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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.

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.

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.

This study investigates how direct cultural interaction between a supplier country’s personnel and host country purchasing decision makers (HCNs) occurring during the exporting of professional, high-contact services can help shape the latter’s perception of the image of the supplier country and their willingness to buy its services or products. The article develops a theoretical framework that identifies those key drivers and their relationship.

This is a conceptual paper based on a comprehensive review of the literature complemented by a pilot study with offshore executive MBA programs.

A conceptual model is developed with a series of testable propositions.

The framework should help companies and organizations involved in the exporting of such services devise programs to bolster the image of their country as a provider of these and other services and products.

Trade in services is becoming a lifeline for many developed countries that have seen their manufacturing industries relocate to low labor-cost countries. Thus, it is imperative for these countries to bolster their COO to gain competitive advantage. Developing countries can also use such a framework as a means of improving the overall image of their own country and its products.

This research complements those rare studies done on the acculturation of HCNs by examining, for the first time, this process in the context of the exporting of professional services and on how it can lead to changes in the perception of the HCNs vis-à-vis the image of the supplier country.

Purpose – In this chapter, we address the lack of sufficient entrepreneurship in multinational enterprises (MNEs) that seek to improve their ability to achieve national responsiveness. The main reason for this deficiency appears to be the transfer of proven routines from the home country, even when it is clear from the outset that these routines will simply not work and will require much more than a quasi-mechanistic ‘adaptation’ to the new environment.

Methodology/approach – Conceptual

Practical implication – This chapter suggests that MNEs need to close their entrepreneurial deficits in host countries, by allowing novel resource recombinations. These resource recombinations should lead to accessing fully the coveted host country location advantages that triggered entry in these countries and to success in the market place.

Originality/value of the chapter – Most of the contemporary international business literature has studied subsidiary entrepreneurship in the context of established affiliates abroad. Here, we argue that entrepreneurship is equally important in the setting of new foreign market entry. We identify entrepreneurial deficits as the main source of MNEs' failure when trying to achieve national responsiveness.

We review 25 years of research on expatriate experiences concentrating on expatriate adjustment as a central construct, and relying on a general stressor-stress-strain framework. First, we consider who expatriates are, why their experiences differ from domestic employees, and what adjustment is. Conceptualizing (mal)adjustment in terms of stress, we next review the stressors and strains associated with it. Consolidating the wide range of antecedents (anticipatory and in-country) that have been studied to date, we note major patterns of effects and their implications for how HR managers can facilitate adjustment. Although relatively less research has focused on the consequences of adjustment, enough evidence exists to establish a bottom-line impact of poor adjustment on performance. To stimulate future efforts to understand the experiences of expatriates, we discuss the challenges and opportunities of continuing down this road of research.

Germany has become one of the major destination countries for labour migration within the European Union. The German government introduced temporary restrictions on labour migration after the eastern enlargement rounds of 2004 and 2007. These barriers had little impact on the overall volume of labour mobility. Rather they were accompanied by new “atypical” forms of mobility through the posting of workers, self-employment and seasonal workers, which according to EU rules are covered only by a minimum of host country regulations. The combination of temporary restrictions on regular migration and the opportunities through atypical mobility created strong incentives for companies to engage in ‘regime shopping’ strategies. This contributed to a considerable growth in outsourcing, subcontracting and flexible use of external labour added to pre-existing dynamics of low-wage competition, segmentation and fragmentation in the German labour market. Using data on the different forms of intra-EU migration to Germany, the article analyses the different paths that labour migration has frequently used since the fall of the Iron Curtain. First, it maps the changes in magnitude, character and direction of intra-EU labour mobility to Germany and the relative weight of the different channels through which such movements occurred from 2000 to 2015. Second, the article discusses the various responses by the government by the extension of collective agreements and the statutory minimum wage.

Approximately 3.5% of the world’s population currently lives outside the borders of its birthplace, and the impetus for its emigration are myriad, but underlying all migration is the anticipation of improved opportunities. Among the specific reasons that people migrate is the aim to escape conflict in the homeland; included in the range of experiences that immigrants may have in the host country is conflict. This chapter provides an overview of global migration with particular focus on (1) when its impetus is conflict in the homeland, and (2) migration-related conflict in the host country. It addresses both voluntary and forced migration and presents a model of the migration – conflict nexus and some thoughts, methods, and tools that can be utilised to mitigate difficulties in both nation of origin and of destination.

Migration is an increasing challenge faced by countries, institutions and individuals both for sending and host countries. The integration of migrants is a multidimensional issue, including several areas, for example, social, cultural, economic, legal and politics. These dimensions can strengthen each other in equal areas, but the economic and social dimensions seem to be the most important regarding immigrant inclusion in the society of the country of settlement.

In a macro perspective, there have been few national models of integrating migrants which are culturally and historically specific in various European countries, but the current approach is focussing on interculturalism.

Considering migrant integration in a meso perspective, one may point to the growing importance of multilevel governance engaging many actors in this process (e.g., municipalities, cities, nongovernmental organizations, SMEs, corporations, churches, etc.), which are partners for national-level policymakers.

The individual effort for successful integration of migrants depends on the host country nationals' attitude, openness and tolerance as well as on incoming foreigners.