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Article
Publication date: 15 May 2018

Hanan Saber Almazrouei, Robert Zacca, Joel M. Evans and Mumin Dayan

Organizational fairness has been shown to affect numerous employee outcomes, including organizational commitment and job satisfaction. The purpose of this paper is to explore…

Abstract

Purpose

Organizational fairness has been shown to affect numerous employee outcomes, including organizational commitment and job satisfaction. The purpose of this paper is to explore whether an expatriate manager’s favorability toward accepting a foreign assignment affects the way they respond to subsequent treatment in the workplace, viewed in terms of organizational justice.

Design/methodology/approach

Data were gathered in two stages from 175 expatriate managers located in the United Arab Emirates (UAE). To test the authors’ predictions, the authors analyzed organizational commitment and job satisfaction as a function of organizational fairness (distributive and interpersonal) and pre-departure opinion.

Findings

The results suggest that expatriate managers who express a higher degree of favorability toward accepting a foreign assignment appear less reactive to changes in organizational fairness. Meanwhile, expatriate managers who express a lesser degree of favorability toward accepting the foreign assignment appear more sensitive to workplace fairness, such that when they feel treated unfairly, they demonstrate worse outcomes than those who were in favor of the assignment, and when they feel treated fairly, they demonstrate better outcomes than those who were in favor of the assignment. The net effect of pre-departure opinion appears to be an amplification of the relationship between subsequent fairness and outcomes.

Practical implications

Expatriate managers with a less favorable view of their assignment may harbor deep questions about whether they want to be in this new job capacity, and may therefore be more sensitive to how they are treated. Alternatively, people with a more favorable view of their assignment may have already decided they want to be in the new capacity, and so may be more robust to workplace treatment.

Originality/value

To the authors’ knowledge, this paper constitutes the first investigation of the effects of expatriate pre-departure opinion (i.e. favorability toward accepting a foreign assignment) on job satisfaction and commitment within the context of organizational justice. Furthermore, the UAE is a highly relevant context to study expatriate behavior.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 6 no. 2
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 1 April 1998

Scott L. Thomas and Mary E. McMahon

This paper considers the relationship between admissions criteria and subsequent academic performance in a university‐level special study program, using the example of study…

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Abstract

This paper considers the relationship between admissions criteria and subsequent academic performance in a university‐level special study program, using the example of study abroad. The University of California Education Abroad Program (EAP), perhaps the largest single study abroad entity, provides the data and institutional setting for this study. Based on a study of nearly 1,600 students over a five‐year period, we describe student characteristics associated with participation, with special attention to diversity issues; we explore factors associated with academic performance abroad; we investigate minimum academic qualifications associated with academic “success” in the study program. Findings show marked variations in the demographic characteristics of students participating in the program and that students’ pre‐departure academic performance and foreign language proficiency are positively related to academic performance abroad. It is also shown that some students admitted to the program by exception do perform at equivalent levels.

Details

International Journal of Educational Management, vol. 12 no. 2
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 1 December 2000

Roblyn Simeon and Keiko Fujiu

Studies have reported a strong correlation between expatriate failure and spouse adjustment in foreign assignments. Since Japanese firms have been relatively successful at…

1743

Abstract

Studies have reported a strong correlation between expatriate failure and spouse adjustment in foreign assignments. Since Japanese firms have been relatively successful at minimizing executive failure rates, we examined the pre‐departure preparation and attitudes of Japanese spouses in the Silicon Valley area. Factor analysis and regression were used to test a number of hypotheses. Our study found that pre‐departure activities and attitudes had a significant effect on the post‐arrival adjustment of the spouses. We also found that Japanese spouses were able to take advantage of both personal and non‐personal sources at home and abroad for effective information gathering.

Details

Employee Relations, vol. 22 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 24 August 2021

Hafsa Bashir, Bashir Ahmad, Muhammad Waseem Bari and Qurat Ul Ain Khan

Based on signaling and motivation theories, this study investigates the impact of organizational practices on the formation and development of expatriates' psychological contracts…

Abstract

Purpose

Based on signaling and motivation theories, this study investigates the impact of organizational practices on the formation and development of expatriates' psychological contracts in three stages. Stage 1: the impact of the selection process on psychological contract formation with the mediating role of perceived organizational justice. Stage 2: the impact of pre-departure training on psychological contract formation with the mediating role of individual absorptive capacity. Stage 3: the impact of perceived organizational support on psychological contract development with the mediating role of expatriates' adjustment.

Design/methodology/approach

By using a purposive sampling technique, the respondents were approached via e-mails and personal visits in three waves, each wave had 45 days gap. After three waves, a total of 402 complete questionnaires were received back. To test the hypotheses, the partial least squares-based structural equation modeling (PLS-SEM) approach was used.

Findings

Stage 1: effective selection process and perceived organizational justice positively support the psychological contract formation. Stage 2: the pre-departure training and individual absorptive capacity have a positive influence on the psychological contract formation of expatriates. Stage 3: the perceived organizational support and psychological contract development have a positive direct association. However, expatriates' adjustment does not mediate the association between perceived organizational support and the psychological contract development of expatriates.

Practical implications

The implications of this study are supportive to the organizations that deal with expatriates. The organizations should adopt practices (i.e. effective selection process, pre-departure training and perceived organizational support) for effective formation of psychological contract formation and development. In addition, perceived organizational justice, individual absorptive capacity and expatriates' adjustment can help out in the formation and development of the psychological contract of expatriates.

Originality/value

This study highlights the role of organizational best practices in the formation and development of the psychological contract of expatriates.

Details

International Journal of Emerging Markets, vol. 18 no. 9
Type: Research Article
ISSN: 1746-8809

Keywords

Article
Publication date: 6 February 2007

Brian J. Hurn

The paper aims to examine the effective use of pre‐departure training, the various types of such training available and the ensuing benefits to the company, the international

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Abstract

Purpose

The paper aims to examine the effective use of pre‐departure training, the various types of such training available and the ensuing benefits to the company, the international managers themselves and their families. It highlights a number of future trends in this area.

Design/methodology/approach

The various types of pre‐departure training are considered with their advantages, and the need for sufficient time, analysis of training needs and appropriate training resources for such training to be effective. Areas covered include cross‐cultural awareness, communication skills, specific country/regional briefing, business procedures, international negotiating skills, building and sustaining multinational teams, language training, transfer of skills and knowledge and repatriation.

Findings

There is still a relative lack of pre‐departure training for international managers, although the benefits are now more widely accepted. Future trends indicate that the increase in globalisation will make such training all the more important in attempting to gain competitive advantage and retain key and experienced staff.

Originality/value

Pre‐departure training for international managers covering their destination country/region will assist them and their families to live and work more harmoniously and effectively in their new environment.

Details

Industrial and Commercial Training, vol. 39 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 11 October 2018

Kieran M. Conroy, Anthony McDonnell and Katrin Holzleitner

The purpose of this paper is to explore the specific forms of training and support that individuals on short-term international assignments (SIAs) receive. It further explores…

Abstract

Purpose

The purpose of this paper is to explore the specific forms of training and support that individuals on short-term international assignments (SIAs) receive. It further explores issues such as short notice prior to departure and how this impacts the type of training and support compared to what the extant literature on expatriates intimates. Scholars and practitioners both agree that the increasing deployment of individuals on SIAs presents significant challenges that have not yet been met with the development of appropriate organisational policies and practices.

Design/methodology/approach

Drawing on in-depth exploratory qualitative interviews with a sample of German assignees, the paper is abductive in nature with semi-structured interviews analysed through thematic based analysis. The data analysis identifies the need for more tailored training and support through formal and informal mechanisms, developed in pre-departure and post-arrival contexts.

Findings

The paper makes key contributions through providing much needed empirical evidence on the training and support short-term assignees receive and in so doing we identify specific forms of training and supports deemed relevant from the perspective of individuals on SIAs. Given the inherent time constraints for SIAs, the significance of informal support, in both pre-departure and post-arrival contexts is especially emphasised.

Originality/value

The paper is one of the first empirical pieces of work to explicitly consider the specific forms of training and support that SIAs consider important. The authors answer calls for greater consideration into the significance of developing a more tailored and strategic approach to managing SIAs as a specific form of an international assignee.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 6 no. 3/4
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 1 November 2001

Vesa Suutari and David Burch

Due to the globalisation of business, international assignments are becoming more typical career steps in managerial careers than before. On the other hand, expatriation has been…

6912

Abstract

Due to the globalisation of business, international assignments are becoming more typical career steps in managerial careers than before. On the other hand, expatriation has been found to include several problems including high costs, adjustment challenges, inefficiency, and premature returns. As an outcome, the need for adequate preparation and training of expatriates has been stressed. Here the focus has been on pre‐departure issues while on‐site support and training provided by host units has clearly been covered less. In the present study it is analysed what kind of on‐site support and training host units provide to expatriates and what kind of support the expatriates see as necessary. In order to understand the situation expatriates are facing when arriving at their host units, their adjustment difficulties and pre‐departure training are also covered. The results indicate that training and support provided by host units is a more common form of expatriate training than pre‐departure training. Thus, existing research may exaggerate the lack of expatriate training when focusing only on pre‐departure training.

Details

Career Development International, vol. 6 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Book part
Publication date: 10 October 2011

Bernd Kupka

Purpose –– This chapter shows the connection between the reality of intercultural communication training and its importance to the development of intercultural communication…

Abstract

Purpose –– This chapter shows the connection between the reality of intercultural communication training and its importance to the development of intercultural communication competence, symbolised by the Rainbow Model of Intercultural Communication Competence.

Methodology/approach –– 405 useable questionnaires (response rate=19.4%) were used from 56 German MNEs in a convenience sample of companies in the high-tech industry that are suppliers for the automotive, aviation, optical and chemical industry.

Findings –– German MNCs provide traditional intercultural communication training sparingly to expatriates, but with adjustments depending on the target country. Only 41% of training recipients deemed the training helpful for their mission. Non-traditional training methods are administered more consistently.

Practical implications –– The Rainbow Model of Intercultural Communication Competence should guide the implementation of customised intercultural communication training efforts.

Social implications –– Assisting expatriates in their development of intercultural communication competence via intercultural communication training fulfils the social responsibility of multinational enterprises.

Originality/value of chapter –– This chapter provides guidance to human resource specialists in the international arena to design and implement customisable intercultural communication training programmes for expatriates.

Details

The Role of Expatriates in MNCs Knowledge Mobilization
Type: Book
ISBN: 978-1-78052-113-8

Keywords

Article
Publication date: 8 March 2018

Rizwan Tahir

Expatriate management is a popular theme in the field of international human resource management in light of the fact that expatriates play a crucial role in a MNC’s global…

2327

Abstract

Purpose

Expatriate management is a popular theme in the field of international human resource management in light of the fact that expatriates play a crucial role in a MNC’s global operations. The purpose of this paper is to explore how MNCs select, train, deploy and support expatriate managers during and after their international assignment in the United Arab Emirates (UAE).

Design/methodology/approach

This qualitative study is based on in-depth interviews with 22 Western expatriate managers who are presently based in the UAE. However, in order the ensure a diverse sample among the participants with regards to their age, professional experience, gender and nationality, purposeful sampling was utilized while selecting the participants.

Findings

The results of the present study cast light on many shortcomings of the overall expatriation process as they are implemented by MNCs in the UAE. Accordingly, there is a pressing need for MNCs in the UAE to develop strategic expatriation processes, involving the following critical factors: the selection of the right person for the right job; specific and relevant pre-departure and post-arrival cross-cultural training (CCT); practical support for the expatriate employees and their trailing spouses in the host country; and lastly, a clear repatriation strategy to mark a successful conclusion of foreign assignments in the UAE.

Research limitations/implications

It is acknowledged that the results of this purely qualitative study, based on a relatively small sample size, cannot claim to represent the management theories, practices and realities of all the Western MNCs in the UAE. Moreover, these findings narrate the views and perceptions of this particular cohort of expatriate executives with relation to their selection, pre-departure CCT, adjustment in the UAE and the support and repatriation policies utilized by their companies for doing business in the UAE.

Practical implications

This study points to the fact that technical skills are mostly considered to be the predominant selection criteria for the expatriate selections in the MNCs. Other abilities, such as language skills and relational and perceptual adjustability are considered to be less important and do not feature overtly in the selection criteria for expatriate positions. The results demonstrate that distinctive features of adjustability, which include expatriates’ willingness to communicate, their social orientation, dynamic anxiety resistance and openness ability are all critical to the adjustment in the host country and should be given more emphasis.

Originality/value

Regardless of the presence of numerous MNCs in the UAE, it is indeed surprising to see that the topic of the expatriation management process in MNCs in the UAE has received little research attention. The objective of this study is to address this deficiency. Additionally, it is hoped that these findings may also be valuable to MNCs and consultants who are preparing expatriates for international assignments, especially in the Middle East and in particular in the UAE.

Details

Cross Cultural & Strategic Management, vol. 25 no. 3
Type: Research Article
ISSN: 2059-5794

Keywords

Article
Publication date: 1 September 2002

Charles M. Vance and Yongsun Paik

Traditional expatriate predeparture training has been general in nature, neglecting the input of the respective host country workforce (HCW) in identifying specific work…

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Abstract

Traditional expatriate predeparture training has been general in nature, neglecting the input of the respective host country workforce (HCW) in identifying specific work interaction demands for optimizing expatriate management performance. This study found that workforces from Mexico, Indonesia and the USA differed significantly in their perceptions of both positive and negative behaviors affecting their work performance. Accordingly, the paper calls for a significant change in research and practice to incorporate the voice of the HCW to develop more valid and effective predeparture training for expatriate managers to enhance their performance in the host country to which they are assigned.

Details

Journal of Management Development, vol. 21 no. 7
Type: Research Article
ISSN: 0262-1711

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