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Book part
Publication date: 25 October 2014

Facing Discrimination by Host Country Nationals – Emerging Market Multinational Enterprises in Developed Markets

Katrin Held and Nicola Berg

In developed markets, emerging market multinational enterprises (EMNEs) seem to be more discriminated by host country nationals than foreign developed market multinational…

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Abstract

Purpose

In developed markets, emerging market multinational enterprises (EMNEs) seem to be more discriminated by host country nationals than foreign developed market multinational enterprises (DMNEs). They are challenged with host country nationals’ prejudices and face a stigma of being from emerging markets. While literature agrees that EMNEs suffer from additional disadvantages due to their country-of-origin, research fails to identify those factors that may lead to a higher discrimination against EMNEs than against foreign DMNEs.

Design/methodology/approach

Based on institutional theory, we look at institutional-related and resource-related antecedents that have an impact on various forms of direct and indirect discrimination by host country nationals.

Originality/value

Our framework analyzes the crucial differences between host country nationals’ perception of EMNEs and foreign DMNEs and the resulting challenges for EMNEs in the developed world. It enhances our understanding of the importance of institutional environments in explaining differences in host country nationals’ discrimination against foreign MNEs.

Details

Multinational Enterprises, Markets and Institutional Diversity
Type: Book
DOI: https://doi.org/10.1108/S1745-886220140000009020
ISBN: 978-1-78441-421-4

Keywords

  • Emerging market multinational enterprises
  • discrimination
  • host country nationals
  • liability of emergingness
  • developed markets

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Article
Publication date: 10 June 2019

Congruence of economic mobility beliefs and immigrants’ self-esteem

Laura Guerrero and Luciana Turchick Hakak

A dark side of global mobility is that many immigrants have negative work outcomes. Studies have analyzed the antecedents to poor work outcomes from the immigrants’ point…

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Abstract

Purpose

A dark side of global mobility is that many immigrants have negative work outcomes. Studies have analyzed the antecedents to poor work outcomes from the immigrants’ point of view or from that of host country nationals. The purpose of this paper is to propose a relational model, which applies terror management theory to address how the economic mobility beliefs of immigrants and host country nationals interact and how these different combinations of beliefs affect the self-esteem of immigrants.

Design/methodology/approach

This theoretical model considers the impact of the social interactions between immigrants and host country nationals when immigrants’ mortality is salient.

Findings

In hostile environments that make immigrants’ mortality salient, lack of confirmation of immigrants’ beliefs about economic mobility from host country nationals can lead to a decrease in immigrants’ self-esteem and therefore to negative work outcomes.

Practical implications

As the number of immigrants grows, so do concerns about their ability to contribute to the economy. Lack of confirmation of their beliefs in a context in which their mortality is salient, is likely to lead to lower self-esteem and perhaps other negative outcomes.

Originality/value

This paper is the first, to the authors’ knowledge, to use terror management theory to advance our understanding of the outcome of a lack of confirmation from host country nationals of immigrants’ beliefs on economic mobility under conditions of mortality salience.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 7 no. 2
Type: Research Article
DOI: https://doi.org/10.1108/JGM-09-2018-0044
ISSN: 2049-8799

Keywords

  • Beliefs
  • Meritocracy
  • Theory
  • Self-esteem
  • Immigrants
  • Terror management

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Book part
Publication date: 2 December 2019

Key Concepts

Frank Fitzpatrick

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Understanding Intercultural Interaction: An Analysis of Key Concepts
Type: Book
DOI: https://doi.org/10.1108/978-1-83867-397-020191005
ISBN: 978-1-83867-397-0

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Article
Publication date: 14 March 2016

Cultural humility and low ethnocentrism as facilitators of expatriate performance

Paula Caligiuri, Nataliya Baytalskaya and Mila B Lazarova

For decades, expatriate scholars have understood that the individual factors of cultural humility and ethnocentrism and the contextual factors of feedback and support…

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Abstract

Purpose

For decades, expatriate scholars have understood that the individual factors of cultural humility and ethnocentrism and the contextual factors of feedback and support affect expatriates’ outcomes. The study, rooted in the observation that great advice and support are often ignored by expatriates, seeks to uncover why. Based in the humility literature, the authors test whether individual differences interact with support to affect expatriate performance. The paper aims to discuss these issues.

Design/methodology/approach

The authors surveyed a matched sample of 62 expatriates and their supervisors from one multinational organization.

Findings

The study found that expatriates higher in cultural humility benefit more from the support and feedback offered in the host national work environment which, in turn, facilitates better supervisor ratings of performance. The authors also found that expatriates’ ethnocentrism has a direct negative influence on their ratings of performance.

Research limitations/implications

The findings in the study are focussed and robust, but tested within a single organization. That said, the authors believe the results have implications for expatriate selection and for ways to manage the host national environment to improve expatriate performance.

Originality/value

The study joins the research conversation on how expatriates’ individual differences interact with the environments in which they are placed to affect their success. This study also underscores the importance of humility in the global professional context.

Details

Journal of Global Mobility, vol. 4 no. 1
Type: Research Article
DOI: https://doi.org/10.1108/JGM-03-2015-0007
ISSN: 2049-8799

Keywords

  • Social support
  • Ethnocentrism
  • International assignments
  • Expatriation
  • Expatriate performance
  • Host nationals
  • Humility

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Article
Publication date: 2 October 2017

An exploratory study into organizational repatriates’ emotional support network

Lore Van Gorp, Smaranda Boroş, Piet Bracke and Peter A.J. Stevens

The purpose of this paper is to examine how repatriates’ emotional support network affects their experience of re-entry.

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Abstract

Purpose

The purpose of this paper is to examine how repatriates’ emotional support network affects their experience of re-entry.

Design/methodology/approach

This inductive, qualitative study is based on 27 semi-structured, in-depth interviews with Belgian organizational repatriates.

Findings

The analyses suggest that expatriation empathy is a key attribute of organizational repatriates’ main emotional support providers. In addition, the results show that although partners are a main source of emotional support on re-entry, they are also important potential causes of distress. Lastly, the results suggest that the cultural diversity of a repatriate’s emotional support network is linked with characteristics of the assignment and that it affects the experience of repatriation.

Research limitations/implications

The results provide empirical evidence that the expatriation empathy of repatriates’ support providers is a more informative characteristic to consider compared with whether they have personal experience of expatriation. In addition, the results suggest that research should also take into account the negative side of social support, and, for example, consider the influence of crossover distress of partners who experience relocation difficulties themselves.

Practical implications

This study points to the possible benefits of organizing social activities or training for repatriates and their partner and any children, as well as the advantages of encouraging expatriates to invite home-country friends to visit.

Originality/value

Although most scholars agree on the importance of support for expatriates’ well-being, the sources of relevant emotional support have received little research attention so far, as has how this influences the repatriation experience.

Details

Cross Cultural & Strategic Management, vol. 24 no. 4
Type: Research Article
DOI: https://doi.org/10.1108/CCSM-12-2016-0211
ISSN: 2059-5794

Keywords

  • International human resource management
  • Social support
  • Cultural diversity
  • Informal social networks
  • Repatriate

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Article
Publication date: 31 May 2013

Comprehensive examination on antecedents of cultural intelligence: case of South Korea

Hyoung Koo Moon, Byoung Kwon Choi and Jae Shik Jung

The purpose of this paper is to comprehensively investigate the antecedents of expatriates' cultural intelligence (CQ) by simultaneously considering previous working…

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Abstract

Purpose

The purpose of this paper is to comprehensively investigate the antecedents of expatriates' cultural intelligence (CQ) by simultaneously considering previous working experiences in one's home country prior to expatriation, the number of co‐expatriates from their home country and local employees from the host country, perception of promotion opportunities, and self‐monitoring. In addition, the paper aims to examine the moderating effects of expatriates' portion of interaction with local employee and knowledge on length of expatriation.

Design/methodology/approach

Data were collected from 165 Korean expatriates using self‐reported survey. Hypotheses were tested using multiple hierarchical regression analyses.

Findings

Hypotheses were partially supported. Expatriates' previous working experiences with foreign nationals and in an overseas department in their home country were positively related to CQ. As expected, whereas the number of co‐expatriates from home country was negatively related to CQ, the number of local employees in the host country was positively associated with CQ. Expatriates' perception of a promotion opportunity and self‐monitoring were positively related to CQ. In addition, moderating effects of expatriates' portion of interaction with local employees and knowledge on the length of their foreign assignment were found.

Originality/value

This study contributes to deepen understanding about expatriates' CQ by considering various antecedents, such as previous experiences, human resource practices, and dispositions. The authors' results provide practical implications for multinational companies.

Details

Personnel Review, vol. 42 no. 4
Type: Research Article
DOI: https://doi.org/10.1108/PR-10-2011-0146
ISSN: 0048-3486

Keywords

  • Expatriates
  • Employees behaviour
  • South Korea
  • Cultural intelligence
  • Previous working experience
  • Number of co‐expatriates
  • Number of local employees
  • Perception of promotion opportunity
  • Self‐monitoring

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Article
Publication date: 6 August 2018

Politics, culture and M&As’ transaction completion

Shi Li and Shizhong Huang

Mergers and acquisitions (M&As) dominated by Chinese enterprises have become increasingly conspicuous and prevalent in recent years. However, many of them were obstructed…

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Abstract

Purpose

Mergers and acquisitions (M&As) dominated by Chinese enterprises have become increasingly conspicuous and prevalent in recent years. However, many of them were obstructed by foreign governments on the ground of “Threating National Security”. Overseas acquisition is a crucial step of Chinese Government’s “Going-Out” strategy, so analyzing the attribution of its success and failure is very important.

Design/methodology/approach

This paper adopts empirical study method to analyze the factors from political and cultural perspectives based on a sample of 327 cross-border M&A transactions made by all listed companies in China from 1997 to 2010.

Findings

The result shows higher failure rate for those acquisition targets which could be classified as political sensitive assets; meanwhile, positive diplomatic relations and higher bilateral trust between China and the host country will facilitate the M&A transaction.

Originality/value

This paper offers a new research angle on cross-border M&As, which is the impact of culture factors, as well as diplomatic relationship, bilateral trust and war history between China and the host country on M&A transactions. This paper also constructs several ways of measuring the diplomatic relationship between countries.

Details

Nankai Business Review International, vol. 9 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/NBRI-05-2017-0023
ISSN: 2040-8749

Keywords

  • Cross-border M&As
  • Culture and corporate finance
  • Political sensitive assets

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Article
Publication date: 1 March 1984

Present and Desired Methods of Selecting Expatriate Managers for International Assignments

Yoram Zeira and Moshe Banai

In the last two decades we have seen a rapid increase in both the number and size of multinational corporations (MNCs). These organisations typically have their…

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Abstract

In the last two decades we have seen a rapid increase in both the number and size of multinational corporations (MNCs). These organisations typically have their headquarters (HQs) in a parent country, and branches, subsidiaries or joint ventures of different types in host countries. Although their international personnel policies are very diverse, most MNCs send parent‐country managers and professionals to work in the host countries for limited periods of time.

Details

Personnel Review, vol. 13 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/eb055501
ISSN: 0048-3486

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Article
Publication date: 19 July 2013

Effects of individual characteristics on expatriates' adjustment and job performance

Muhammad Awais Bhatti, Sharan Kaur and Mohamed Mohamed Battour

Researchers have been focusing on the predictors of expatriates' adjustment and job performance at different levels (individual level, organizational level and societal…

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Abstract

Purpose

Researchers have been focusing on the predictors of expatriates' adjustment and job performance at different levels (individual level, organizational level and societal level), but still some of the predictors have been ignored or unclear in the expatriate literature. The purpose of this paper is to develop a comprehensive framework in order to better understand the role of individual factors in expatriate adjustment and job performance.

Design/methodology/approach

The review of past research is used to develop a conceptual framework.

Findings

This conceptual paper provides theoretical ground for individual factors which include Big Five, self‐efficacy, previous international experience, cultural sensitivity and social network and proposes that expatriate adjustment (work, general and interaction adjustment) mediates the relationship between individual factors (personality traits (Big Five), self‐efficacy, previous international experience, cultural sensitivity and social network) and expatriate job performance (rated by peer and supervisor).

Practical implications

This paper also provides practical implications for the managers and professionals involved in expatriates' selection, training and performance management. This paper suggests that managers involved in selection of candidates for international assignment should consider personality traits, level of self‐efficacy, previous international experience, social network and cultural sensitivity at the time of selection of candidates for international assignment. Furthermore, managers should design pre‐departure training programs in a way that enhances candidates' self‐efficacy level, overcomes cultural sensitivity, and motivates them to expand social network. Finally, managers should explain to the candidates how they can use their personal skills and knowledge to gain work, general and interactions adjustment in order to achieve job tasks.

Originality/value

The proposed framework is developed based on the past theoretical review in order to cover the gap and contribute to the body of knowledge in expatriate literature. Based on the proposed framework, this paper invites researchers to empirically test the suggested propositions in order to further strengthen and develop understanding about individual factors including Big Five and other expatriates' adjustment and job performance predictors.

Details

European Journal of Training and Development, vol. 37 no. 6
Type: Research Article
DOI: https://doi.org/10.1108/EJTD-02-2013-0013
ISSN: 2046-9012

Keywords

  • Expatriates' adjustment
  • Expatriates' job performance
  • The Big Five
  • Individual factors
  • Expatriates
  • Performance management

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Article
Publication date: 5 September 2016

Early global Trotters and their entrepreneurial employment practices: A case study of the colonial Hong Kong Government, 1845-1850

Qianqian Chai, Cherry Wun Mei Cheung and Caleb Kwong

Questions have often been asked of the ethicality of multinational enterprises (MNEs) with the conducts of many being classified as exploitative. This is particularly so…

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Abstract

Purpose

Questions have often been asked of the ethicality of multinational enterprises (MNEs) with the conducts of many being classified as exploitative. This is particularly so the internal context, where MNEs are often reluctant to employ host country nationals at important positions and treat their host and parent countries employees differently. This study aims to examine whether the locals are really getting the raw end of the deal.

Design/methodology/approach

Utilising a unique record book that is available about the employment details of civil servants in Hong Kong known as the blue book, this study intends to examine whether first-moving multinational organisations treated their local employees in an ethical and reasonable manner, for the employees entering the service between 1845-1850.

Findings

The data suggests that, overall, host country nationals earn much less than not only the British but also those from third countries. Moreover, parent country nationals were placed at important officer and supervisory roles, as oppose to host country nationals at the bottom, forming a typically ethnocentric governance structure (Perlmutter, 1969). Furthermore, even divided by grade, the starting salary difference between host and parent country nationals remain considerable. However, the reason for this is complex, and the authors do not have a quick and precise answer as to whether there has been discrimination.

Research limitations/implications

The findings perhaps explain the dilemma faced by the early-movers because they tend to feel the strong need of adopting an ethnocentric approach, which can be extremely costly as a result of the large wage differential. A balance needs to be struck between this and utilising host country nationals, which might not necessarily possess all the essential qualities but might be cheaper.

Originality/value

This is the first study examining the employment practices of fast-moving MNEs.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 8 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/JEEE-07-2016-0022
ISSN: 2053-4604

Keywords

  • Multinational companies
  • Government
  • Entrepreneurialism
  • Human resource management

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