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1 – 10 of over 1000The purpose of this study is to (re-)evaluate the explanatory power of the stressor–stress–strain model and its' current operationalization by examining the influence of general…
Abstract
Purpose
The purpose of this study is to (re-)evaluate the explanatory power of the stressor–stress–strain model and its' current operationalization by examining the influence of general and interaction adjustment and the mediating effect of general satisfaction on expatriates' and spouses' intention to prematurely return from an assignment or overseas location. Though expatriates' premature return intention has been well examined in prior literature, this is the first study to focus on spouses' premature return intention from the expatriate's assignment.
Design/methodology/approach
To evaluate the hypotheses, a sample of 104 expatriates and a sample of 64 spouses were collected and analysed utilizing structural equation modeling.
Findings
The results show that adjustment, as the opposite of distress, is not a direct negative driver of expatriates' nor spouses' premature return intention. Instead, the findings underscore the relevance of the general satisfaction with the international assignment (IA) as a mediator for both expatriates and spouses, which emphasizes the importance of attitudinal factors in the model. Overall, the results indicate that adjustment, in particular interaction adjustment, might not be a timely measure of distress anymore.
Practical implications
In order to reduce expatriates' and spouses' premature return intention multinational corporations should aim at maximizing satisfaction levels during the IA. To achieve this, both should be included in the selection process prior to the IA to tailor support mechanisms to satisfy their expectations.
Originality/value
This study is the first to investigate the premature return intention from the expatriates' and spouses' perspectives, while (re-)evaluating the explanatory power of the stressor–stress–strain model at present.
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Yuan Chen, Ziyue Yang, Bingsheng Liu, Dan Wang, Yan Xiao and Anmin Wang
This study aims to investigate the influence mechanism of expatriates' cultural intelligence (CQ) on expatriate effectiveness (task performance and premature return intention)…
Abstract
Purpose
This study aims to investigate the influence mechanism of expatriates' cultural intelligence (CQ) on expatriate effectiveness (task performance and premature return intention), identifying work engagement as a mediator and cultural distance as a boundary condition.
Design/methodology/approach
Drawing on the conservation of resource theory and the person–environment fit (P–E fit) theory, a moderated mediation model is built. Working with a sample of 303 international construction expatriates collected by snowball sampling, the hypotheses are tested by using the structural equation model analysis.
Findings
Work engagement partially mediates the relationship between expatriates' CQ and task performance, as well as fully mediates the relationship between expatriates' CQ and premature return intention. Cultural distance moderates the positive relationship between CQ and work engagement, as well as moderates the mediating effects of work engagement.
Research limitations/implications
The impacts of potential moderators (e.g. work–family conflict and organizational culture) on the relationship between CQ and expatriate effectiveness have not been considered in this study.
Practical implications
This study is useful for international construction firms to optimize the allocation of human resources.
Originality/value
This study contributes to the expatriate literature by adding empirical evidence to explain the influence mechanism of expatriates' CQ on expatriate effectiveness.
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Multinational enterprises (MNEs) have been troubled with the problem of expatriate premature return. This paper suggests addressing this problem by conducting realistic expatriate…
Abstract
Multinational enterprises (MNEs) have been troubled with the problem of expatriate premature return. This paper suggests addressing this problem by conducting realistic expatriate assignment previews (REAPs) for expatriate candidates. A model is proposed to explain the mechanism between REAPs and expatriates' intention to prematurely return from an assignment. Specifically, providing REAPs to expatriate candidates may reduce expatriates' early return intention and ultimately reduce the chance of expatriate premature return through the self‐selection effect, the role clarity effect, the adjustment of expectations effect, the worry effect, the freedom of choice effect, and the organizational honesty effect. This model also proposes that expatriate candidates' prior expatriate experience moderates the effect of self‐selection, role clarity, adjustment of expectations, and worry.
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Prantika Ray and Sunil Kumar Maheshwari
The paper tries to understand the needs of the international assignees across the different stages of expatriation and how different developers in the professional and…
Abstract
Purpose
The paper tries to understand the needs of the international assignees across the different stages of expatriation and how different developers in the professional and non-professional sphere render support and advice through these stages.
Design/methodology/approach
In this paper, the authors have interviewed 20 expatriates of various nationalities and tried to understand the various needs of the expatriates across the three initial stages of an assignment.
Findings
The paper finds that four important mentors in an expatriation assignment play multiple need-based mentoring functions at various assignment stages: host country nationals (HCNs), parent country nationals, fellow expatriates and family.
Research limitations/implications
This paper contributes to the literature on the need-based support rendered to expatriates during an international assignment. The paper, however, does not incorporate the perceptions of other vital stakeholders in the network and their intentions to contribute to the developmental network.
Practical implications
This paper lays down important practical implications for expatriates and the human resource management (HRM) professionals. This paper urges the practitioners to take a nuanced approach for developing expatriates than a generalized mentoring programme.
Originality/value
This study highlights the changing needs of the international assignees across the stages of an international assignment and demonstrates the important intra-organizational and extra-organizational developers such as family members in the fulfilment of these needs.
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Areeg Barakat and Faten Moussa
The purpose of this paper is to identify the variables that influence the international assignment – expatriate learning relationship and the expatriate learning – organizational…
Abstract
Purpose
The purpose of this paper is to identify the variables that influence the international assignment – expatriate learning relationship and the expatriate learning – organizational learning relationship.
Design/methodology/approach
The paper contains a literature review of the research on expatriates' learning and organizational learning
Findings
The paper provides an integrative framework that identifies the moderating variables that influence both the relationship between the expatriate international assignment and expatriate learning as well as the relationship between expatriate learning and organizational learning. In addition, this framework specifies the process by which the international assignment influences organizational learning and shows that expatriate learning mediates this relationship. Several hypotheses were generated to provide avenues for future investigation.
Research limitations/implications
The paper does not provide an exhaustive set of the moderating variables and does not focus on the interaction between situational and individual differences moderators.
Practical implications
Managers should pay attention to the selection, maintenance and repatriation of expatriates and facilitate the conditions under which expatriate learning and organizational learning can be maximized. To remain competitive, managers should engage in the continuous process of assessing the effectiveness of international assignments in enhancing expatriate and organizational learning.
Originality/value
The present research identifies the conditions that facilitate or hinder expatriate learning and organizational learning as well as the process by which international assignments influence organizational learning. Expatriate learning and organizational learning are critical for the continuous growth and competitive advantage of organizations, and, accordingly, it is imperative to study the factors and the process that influence learning in organizations, especially in response to the increasing popularity of globalization and the pressure to remain competitive.
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Kaisu Kanstrén and Vesa Suutari
The purpose of this qualitative study is to examine the effects of expatriation on the development of career capital among the partners of expatriates.
Abstract
Purpose
The purpose of this qualitative study is to examine the effects of expatriation on the development of career capital among the partners of expatriates.
Design/methodology/approach
The study draws on in-depth interviews with 30 Finnish partners of expatriates.
Findings
The results reflect the various learning experiences reported by partners of expatriates that developed their career capital during expatriation. The learning experiences related to the experience of living abroad itself and to the specific activities undertaken when abroad. The extent to which partners developed knowing-why, knowing-how and knowing-whom career capital was found to partly reflect their situation abroad as stay-at-home partners or as employees in less-demanding or more-demanding jobs. Though the experiences were developmental for all partners as have been reported among expatriates, the authors also identified several aspects in which partners' experiences differed from the typical developmental experiences of expatriates.
Practical implications
The results also highlight the influence of initiative, an active role and career self-management skills in partners' career capital development.
Originality/value
This paper advances the understanding of how expatriation affects expatriate partners' career capital, a topic that has not previously been studied in-depth.
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Dilek Gulistan Yunlu and Rachel Clapp-Smith
The purpose of this paper is to discuss the concept of cultural psychological capital, its impact on motivational cultural intelligence (CQ), the influence of motivational…
Abstract
Purpose
The purpose of this paper is to discuss the concept of cultural psychological capital, its impact on motivational cultural intelligence (CQ), the influence of motivational cultural intelligence on metacognitive awareness, and the moderating role of perspective taking on the relationship between motivational cultural intelligence and metacognition.
Design/methodology/approach
Collected data from international management program alumni to test the hypotheses.
Findings
The results show that cultural psychological capital has a positive relationship with motivational cultural intelligence, which in turn relates to metacognitive awareness, and perspective taking does not moderate the relationship between motivational cultural intelligence and metacognition.
Research limitations/implications
The data were collected from a single source. The study supports broaden-and-build theory (Fredrickson, 2001) by demonstrating that cultural psychological capital has an important association with motivational cultural intelligence.
Practical implications
Cultural psychological capital can be improved. Therefore, organizations that desire to increase the motivation of employees may consider improving the cultural psychological capital of employees. Learning is an important outcome of motivational cultural intelligence, and it is an asset for today's organizations.
Originality/value
The study takes a positive perspective for cross-cultural experiences and identifies cultural psychological capital as an important resource for expatriates. Metacognitive awareness, as an outcome, provides support that cross-cultural experience results in higher learning for individuals who are motivated.
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The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act…
Abstract
The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:
The study examines the role that societal levels of self-control – behavioral and cognitive self-control – play in shaping entrepreneurial intentions after both favorable and…
Abstract
Purpose
The study examines the role that societal levels of self-control – behavioral and cognitive self-control – play in shaping entrepreneurial intentions after both favorable and unfavorable prior exits.
Design/methodology/approach
Using Global Entrepreneurship Monitor (GEM) data set on the nature of entrepreneurial exits from 32 countries between 2007 and 2010 and supplementing this data set with country-level scores of behavioral and cognitive self-controls, the authors test five hypotheses on the effects of societal levels of self-control on post-exit entrepreneurial intentions.
Findings
The study finds that individuals who exit entrepreneurship for negative reasons (versus positive reasons) are more likely to form entrepreneurial intentions. Further, societal levels of self-control moderate this likelihood.
Originality/value
The study invokes the psychological construct of self-control in the context of entrepreneurship. The novelty lies in rendering self-control as also a higher order societal level construct and then also empirically testing the role that societal self-control plays in shaping entrepreneurial intentions after prior exits. Societal self-control accounts for cross-country variance in why individuals in some societies are better suited and capable to return to entrepreneurship despite unfavorable prior exits.
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Mike Shapeero, Hian Chye Koh and Larry N. Killough
This study uses the ethical decision‐making model to examine underreporting and premature audit sign‐off in public accounting. Structural equation modelling results indicate that…
Abstract
This study uses the ethical decision‐making model to examine underreporting and premature audit sign‐off in public accounting. Structural equation modelling results indicate that accountants view premature sign‐off activities differently from underreporting activities. For example, those accountants who use a teleological moral evaluation process, and who perceive a greater likelihood of reward are more likely to underreport. That these variables are not significantly related to the likelihood of premature sign‐off suggests that accountants may use a consequences‐based approach when making decisions having lesser ethical content (like underreporting), but employ a different decision process when faced with decisions having greater ethical content (like whether to prematurely sign‐off). The results also suggest that supervisors and managers are less likely to underreport, and to prematurely sign‐off, than senior and staff‐level accountants, and that accountants with an internal locus of control are less likely (than externals) to either underreport or prematurely sign‐off.
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