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Article
Publication date: 22 December 2021

Kate Hutchings

The purpose of this article is to provide a systematic literature review of research on non-traditional expatriates (NTEs) and an agenda for future research.

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Abstract

Purpose

The purpose of this article is to provide a systematic literature review of research on non-traditional expatriates (NTEs) and an agenda for future research.

Design/methodology/approach

The systematic literature review of NTEs 2010–2020 followed Moher et al.'s flow chart approach to undertaking a systematic literature review and included research on various categories of NTEs.

Findings

The article explains how the author developed an interest in NTEs and provides a brief distillation of the author's research on NTEs and its key contributions. The article then presents the findings of the systematic literature review of NTEs and highlights the key aspects and contributions of this research. The article examines the strengths and weaknesses of the body of research, how it relates to global mobility research broadly and presents some issues for future literature reviews.

Research limitations/implications

The article highlights the limited research undertaken on some types of NTEs and issues of construct definition. The article presents issues for future research on NTEs including examining a wider range of NTEs, the impact of changing locations for NTEs, identity and intersectionality of NTEs, and methodological issues within NTE research. Moreover, the call for future research suggests the need for greater construct clarity including proposing a new term to define this group, namely, minority expatriates.

Originality/value

The article is original in terms of building on earlier examinations of NTEs to provide a systematic literature review of NTEs 2010–2020 and an extensive agenda for further research in the field.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 10 no. 1
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 3 October 2016

Snejina Michailova and Kate Hutchings

This paper aims to provide a critical perspective of how the theme of women, and more broadly gender, have been treated in extant international business (IB) literature. It also…

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Abstract

Purpose

This paper aims to provide a critical perspective of how the theme of women, and more broadly gender, have been treated in extant international business (IB) literature. It also suggests meaningful and promising avenues in this research space.

Design/methodology/approach

This paper is not intended to provide a comprehensive literature review; rather, it offers a critical and reflective view on the development of the IB stream of literature in which discussion of women has been largely marginalised.

Findings

While women and gender have been topics of considerable discussion across a range of disciplines in the social sciences, they have received limited examination in the IB literature despite this discipline being most suitable for such, given its socio-cultural analyses across international borders and organisations.

Research limitations/implications

Several themes are suggested as fertile future research avenues. These themes identify gaps in existing knowledge but, more importantly, also problematize prevailing views that IB scholars tend to hold about women and gender. The future research themes suggest that the very context of IB signifies the need for systematic gender analysis which might advance current understanding of women specifically and gender, more broadly, in the IB field.

Originality/value

This paper makes a salient and timely contribution to the IB field in providing an original, erstwhile unexamined critique of the marginal reflection on women and gender within extant IB research.

Details

critical perspectives on international business, vol. 12 no. 4
Type: Research Article
ISSN: 1742-2043

Keywords

Article
Publication date: 16 August 2018

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…

1115

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.

Details

Cross Cultural & Strategic Management, vol. 25 no. 4
Type: Research Article
ISSN: 2059-5794

Keywords

Article
Publication date: 12 October 2023

Kate Hutchings, Katrina Radford, Nancy Spencer, Neil Harris, Sara McMillan, Maddy Slattery, Amanda Wheeler and Elisha Roche

This paper aims to explore challenges and opportunities associated with young carers' employment in Australia.

Abstract

Purpose

This paper aims to explore challenges and opportunities associated with young carers' employment in Australia.

Design/methodology/approach

Using a multi-stakeholder approach, this study captures the reflections of stakeholders (n = 8) and young carers (n = 10) about opportunities for, and experiences of, paid employment for young carers.

Findings

Despite many organisations internationally increasingly pushing diversity agendas and suggesting a commitment to equal opportunity experiences, this study found that young carers' work opportunities are often disrupted by their caring role. For young carers to be successful in their careers, organisations need to provide further workplace flexibility, and other support is required to attract and retain young carers into organisations and harness their transferrable skills for meaningful careers.

Practical implications

The paper highlights important implications for human resource management practitioners given the need to maximise the participation of young carers as workers, with benefits for young carers themselves, employers and society.

Originality/value

The research adds to the human resource management and work–family conflict literature in examining young carers through drawing on Conservation of Resources theory to highlight resources invested in caring leads to loss of educational and work experience resources. This leads to loss cycles and spirals, which can potentially continue across a lifetime, further contributing to disadvantage and lack of workplace and societal inclusion for this group of young people.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 43 no. 4
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 8 October 2024

Xi Wen Chan and Kate Hutchings

Although many organisations and governments internationally acknowledge that a diverse workforce is essential for improved decision-making, employee well-being and organisational…

Abstract

Purpose

Although many organisations and governments internationally acknowledge that a diverse workforce is essential for improved decision-making, employee well-being and organisational performance and competitiveness, women with disabilities and their (potential) participation and contributions within organisations continue to be overlooked and under-researched. Examining the careers of women with disabilities through the lens of human resource management (HRM) allows for the development of policies and practices that support their inclusion and progression in the workforce and helps lay the foundation for legislative, institutional and organisational changes that address the unique challenges faced by this cohort.

Design/methodology/approach

We conducted a comprehensive, systematic scoping review that analyses various career-related aspects for women with disabilities across different cultural and geographical contexts internationally. A two-stage review (Stage 1 – Title and abstract screening and Stage 2 – Full-text review) of the extant literature on the careers of women with disabilities yielded 80 relevant empirical articles.

Findings

Our review identified four key career-related themes pertaining to women with disabilities: (1) Educational interventions and support for positive career outcomes of women with disabilities; (2) Workplace discrimination and workplace accessibility of women with disabilities; (3) Factors influencing the career development and advancement of women with disabilities and (4) The role of gender in the career exploration and decision-making processes of women with disabilities.

Originality/value

This systematic scoping review contributes to the nascent scholarly discourse on enhancing career-related outcomes of women with disabilities and offers evidence-based insights to guide future HRM research on the intersection of gender and disability/ies in careers.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 16 March 2020

Theophilus Azungah, Kate Hutchings and Snejina Michailova

This paper examines Western multinational enterprises’ (MNEs) application of ethnocentrism in human resource management (HRM) practices utilised in their subsidiaries in Ghana…

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Abstract

Purpose

This paper examines Western multinational enterprises’ (MNEs) application of ethnocentrism in human resource management (HRM) practices utilised in their subsidiaries in Ghana. The practices examined include recruitment and selection, training and development, performance management and rewards management.

Design/methodology

The paper draws on interviews with 13 managers and 24 employees as well as documentary analysis in 8 British, European and US MNEs in Ghana.

Findings

The findings indicate that weak institutions in the local context, coupled with the technologically and economically advanced nature of Western countries compared to Ghana, account for ethnocentric HRM practices in MNEs’ Ghanaian subsidiaries.

Practical implications

The paper highlights that Ghanaian companies might learn from, and adapt, selected Western HRM practices to improve their competitiveness.

Originality/value

Utilising institutional theory, the paper extends extant research on ethnocentrism in HRM practices of Western MNE subsidiaries in other developing economies to Ghana; one of the fastest growing African economies.

Details

International Journal of Emerging Markets, vol. 15 no. 5
Type: Research Article
ISSN: 1746-8809

Keywords

Article
Publication date: 1 September 2002

Kate Hutchings

A major problem facing organisations when they operate subsidiaries in host countries is the need to maximise the cross‐cultural performance of expatriate employees. Achieving…

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Abstract

A major problem facing organisations when they operate subsidiaries in host countries is the need to maximise the cross‐cultural performance of expatriate employees. Achieving adaptability and sensitivity involves a significant amount of attention being given to selecting expatriates who are culturally prepared and adaptive in the host nation culture and provided with ongoing support by their organisations. China is the country for analysis in this research, that examines the consideration given to selection and in‐post support provided to Australian expatriates. China is a significant site for examination of the cultural adaptability skills of expatriates as it looms large in the current and future trading and expansion plans of many Western corporations and yet very little attention has been given to recognising or developing the cultural skills necessary to effectively operate in this demanding market. This study is based on information gathered through a series of semi‐structured interviews conducted with expatriate managers in 1999. Results indicate attention being given to the expatriate selection process but a serious deficit in in‐post support.

Details

Cross Cultural Management: An International Journal, vol. 9 no. 3
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 1 April 2006

Kate Hutchings and Sri Wahyuni Ratnasari

Purpose – The purpose of this paper is to address this gap in the literature by examining a cohort of Indonesians employed within a financial organisation and the cross‐cultural…

2825

Abstract

Purpose – The purpose of this paper is to address this gap in the literature by examining a cohort of Indonesians employed within a financial organisation and the cross‐cultural transition stresses that they and their families encountered when relocated within Indonesia. Design/methodology/approach – The research involved semi‐structured interviews conducted with managers in a financial institution in Indonesia. In specifically referring to non‐work issues, the paper explores the support given by the transferees’ organisation, the difficulties experienced by the employees and their families. Findings – The major finding was that managers believe that the organisation provides them with insufficient support to deal with the cross‐cultural transition stresses that result from their domestic relocations. Practical implications – The paper provides suggestions for HR and senior managers to more effectively address non‐work needs of domestic transferees. Originality/value – While expatriate management literature has devoted considerable attention to cross‐cultural transition stresses encountered when transiting across international borders to undertake international assignments, a smaller body of literature has examined the transition stresses experienced by domestic employees and their families when relocating jobs within nations. An issue erstwhile given much less consideration within the literature, however, is the cross‐cultural transition stresses experienced by employees and their families who are relocated within nations that have substantive regional cultural differences. Thus, this research adds value to the existing literature in undertaking an assessment of cross‐cultural transition stresses in domestic relocation.

Details

Cross Cultural Management: An International Journal, vol. 13 no. 2
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 1 April 2006

Kate Hutchings and David Weir

To explore the implications of internationalisation for guanxi and wasta and the role of trust, family and favours in underpinning these traditional models of networking. The…

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Abstract

Purpose

To explore the implications of internationalisation for guanxi and wasta and the role of trust, family and favours in underpinning these traditional models of networking. The paper also draws some implications for management development professionals and trainers.

Design/methodology/approach

The argument is based on relevant literature and cases, and the authors' own knowledge acquired through research in China over 8 years and the Arab World over 25 years. The Chinese research involved analysis of company reports, informal conversations and semi‐structured interviews conducted with almost 100 interviewees including Western expatriate managers and local Chinese managers between 1998 and 2005 in Shanghai, Beijing, Suzhou and Wuxi. The Arab research also involved analysis of company reports and informal conversations, as well as interviews and surveys conducted throughout the Middle Eastern region, including the GCC states, Algeria, Jordan, Libya, Palestine and Yemen.

Findings

The research finds differences in the continuing relevance of guanxi and wasta and suggests that while guanxi is adapting to internationalisation, wasta remains traditional in its influence on business and social life.

Practical implications

The paper suggests the need for increased training of international managers to adjust to culture‐specific networking in China and the Arab World and provides some practical guidelines to managers to assist their intercultural effectiveness in these two regions of the world.

Originality/value

The research is important in that it extends knowledge of traditional networking practices in exploring the Arab World which is hitherto under‐researched and in undertaking comparative examination of China and the Arab World which is also a new area of research.

Details

Journal of European Industrial Training, vol. 30 no. 4
Type: Research Article
ISSN: 0309-0590

Keywords

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