MNCs, too, are rooted in countries of origin, and that this may have an enduring influence on the practices employed within these organizations. This chapter aims to throw new light upon this issue.
Methodology – Using a survey methodology we compare company practices for around 150 MNC subsidiaries from four different countries (the USA, the UK, Germany, and Japan) at two points of time (1995 and 2002).
Findings – Our findings show that even the most internationalized companies in the world continue to show unique country patterns. In particular, strong differences between US and Japanese MNCs endure. However, MNCs from the US and from the UK, already very similar in 1995, have become even more alike in 2002. German MNCs show an interesting picture. While remaining similar to Japanese MNCs (and very different from their US and UK counterparts), in some limited respects German MNCs seem to have adapted to the US/UK practices.
Originality – Previous studies, focusing at different groups of countries and different practices, and conducted at various points in time, have been insufficiently cumulative to form a basis for firm conclusions. This study provides a systematic comparison of MNC company practices at two points in time.