An empirically-derived multidimensional measure of expatriate success: reconciling the discord

Hemmasi, Masoud; Downes, Meredith; Varner, Iris I.

doi:10.1080/09585191003783447

Cited by 48 publications

(52 citation statements)

References 82 publications

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“…In sum, additional research on expatriate performance issues is needed. New multidimensional models of expatriate success have been proposed (Hemmasi, Downs, & Varner, 2010). Practitioners tend to have a fairly uni‐dimensional view of expatriate success: were the goals of the assignment achieved or not?…”

Section: Resultsmentioning

confidence: 99%

“…New models—and tests of those models—which help practitioners think differently about overall international assignment success are sorely needed. Those mentioned above, such as the two‐by‐two models proposed by Cerdin and LePargneux (2009) and the nine‐dimensional model proposed by Hemmasi et al (2010), are a start in the right direction. If important antecedents (e.g., expat adjustment) and key consequences (e.g., subsidiary performance) could be tied empirically to various dimensions of expatriate performance, both the rigor and relevance of research in expatriate management would be improved.…”

Section: Discussionmentioning

confidence: 99%

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Research for Practice: The Management of Expatriates

McEvoy

Buller

2013

Thunderbird Intl Bus Rev

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The objective of this article is to identify expatriate management research questions of interest to international human resource (IHR) managers. We conducted an in‐depth literature review, interviewed a small sample of IHR managers, and reviewed commercially available large sample surveys of IHR managers. Results suggest that IHR managers are concerned about determinants of the decision to accept an offer of expatriation, why expatriates show so little interest in training, perceived equity in rewards, and other areas not well studied to date. The article discusses implications for academics wishing to make their research more relevant to IHR managers and global organizations. © 2013 Wiley Periodicals, Inc.

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Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Research for Practice: The Management of Expatriates

McEvoy

Buller

2013

Thunderbird Intl Bus Rev

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“…Während für Black (1988) das Ausmaß der drei Anpassungsfacetten den Anpassungsgrad und damit den Erfolg bestimmt (vgl. Hemmasi, Downes, & Varner, 2010), verwenden Feldman und Thompson (1993) Black, Gregersen und Mendenhall (1992). Zukünftige Metaanalysen können, sobald sich die neueren konzeptionellen Arbeiten in empirischen Folgearbeiten niedergeschlagen haben, auf eine breitere Theorienbasis bauen.…”

Section: Einordnung Der Rückanpassung In Die Reintegrationserfolgsforunclassified

“…Denn in den ersten drei Jahren nach der Rückkehr verlassen bis zu 50 % der Repatriates ihr Unternehmen (vgl. Halpern, 2005;Mervosh & McClenahan, 1997;Suutari & Brewster, 2000 Hemmasi, Downes, & Varner, 2010;Sussmann, 2001;Szkudlarek, 2010;Takeuchi, 2010;Yan, Zhu, & Hall, 2002). Allerdings ist anzumerken, dass bislang gar keine Metaanalyse im Bereich des Reintegrationserfolgs existiert.…”

Section: Implikationen Für Die Praxisunclassified

20 Jahre Rückanpassungsforschung – eine Metaanalyse

Schudey¹,

Jensen²,

Sachs³

2012

German Journal of Human Resource Management: Zeitschrift für Pe

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Der Horizont der Reintegrationsforschung wird in jüngerer Zeit stark erweitert. Während frühere Arbeiten vor allem die Rückanpassung untersuchten, heben neuere Arbeiten andere Facetten des Karriereerfolgs hervor. An diesem Wendepunkt ist eine Konsolidierung der zwanzigjährigen Rückanpassungsforschung angebracht. Der Artikel legt die erste Metaanalyse der Rückanpassung vor und bereinigt die empirischen Primärstudien um Stichprobenfehler und Messfehler. Es bestätigen sich hohe Korrelationen zwischen der Arbeitsrückanpassung und vier zentralen Variablen: (1) Klarheit der Reintegrationsprogramme und-prozesse, (2) Rollenklarheit, (3) Rollenbezogene Entscheidungsfreiheit und (4) Rollenkonflikte. Für die Unternehmenspraxis zeigen die Ergebnisse Faktoren auf, mit denen Unternehmen die Rückanpassung ihrer Repatriates an das Heimatland unterstützen können. Für die Personal-und Managementforschung legt die Metaanalyse nahe, den empirischen Fokus auf andere Konstrukte des Reintegrationserfolgs zu verlagern. 20 Years of Readjustment Research on Repatriates-a Meta-analysis The scope of repatriation research has recently been broadened. Whereas previous research focused on readjustment, recent work emphasizes other facets of career success. At this turning point, consolidating two decades of readjustment research is appropriate. This article submits the first meta-analysis of readjustment and corrects the primary studies for sampling error and measurement errors. The results confirm high correlations between work adjustment and four core constructs: (1) clarity of repatriation programs and processes, (2) role clarity, (3) role discretion and (4) role conflicts. For business practice, these results point to key factors which firms can manage to facilitate readjustment. For human resource management research, this meta-analysis suggests shifting the focus of empirical research toward other constructs of repatriation success.

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“…Previous studies (Black, Gregersen & Mendenhall, 1992;Takeuchi, 2010) have shown that the need to improve the ability to predict success of international assignments is vital because of the fact that many global assignments fail. These failures ranged from monetary expenses, negative company image, stalled career progression and psychological barrier to take up future assignments (Black, Gregersen & Mendenhall, 1992;Hemmasi, Downes & Varner, 2010). Takeuchi (2010) asserts that despite being extensively researched for the past few decades, most of the expatriate-related research has been predominantly 'expatriate-centric' and have neglected other expatriate stakeholders that include accompanying spouse, HCNs and the parent company or MNCs.…”

Section: Background Of Studymentioning

confidence: 99%

Enhancing Social Integration and Work Performance: The Role of Expatriates’ Significant Other

Malek¹,

Jaguli²,

Palil³

2013

ASS

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International assignments remain a crucial aspect of multinational corporations' global strategy, even with their high costs. While multinational corporations (MNCs) must consider the advantages and disadvantages of hiring local employees for specific roles, expatriates' roles are still significant. Culturally adjusting to the local environment has always been a problem for most expatriates and their accompanying family members. Failing to adjust culturally will lead to mediocre performance and under-utilising the wealth of host country-related information that only locals possess. Therefore, this research highlights the influential role that accompanying expatriate spouses could play in ensuring the smooth communication and cooperation between expatriates and their local subordinates and the local community. Path analyses of 134 expatriate and spouse related matched datasets show that spouses are more positively accepted by the host country nationals (HCNs) as opposed to expatriates. New relationships emerged from the path analyses which indicated the influential roles that spouses play in establishing better rapport with the locals. As such it is suggested that spouses are the 'missing link' that could foster better social integration and cross cultural communication and adjustment between expatriates and the host country nationals. Theoretical and managerial implications are subsequently discussed and future research suggestions are then put forth.

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An empirically-derived multidimensional measure of expatriate success: reconciling the discord

Cited by 48 publications

References 82 publications

Research for Practice: The Management of Expatriates

Research for Practice: The Management of Expatriates

20 Jahre Rückanpassungsforschung – eine Metaanalyse

Enhancing Social Integration and Work Performance: The Role of Expatriates’ Significant Other

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