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The purpose of this paper is to investigate the effects of extrinsic motivation, workplace learning, employer trust and self-efficacy on foreign laborers’ cross-cultural adjustment.

This paper uses structural equation modeling to analyze the data from a sample of 258 Vietnamese laborers in Taiwan.

The results show a significantly positive impact of extrinsic motivation, workplace learning, employer trust and self-efficacy on cross-cultural adjustment.

The findings of this study provide important implications for academic researchers and organizations concerning management and development of successful foreign laborers. From a theoretical aspect, this study shows new evidence on the impacts of extrinsic motivation, workplace learning, employer trust and self-efficacy on foreign laborer cross-cultural adjustment. In addition, this study enriches theories in the field of self-determination motivation, workplace learning, trust and self-efficacy literature. From a practical aspect, this study provides implications for business managers to make better policies in training and managing foreign laborers.

There has been an increasing number of allegations of discrimination toward US employees and anecdotal indications of immigrant employee exploitation in the information technology sector. The purpose of this paper is to investigate if applicants’ work visa status causes native-born applicants to be treated differentially (less favorably) than foreign-born applicants.

A correspondence study design is used to observe differential screening processes by measuring the frequency of favorable job application responses received by foreign-born applicants compared to equally skilled native-born applicants.

Results from the study suggest that fictitious Asian foreign-born applicants who demonstrate the need for H-1B work visa sponsorship for employment receive significantly more favorable e-mail responses to job ads than US native-born applicants. Moreover, white native-born applicants are approximately 23 percent less likely than Asian foreign-born applicants to receive a request for an interview.

Because of the chosen method, the research results may lack generalizability. The hypotheses should be tested further by targeting more geographical locations, a variety of industries and using qualitative methods in future research.

The paper includes implications for hiring managers who wish to reduce their liability for employment discrimination and foreign-born job seekers wishing to manage their expectations of the recruitment process.

This paper fulfills an identified need to empirically study how the work visa status of job seekers affects early recruitment as increasingly more anecdotal evidence of immigrant exploitation and discrimination in the technology sector is reported.

The purpose of this paper is to use a risk management perspective to identify the risks of employment discrimination law liability for multinational employers.

Data from 101 US Federal Court cases that involved multinational employers operating both inside and outside of the USA were content coded and then used to identify factors that predict the frequency that foreign employers operating inside the USA – and US employers operating outside the USA – were subject to lawsuits under US employment discrimination laws.

This study found that employment lawsuits based on sex discrimination against females was the most significant risk exposure. Employers whose home country was from a Western culture were at comparatively greater risk for charges of both age and religious discrimination. Employers whose home country was from an Asian culture were at comparatively greater risk for charges of both race and national origin discrimination.

This study demonstrates the viability and usefulness of a risk management framework for examination of issues related to law and management.

This study enables the identification of risk factors that multinational employers can use to strategically target their loss prevention efforts in order to more effectively and efficiently avoid or reduce potential liability for employment discrimination.

The risk factors identified in this study can help employers to take efforts to reduce employment discrimination in their multinational operations, thereby reducing the frequency and likelihood that such discrimination may occur.

This is the first study to use a risk management framework to empirically identify employment law risk exposures for multinational employers.

Before sending employees to the US, it is critical for foreign employers to understand the basic requirements of US wage and hour law to avoid unintentional but costly violations of that law. Many foreign companies are surprised to learn that the US workers they employ in the United States as well as their own workers who are sent to the United States for short periods are protected by the US wage and hour laws and must be paid in accordance with US law for workweeks in which the employee performs his or her work in the US or its territories. Unfortunately, many foreign companies do not learn about US wage and hour law until it is too late. This article explains the basic requirements of the US wage and hour law. Because most US wage and hour law requires an individualised case‐by‐case assessment of coverage and requirements, companies considering employing workers in or sending employees to the US are encouraged to consult with US employment law counsel about their specific situations.

Few studies examine how hiring discrimination can be an antecedent to the labor exploitation of immigrant workers. The main purpose of this paper is to advance the theoretical understanding of how the intersectionality of race and immigrant status affects differential hiring treatment, and how it affects job offers, job acceptance and hiring decision outcomes for immigrant job seekers.

The paper draws from theories on status and intersectionality, and literature on immigration labor and racial hierarchy, addressing the unequal power relations that underlie race and immigration status affecting the hiring process, to advance critical understandings of why immigrant job seekers accept positions where they may be exploited.

This paper provides a conceptual model to critically synthesize the complexity between race and immigrant status, and their effect on the experience of immigrant job seekers differently. Exploitation opportunism is introduced to better understand the mechanisms of hiring discrimination among immigrant job seekers to include the role of race, immigrant status, economic motivations and unequal power relations on the hiring process.

The framework for exploitation opportunism will help employers improve the quality and fairness of their hiring methods, and empower immigrant job seekers to not allow themselves to accept subpar job offers which can lead to exploitation.

The paper provides an original analysis of immigrant job seekers' experience of the hiring process that reveals the intragroup differences among immigrants based on race and status, and the decision-making mechanisms that hiring managers and immigrant job seekers use to evaluate job offers and job acceptance.

This paper examines the applicable scope of United States employment discrimination law to “American” employers of U.S. citizens abroad. Through an analysis of the extraterritorial dimension of American anti‐bias, it is demonstrated that over time, it has become accepted that the full‐range of U.S. anti‐bias law applies transnationally. However, just who is considered an “American” firm is an open‐ended question under the Mas Marques test codified in the Civil Rights Act of 1991. The implications of this ambiguity could well lead to potential legal conflicts in the area of employment discrimination for a multitude of firms worldwide who may not consider themselves presently to be bound by United States employment law.

Although studies on Chinese industrial relations (IR) have examined topics such as unionization and collective bargaining, little is known about employers’ reactions to recent IR changes. In particular, researchers have not thoroughly considered foreign employers’ labor relations strategies. Amidst this background, the purpose of this paper is to investigate how a foreign employer perceives and responds to the recent IR changes in China.

This paper conducted an exploratory, inductive study of the Chinese subsidiary of one multinational corporation. The data were collected through the author’s extensive fieldwork at its headquarters and Chinese subsidiary.

This paper shows that the union of a foreign firm in China serves three major functions – a collective voice, a monopoly, and an external affairs function – and that the firm’s interpretation of these functions has changed within China’s dynamic IR environment. Further, this paper finds that an employer has initiated its own compliance strategies, such as forming a friendly union, decoupling the union’s functions, de-collectivizing employment relations through effective HR practices and stricter policies, and scaling down in size to reduce administrative burden.

By introducing an employer perspective regarding recent IR changes, this paper provides a nuanced understanding of unionization and collective bargaining implementation in China. In addition, this paper identifies an emerging pattern of employer perception and response in China, highlighting unique features that have not been addressed in the existing literature on employers’ anti-union behavior. This study’s contributions also facilitate further research encompassing different contexts.

Examines four recent employee relations issues in Singapore. These include dependency on foreign workers, an ageing workforce, impact of companies relocating their labour‐intensive industries to other countries, and problems related to privatization of government‐linked companies. The employment of foreign workers is constrained by an imposed levy and quota. Extending the retirement age provides jobs for older workers. However, employers perceive them as less productive and more expensive unless the wage system can be modified. Workers made redundant by company relocation are the less skilled. Proposes that the solution lies in retraining and upgrading the skills of workers.

The purpose of this paper is to understand the value of foreign work experience for young migrants after their return to the home country labour market and their labour market preferences relative to stayers.

The authors analyse the labour market integration patterns of young return migrants in Slovakia. After reconstructing the life histories of young people from online CVs, a set of regression models investigates the attractiveness, salary expectations and positions of interest to returnees in comparison to stayers.

Post-accession foreign work experience increases the attractiveness of job candidates. Foreign work experience changes the expectations of returnees with respect to wages and widens their perspective on the location of future work. In the underperforming labour market, migration experience signals to employers a set of skills that differentiate young returnees from young stayers in a positive way.

While the web data are not representative, it allows the authors to study return migration from a perspective that large representative data sets do not allow.

Foreign work experience is, in general, an asset for (re)integration into the home labour market, but the higher salary demands of returnees might hinder the process in a less-skilled segment of the labour market.

Return migration is a relatively underresearched area, and knowledge about the perception of returnees among employers and the labour market preferences of returnees is relatively limited. Another contribution lies in the use of online data to analyse return migration from the perspective of both labour demand and supply.

This article discusses the controversies surrounding the issue of labour importation, and then describes the development of the various labour importation schemes introduced over the years as well as its institutional arrangements and its gaps. The managerial implications of labour importation are examined, using the case study approach. Empirical evidence from the case studies show that labour importation could be a very resourceful input to organizational performance, but the contributions of import workers are limited by institutional factors. Because of these man‐made rigidities and inflexibilities, management makes little attempt to integrate the imported workers into the mainstream labour force. They are confined to the role of “peripheral” workers, but it is not because of any inherent disabilities. Rather it is due to employers’ response to social and political demands to marginalize the imported workers so as to prevent them from undercutting the local work force.