This study examines moderators of the relationship between cultural distance and two critical indicators expatriate failure – maladjustment premature return rates. Results based on a sample 126 Taiwanese multinational corporations indicate that selection performance management practices moderate distance–expatriate relationship, distance–premature relationship. Additionally, these relationships were stronger when use was low. We discuss theoretical practical implications, offer suggestions...

Purpose The purpose of this paper is to develop and present a conceptual model expatriate–host country national (HCN) interaction that explains how organizations can help increase cooperation between expatriates HCNs by facilitating HCNs. Design/methodology/approach authors draw upon intergroup contact theory process which describes the processes critical “the effectiveness expatriate–HCN relationship,” from both expatriate HCN perspectives. Findings HCN–expatriate interactions are success...

Relative to previous research concerning the positive association between high-performance work systems (HPWS) and employees’ voice helping, we examined a wider range of mediators reflecting ability, motivation, opportunity expand their citizenship-based role definitions. Trust in supervisor was also investigated as boundary condition on relationships question. Multisource data, collected 4 waves, from 208 supervisor–employee dyads showed that efficacy, instrumentality, autonomy perceptions...

It is well established that expatriates need support from host country nationals (HCNs) to successfully adjust in their new location, and subsequently perform jobs. Drawing on a sample of 149 Indian nurses the United Kingdom, this two‐phase study illustrates how expatriate‐HCN interactions unfold over time (two years). To do this, we draw upon social identity theory show effective relationship building (i.e., perceived categorization values similarity) lead HCN and, subsequently, expatriate...

Purpose The purpose of this study is to develop a conceptual model explicating the development expatriate social capital and its influence on effectiveness in terms knowledge transfer adjustment. Drawing upon theory weak tie theory, we elucidate process through which facilitates adjustment via greater access role information support. Design/methodology/approach This reviews distills research proposes suggests potential avenues for global mobility scholars. Findings contributes understanding...

Purpose This paper aims to integrate the perspectives of expatriation and repatriation not as two unrelated stages but rather one integrated process. Design/methodology/approach A sample comprising 94 human resource (HR) representatives from large Taiwanese multinational corporations (MNCs) provided objective data on organizational expatriate/repatriate practices. Findings The use developmental assignments was positively related repatriate turnover, such a positive relationship significant...

Little research examines host country national (HCN)-expatriate interaction from the HCN's perspective. Our study contributes to theory and practice by introducing concept of 'HCN-expatriate quality', one that has received little attention in literature. Drawing on Intergroup Contact Theory, we examine mediating role HCN-expatriate quality between on-the-job with support expatriate, as well two moderating effects: off-the-job expatriate perceived receptivity towards support. Further, how...

Purpose Multinational organizations are often unable to send their first-choice candidates on international assignments because employees unwilling relocate internationally. The purpose of this paper is understand how can effectively increase employees’ willingness Design/methodology/approach study sample consisted 229 who have not previously worked abroad in a large and global-minded Taiwanese bank. Findings This found that when perceived assignment experience be valuable career valued by...

Expatriates play a critical role in the long‐term success of global organizations; however, expatriate assignments are risky endeavors, and not all employees keen on such opportunities. Thus, it is that we examine antecedents employee willingness to expatriate. In this first meta‐analysis, drew data from 55 studies (published English Traditional Chinese), identified 22 antecedents. Results indicate education, self‐efficacy, prior international experience, language skills, cultural...

There has been a growing consensus about the importance of host country nationals (HCNs) to effectiveness expatriates. This study adds knowledge base in literature by introducing HCNs’ domestic cross-cultural work experiences (DCCWEs; i.e., acquired home country, without leaving country) as construct worthy attention and examining their relationships with HCN socializing behaviors toward Based on two-wave survey data from 226 participants who were working at least one expatriate his or her...

Research concerning the positive association between high- performance work systems (HPWS) and organizational citizenship behavior (OCB) has focused on role of motivation-based mediators tied to social exchange concern for employees. We examined a wider range boundary condition HPWS-OCB relationship. Multi-source data, collected in four waves, from 208 supervisor-employee dyads showed that employees’ efficacy, instrumentality, autonomy perceptions voice mediated HPWS expanded definition...

One issue that has been neglected and is gaining currency in the organizational citizenship behavior (OCB) literature extent to which individuals consider OCB be part of job (OCB role definition). A recent meta-analytic review reveals employees are more likely perform when they define as in-role rather than extra-role. Little attention paid influences work context task characteristics. This neglect particular relevance because researchers have argued how view their obligations subject some...

In a workforce marked by telecommuting, decentralization, and automation, the need for employees to take personal initiative is greater than ever before. Research suggests that are more likely engage in self-motivation behaviors such as when they possess high level of proactive motivation (Parker, Bindl & Strauss, 2010), their intrinsic needs autonomy, competence, relatedness met (Deci Ryan, 2000). However, this study extends complicates established relationship demonstrating moderating role...