A5029726116- International Student and Expatriate Challenges
- Gender Diversity and Inequality
- International Business and FDI
- Job Satisfaction and Organizational Behavior
- Family Business Performance and Succession
- Knowledge Management and Sharing
- Employer Branding and e-HRM
- Team Dynamics and Performance
- Cultural Differences and Values
- Innovation and Knowledge Management
- Labor Movements and Unions
- Socioeconomic Development in MENA
- Human Resource and Talent Management
- Work-Family Balance Challenges
- Higher Education Governance and Development
- Corporate Finance and Governance
- Entrepreneurship Studies and Influences
- Migration, Ethnicity, and Economy
- Competency Development and Evaluation
- Gender Roles and Identity Studies
- Global Education and Multiculturalism
- EFL/ESL Teaching and Learning
- Customer Service Quality and Loyalty
- Collaboration in agile enterprises
- AI and HR Technologies
University of Göttingen
2015-2024
Yonsei University
2021-2024
University of Leeds
2022-2024
Chongqing Technology and Business University
2018-2022
Flinders University
2022
King Abdulaziz University
2022
University of Oulu
2022
Royal Holloway University of London
2022
St Petersburg University
2022
Poznań University of Economics and Business
2022
Expatriates are often presented in the cross-cultural adjustment literature as a homogeneous, broad population. However, recent research that makes distinction between organizational expatriates (OEs), those who dispatched by their home companies to international posts, and self-initiated (SIEs), themselves make decision live work abroad, has identified differences two groups. The present study compares of these groups expatriates. Survey results 179 Japan show SIEs better adjusted general...
Globalization and international labor mobility have provided the opportunity for highly qualified people to work in almost any country they desire. The who take advantage of this can be categorized as 'self-initiated expatriates' (SIE). This study explores motivation cross-cultural adjustment 30 SIE academics South Korea. respondents were motivated expatriate by a desire experience, attractive job conditions, family ties, poor markets their home countries; most well adjusted. Based on our...
Purpose The purpose of this study is to investigate the effects intrinsic and extrinsic motivation on knowledge sharing moderating individual demographics, organizational context cultural in that relationship. Design/methodology/approach This conducted a meta-analysis 44 studies involving 14,023 participants examine direct sharing. Findings Results revealed both motivational factors were associated with higher levels sharing, while effect was stronger for motivation. Moreover, results...
Artificial intelligence (AI) has been presented as a powerful tool in human resource management (HRM), but little academic research exists on the topic. The present study introduces technology, organization, and environment (TOE) model from information systems integrates it with transaction cost theory to better understand facilitators constraints of companies’ AI adoption behavior during employee recruitment. Survey results 297 Chinese companies suggest that perceived complexity toward...
Reflecting on recent trends in the international labor force, this study investigates and compares organizational expatriates (OEs), who are dispatched by their companies to posts, with self-initiated (SIEs), own volition move work abroad. Findings from a survey of 57 OEs 124 SIEs Tokyo show several differences individual- job-related factors, cross-cultural adjustment job satisfaction between SIEs. More specifically, mediation analyses have higher interaction because longer stay host...
We evaluate the effectiveness of global virtual student collaboration projects in international management education. Over 6,000 students from nearly 80 universities 43 countries worked teams for 2 months as part their courses. Multisource longitudinal data were collected, including and instructor feedback, course evaluations, assessment changes knowledge, attitudes, behaviors following experiential project, various indicators individual team performance. Drawing on learning, social...
To explain why some employees who experience high embeddedness contemplate leaving their organizations and others do not, we examined the moderating effects of employee demographic characteristics (age gender) value orientations (individualism risk aversion) between organizational turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data collected from 643 full-time at three points in time over a 12-month period wide range Japan, relatively low...
Abstract This study advances our understanding of the contextualization effects cultural intelligence (CQ). Drawing from trait activation theory and institutional theory, we develop a multi-level model showing how host countries’ informal formal openness towards foreigners facilitate or constrain importance expatriates’ CQ in becoming embedded organization. Furthermore, this positions organizational embeddedness as mediator association between central element jobs – knowledge sharing foreign...
Despite the strong evidence for beneficial influence of resilience employee stress resistance in domestic settings, construct has not received much attention expatriation literature, where is considered a major factor expatriates’ poor cross-cultural adjustment and turnover. Drawing upon conservation resources theory, present study examines as an antecedent expatriate work turnover intentions. Furthermore, this investigates moderating role perceived organizational inclusion climate...
This study examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results structural equation modeling show that various facets satisfaction mediated values commitment. Employees' individualism their willingness to take risks were related satisfaction. In turn, influenced The effects varied, with autonomy being a stronger predictor than pay Theoretical managerial...
Knowledge transfer within multinational enterprises is a source of competitive advantage. However, we know little about repatriates' role in reverse knowledge upon their return to headquarters (HQ). Using an organizational embeddedness perspective, conceptualized how fit – individuals' perceived match between and skills the job requirements during expatriation assignment repatriation predicts repatriate transfer. To test hypotheses, collected multi-wave survey data from 129 repatriates...
Purpose The COVID-19 pandemic has forced global organizations to adopt technology-driven virtual solutions involving faster, less costly and more effective ways work worldwide even after the pandemic. One potential outcome may be through mobility (VGM), defined as replacement of personal physical international interactions for purposes with electronic online interactions. purpose this article is establish VGM a theoretical concept explore what extent it can replace or complement assignments....
This article provides new insights into the study of acculturation based on a phenomenological research design, that is, in-depth and conscious descriptions reflections. The illustrate plurality complexities inherent in social networks languages highly skilled migrants foreign countries, which transcend customary local—foreign dichotomy. In Korea Japan, Westerners may enjoy moot advantage being foreigners to whom superior knowledge skills are ascribed, while simultaneously facing subtle...