Antecedents and consequences of host-country nationals' attitudes and behaviors toward expatriates: What we do and do not know

Kang, Haiying; Shen, Jie

doi:10.1016/j.hrmr.2017.07.001

Cited by 54 publications

(58 citation statements)

References 49 publications

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“…Hence, we propose that higher levels of interaction adjustment of expatriates may raise expectations of HCNs towards expatriates, as HCNs might rely on expatriates for getting additional support and guidance. However, HCNs may experience violations of their expectations because of different mindsets and work styles of expatriates (Arman & Aycan, 2013;Kang & Shen, 2018;Toh & Srinivas, 2012). Based on the above, we hypothesize that initial levels of expatriates' interaction adjustment leads to the development of HCNs' trust in expatriates; however, higher levels of expatriates' adjustment leads to a reduction in this trust.…”

Section: Interaction Adjustment and Trust Developmentmentioning

confidence: 96%

“…Based on the above, it is suggested that expatriates' interaction adjustment is likely to facilitate the development of trust, shared vision and intercultural communication among expatriates and HCNs (Ang & Tan, 2016;Wang & Varma, 2018). However, some literature highlights an essential role of contextual differences in this regard and suggests that differences between two countries may also lead to interpersonal conflicts between expatriates and HCNs (Kang & Shen, 2018;Ljubica et al, 2019). In parallel, other literature argues that global leadership skills, along with cultural intelligence facilitate expatriates in socializing with HCNs despite the differences between the two countries (e.g., Ali et al, 2019;Tuffour & Matey, 2019;Vlajcic et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

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When too much adjustment is bad: A curvilinear relationship between expatriates’ adjustment and social changes in HCNs

Mumtaz

Nadeem

2020

Cogent Business & Management

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Section: Interaction Adjustment and Trust Developmentmentioning

confidence: 96%

Section: Introductionmentioning

confidence: 99%

When too much adjustment is bad: A curvilinear relationship between expatriates’ adjustment and social changes in HCNs

Mumtaz

Nadeem

2020

Cogent Business & Management

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“…The assistance provided by HCNs is rather optional and not compulsory. These behaviours originate from personal initiative and motivation in nature (Wang & Fang 2014;Kang & Shen 2018).…”

Section: Host Country National Supportmentioning

confidence: 99%

“…Specifically, Takeuchi (2010) highlighted that host country nationals (HCNs) and accompanying spouses are primary stakeholders that should not be neglected because they can impact an expatriate's assignment goals. Recent studies have started to recalibrate their attention to the role of HCNs (Abdul Malek, Budhwar & Reiche 2015;Gorp et al 2017;Kang & Shen 2018) and spouses (Davies, Kraeh & Froese 2015;Sambasivan, Sadoughi & Esmaeilzadeh 2017). Gupta, Banerjee and Gaur (2012) justified stakeholders can be integrated in one study to exhibit the underlying support given to expatriates.…”

Section: Introductionmentioning

confidence: 99%

Effects of Primary Stakeholders’ Support on Expatriate Adjustment and Performance in Malaysia

2019

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Globalisation encourages international companies to show interest in the growth of job mobility and relocations among employees. To meet global workforce demands, these companies are highly reliant on expatriates to manage their business operation abroad. This study examined the role of primary stakeholders' support such as organisations, host country nationals (HCNs) and spouses on expatriate adjustment and performance. Questionnaire survey data were collected from 112 expatriates in Malaysia and analysed using multiple hierarchical regression analysis. The results substantiated that perceived organisational support (POS) and HCN support were significant components in expatriate adjustment. The findings also revealed a positive relationship between expatriate adjustment and performance. Thus, multinational companies (MNCs) and human resource managers should provide expatriate relevant training and support to ensure a successful international assignment when he or she is sent abroad. Local employees could also be assigned to help expatriates mingle around in the host country. ABSTRAKGlobalisasi menggalakkan syarikat antarabangsa untuk menunjukkan minat terhadap pertumbuhan mobiliti pekerjaan dan relokasi dalam kalangan pekerja. Untuk memenuhi permintaan tenaga kerja global, syarikat antarabangsa sangat bergantung kepada ekspatriat untuk menguruskan operasi perniagaan mereka di luar negara. Kajian ini mengkaji peranan sokongan pemegang taruh utama seperti organisasi, warga tuan rumah dan pasangan terhadap penyesuaian dan prestasi ekspatriat. Data soal selidik yang dikumpulkan dari 112 ekspatriat di Malaysia dianalisis dengan menggunakan analisis regresi pelbagai hirarkikal. Hasil kajian membuktikan bahawa tanggapan sokongan organisasi dan sokongan warga tuan rumah adalah komponen penting dalam penyesuaian ekspatriat. Hasil kajian ini juga menunjukkan hubungan positif antara penyesuaian ekspatriat dan prestasi. Oleh itu, syarikat multinasional dan pengurus sumber manusia harus menyediakan latihan dan sokongan yang berkaitan untuk ekspatriat untuk memastikan suatu tugasan antarabangsa yang berjaya apabila mereka dihantar ke luar negara. Pekerja tempatan juga boleh ditugaskan untuk membantu ekspatriat bergaul di negara tuan rumah.

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“…Therefore, it is of great practical significance to improve the adaptability of expatriates and reduce the withdrawal intention of expatriates to achieve successful expatriation. Scholars have proposed many corresponding measures for this point, such as improving the frequency of cross-cultural training for expatriates [6], maintaining favorable HCN-expatriate relationship [7] and enhancing the cultural intelligence of expatriates [8]. What cannot be ignored is that the impact of mentoring on expatriates has become an important topic in the research field of expatriate management [9].…”

Section: Introductionmentioning

confidence: 99%

Career Development Support, Job Adaptation, and Withdrawal Intention of Expatriates: A Multilevel Analysis of Environmental Factors

Song

Zhao

et al. 2019

IJERPH

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The present study aims to explore the impact of career development support on job adaptation and withdrawal intention, and the multilevel moderating role of host country environmental factors. Through the questionnaire survey, we collected 242 expatriates’ data of 25 countries from China’s multinational corporations. Based on the constructed multilevel analysis model, we find: (1) career development support has a significant impact on job adaptation and withdrawal intention of expatriates; (2) job adaptation plays a mediating role between career development support and withdrawal intention; and (3) host country environment plays the multilevel moderating role between career development support and job adaptation. Through the multilevel model of host country environment, this study explores the mechanism of how career development support affects job adaptation and withdrawal intention. The conclusions enhance the understanding of the adaptation of expatriates and have important theoretical and practical reference value to achieve successful expatriate in the context of host country environment.

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Antecedents and consequences of host-country nationals' attitudes and behaviors toward expatriates: What we do and do not know

Cited by 54 publications

References 49 publications

When too much adjustment is bad: A curvilinear relationship between expatriates’ adjustment and social changes in HCNs

When too much adjustment is bad: A curvilinear relationship between expatriates’ adjustment and social changes in HCNs

Effects of Primary Stakeholders’ Support on Expatriate Adjustment and Performance in Malaysia

Career Development Support, Job Adaptation, and Withdrawal Intention of Expatriates: A Multilevel Analysis of Environmental Factors

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