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1 – 10 of over 50000A Ahad M. Osman‐Gani and Akmal S. Hyder
With increasing interest in overseas business expansion, particularly in the Asia‐Pacific region, expatriate management, including repatriation readjustmenst, has become a…
Abstract
Purpose
With increasing interest in overseas business expansion, particularly in the Asia‐Pacific region, expatriate management, including repatriation readjustmenst, has become a critical international human resource development (HRD) issue for multinational enterprises (MNEs). This empirical study therefore aims to investigate the use of HRD interventions relating to training and development for effective readjustment of international managers on repatriation.
Design/methodology/approach
The data were collected through a field survey conducted on repatriation experience of international managers from more than five countries, who are working in Singapore.
Findings
The study provides valuable insights about repatriation training programmes, training contents, programme duration, delivery modes, and providers of effective training programmes.
Research limitations/implications
HRD professionals and senior executives of MNEs will benefit from the findings of this study in making decisions on effective design and implementation of training and career development programmes.
Practical implications
The findings have significant implications for career development of managers involved in international business operations.
Originality/value
This paper discusses readjustment problems of the repatriating managers and suggests how realistic HRD programmes, mainly based on training, can be developed and implemented for retaining international managers. These findings from the dynamic region of Asia will also help in developing appropriate career development programmes.
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Abdullah Al‐Salamah and Rodney Wilson
Outlines the role of the Saudi Arabian Basic Industries Corporation (SABIC) in Saudi economy policy: chiefly industralisation through joint ventures with foreign multinationals…
Abstract
Outlines the role of the Saudi Arabian Basic Industries Corporation (SABIC) in Saudi economy policy: chiefly industralisation through joint ventures with foreign multinationals. Reports a 1993 survey of 312 SABIC employees divided into Saudi nationals, expatriates from developed countries and those from developing countries. Compares their educational and employment levels, family attitudes towards their jobs and the provision and take‐up of training; and finds significant dissatisfaction with SABIC’s training policy and the skills acquired. Considers the importance of salary levels, the implications of pay and promotion differentials between the groups and the likely impact of giving higher pay rises to the Saudis. Discusses the attitudes of the three groups towards management decision‐making, job termination/transfer proceedings, holidays, working hours, shift scheduling, working conditions and safety.
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Muhammad Umar Nadeem, Rosli Mohammed, Syarizan Dalib and Samavia Mumtaz
The purpose of this study is to highlight the importance of intercultural communication competence (ICC) of international students living in Malaysia. This study considered the…
Abstract
Purpose
The purpose of this study is to highlight the importance of intercultural communication competence (ICC) of international students living in Malaysia. This study considered the culture-general factors of integrated model of ICC (IMICC) established from the West with an addition of empathy and further addressed these influencers on the international students from a Malaysian university. It is proposed that empathy, sensation seeking, ethnocentrism, attitude and motivation have a direct influence on ICC.
Design/methodology/approach
A quantitative research methodology was considered to address the relationship between the variables of this study. Data were collected through a survey by visiting different parts of the university campus. A total of 388 international students took part in the study voluntarily. Data were analysed using statistical package for social sciences (SPSS) and structural equation modeling-analysis of a moment structures (SEM-AMOS).
Findings
The findings revealed that empathy, sensation seeking and attitude are the antecedents of ICC. However, ethnocentrism and motivation do not influence ICC significantly.
Originality/value
Through the findings of this study, a series of training sessions can be conducted by Malaysia (host country training) and sender countries (home country training) to educate international students regarding ICC. Furthermore, ministry of higher education (MoHE) Malaysia and higher education institutes (HEIs) can improve their infrastructure and services in terms of hosting and accommodating more international students by considering the findings of this study. These approaches could help international students to adjust in a new cultural setting of Malaysia.
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Theophilus Azungah, Snejina Michailova and Kate Hutchings
Despite the growing economic importance of Africa, the region has received scant attention in the international human resource management literature. The purpose of this paper is…
Abstract
Purpose
Despite the growing economic importance of Africa, the region has received scant attention in the international human resource management literature. The purpose of this paper is to address the gap in examining human resource management (HRM) practices in Western multinational enterprises’ (MNEs) subsidiary operations in Ghana, which is a significant foreign direct investment market in Africa. Focusing on recruitment and selection, training and development, performance management, and rewards management viewed through the ability, motivation and opportunity (AMO) framework, the research emphasizes that effectiveness of the MNEs’ cross-cultural operations has necessitated embracing localization across a range of practices in accordance with the Ghanaian cultural landscape and specificities.
Design/methodology/approach
The paper draws on 37 in-depth interviews with managers and employees in eight subsidiaries of British, European and US MNEs in Ghana. Interviews were conducted in 2015 in three locations – the capital city Accra, Tema (in the south) and Tamale (in the north).
Findings
The research reinforces earlier literature emphasizing the importance of paternalism and family and to a lesser extent patronage, but presents new findings in highlighting the erstwhile unexplored role of local chiefs in influencing HRM practices in Western MNEs in Ghana. Utilizing the AMO framework, this paper highlights practices within each HR area that influences performance through impact on employee AMO.
Practical implications
The research informs MNE managers about the strategic importance of observing local cultural practices and designing appropriate strategies for ensuring both operational effectiveness and successful cross-cultural collaboration with local managers and employees in Ghana. It is suggested that if managers implement practices that foster and enhance employee AMO, subsidiaries may benefit from employee potential and discretionary judgment.
Originality/value
This paper contributes to a dearth of literature on HRM practices of Western MNEs’ subsidiaries in Africa by examining the extent to which MNEs strategically localize their practices to accommodate specificities of the host country cultural context and operate successfully.
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Thomas S. Barker and Steven L. Cobb
In an increasingly global business environment, the interaction of people with different cultural and ethical norms requires that multinational corporations consider these…
Abstract
In an increasingly global business environment, the interaction of people with different cultural and ethical norms requires that multinational corporations consider these differences in addressing the concerns of stakeholders at home and abroad. This article examines the cultural and ethical issues facing MNCs in developing an international code of ethics and training expatriate managers.
Susan Shortland and Christine Porter
The purpose of this study is to examine what job-related training interventions female expatriates seek and can access in order to build necessary knowledge and skills to progress…
Abstract
Purpose
The purpose of this study is to examine what job-related training interventions female expatriates seek and can access in order to build necessary knowledge and skills to progress into further career-enhancing expatriate positions.
Design/methodology/approach
This study uses a cross-sectional qualitative research approach, drawing upon semi-structured interviews in respect of organisational training practice with 26 current female expatriates and nine human resource, international assignments and training managers in two oil and gas exploration firms.
Findings
Budgets, time and travel restrictions and competitive business pressures constrain on-the-job training provision for expatriates. Assignees require specific knowledge and skills ahead of appointment to subsequent expatriate positions. HR personnel believe training provides appropriate knowledge and capability development, supporting women expatriates' career ambitions. Women assignees view training available within their current roles as insufficient or irrelevant to building human capital for future expatriate posts.
Research limitations/implications
Longitudinal research across a wider spectrum of industries is needed to help understand the effects of training interventions on women's access to future career-enhancing expatriation and senior management/leadership positions.
Practical implications
Organisations should ensure relevant technical skills training, clear responsibility for training provision, transparent and fair training allocation, positive communication regarding human capital outcomes and an inclusive culture that promotes expatriate gender diversity.
Originality/value
Set within the framework of human capital theory, this study identifies the challenges that female expatriates experience when seeking relevant job-related training to further their expatriate careers. It identifies clear mismatches between the views of HR and female assignees in relation to the value of job-related training offered and women's access to it.
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Managers of US resorts are using H2B and J‐1 guest workers to fill seasonal labor needs. Acculturation and assimilation of international workers has a major impact on service and…
Abstract
Purpose
Managers of US resorts are using H2B and J‐1 guest workers to fill seasonal labor needs. Acculturation and assimilation of international workers has a major impact on service and customer satisfaction in resorts. The purpose of this paper is to identify the methods used by resorts to successfully acculturate, assimilate, and retain international workers.
Design/methodology/approach
The case study method was used. Semi‐structured telephone interviews were conducted with HR directors of six seasonal resorts that hired H2B and J‐1 workers. Content analysis of the interviews was used to generate acculturation, assimilation, and retention practices at the resorts.
Findings
Results from this paper indicate that techniques for acculturation of guest workers are informal and occur on‐the‐job while assimilation techniques are more formal. Retention strategies varied by resort. Differences are found between the techniques used in these resorts and those used in seasonal restaurants.
Research limitations/implications
The sample size is limited to those HR directors agreeing to participate. Given the current economic situation and job market, many HR directors are hesitant to share information about their international workers.
Practical implications
A comprehensive assimilation, acculturation, and retention program for seasonal workers is proposed.
Originality/value
No research is found on the ways to successfully assimilate international workers to a resort's culture and acculturate them in the US culture. The results of this paper will give HR directors a guide on how to assimilate international workers in their workforce.
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This study aims to empirically explore how mentoring can help Western expatriates before, during and after the overseas assignment in the United Arab Emirates (UAE).
Abstract
Purpose
This study aims to empirically explore how mentoring can help Western expatriates before, during and after the overseas assignment in the United Arab Emirates (UAE).
Design/methodology/approach
This qualitative study is built on 20 in-depth interviews with Western expatriates currently working and living in the UAE.
Findings
This study demonstrates that expatriate mentoring is an important area largely unexplored in the literature. The results establish that host-country mentors are fundamentally responsible for helping expatriates to develop common problem-focused coping tactics, whereas home-country mentors predominantly address emotionally focused coping tactics during the pre-departure and repatriation phase of the expatriation process.
Research limitations/implications
Over 30 years’ worth of research literature was searched within the following major databases: ABI/INFORM, ERIC and PsycINFO. These databases contained articles, mainly in English, of limited scope, i.e. more academic than practical. This may have led to the omission of some expatriate mentoring approaches applied in practice by human resources managers, especially in countries where English is not the first language.
Practical implications
Mentors in both the host and home countries are crucial in assisting and supporting expatriates in developing constructive coping strategies that enhance the likelihood of a successful expatriation experience.
Originality/value
There is insufficient research in expatriate mentoring, which this study aims to address by focusing on Western expatriates in the UAE, a vibrant Arab, Muslim country whose local business environment is very different from that of China, Europe and the USA, which have been the main focus of prior research.
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James B. Lee and Richard L. Schwaller
Designing management education and development programmes fordeveloping countries raises difficult questions concerning the role ofthe local culture in the content of the…
Abstract
Designing management education and development programmes for developing countries raises difficult questions concerning the role of the local culture in the content of the programmes. This issue is examined in the content of the Indonesian culture. The results of a survey of technical managers lead to recommendations and provide first‐hand commentary.
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An investigation of parallels between homegrown, international, and domestic terrorism.
Abstract
Purpose
An investigation of parallels between homegrown, international, and domestic terrorism.
Methodology/approach
A comparative method is used to analyze data from two main sources, ITERATE data on international and the TWEED data on domestic terrorism. The similarities are tested in various dimensions – target types, severity, and the method of the attacks.
Findings
Homegrown terrorism is inherently motivated by domestic issues. Moreover, variables of ethnic heterogeneity, political inclusiveness of fringe groups, and problems in the democratization process are good predictors of the occurrence of other forms of domestic and homegrown terrorism alike.
Research limitations/implications
Number of observable cases of homegrown terrorism are low. The two main datasets have potentially overlapping incidents.
Originality/value
Provides and operational definition of homegrown terrorism and test empirically the similarity between homegrown and other types of terrorisms.
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