Are culturally intelligent professionals more committed to organizations? Examining Chinese expatriation in Belt & Road Countries

Exploring the effect of perceived overqualification on knowledge hiding: The role of psychological capital and person-organization fit

“…When individuals have the remaining KSAs in their work (At least in their self-perception), they may take a positive approach, i.e., they are willing to use the remaining KSAs to help colleagues (Li C. S. et al, 2022 ). Individuals with stronger KSAs often better understand, interpret, and use a variety of information (Earley, 2002 ; Earley and Peterson, 2004 ; Zhang Y. et al, 2020 ). For example, teams and organizations may request knowledge from the individuals who perceived overqualification by encouraging the others or leverage the KSAs of perceived overqualification individuals by having overqualified individuals guide more capable colleagues and impart their knowledge across the team (Thompson et al, 2013 ; Russell et al, 2016 ; Sikora et al, 2016 ).…”

The Belt and Road Initiative and international business policy: A kaleidoscopic perspective

“…The effect is stronger in regions with higher marketization and is weaker when investing in BRI countries Huang, Shen, and Zhang ( 2022 ) Asia-Pacific Journal of Management Institutional theory Quantitative data; ordinary least squares regression Home government support has a positive impact on the performance of SOEs’ subsidiaries. This effect is weaker in countries that are cooperating with the BRI than in those that are not Li, Van Assche, Li, and Qian ( 2022b ) Journal of International Business Studies Varieties of capitalism; Geopolitics Conceptual Institutions and geopolitics influence both the legitimacy gap of Chinese firms in a host country and the host country’s relative bargaining power, affecting the likelihood that host firms and third-country MNEs are selected in BRI projects Mukhtar, Zhu, Lee, Bambacas, and Cavusgil ( 2022 ) International Business Review Social networks Qualitative interviews Acculturation experience, cross-cultural networking, networking behavior, and factors influencing cross-cultural adjustment, enhance the overall performance of BRI projects Wang, Li, and Wei ( 2022 ) Asia-Pacific Journal of Management Resource-based theory Quantitative data; panel data econometric model R&D intensity is identified as a burden and political ties as support for corporations’ short-term performance in BRI projects Wang and Liu ( 2022 ) Asia-Pacific Journal of Management Institutional theory, outward FDI Quantitative data; regression State equity of Chinese firms pushes their proactiveness in investing in BRI countries Yang, Wang, Liu, and Huang ( 2022 ) Asia-Pacific Journal of Management Institutional theory Quantitative data; difference-in-differences-method BRI exerts a positive effect on corporate social responsibilities of Chinese MNEs involved in the BRI and the effect is stronger for Chinese state-owned MNEs Zhang, Huang, Duan, and Li ( 2022 ) ...…”

“…More profoundly, however, much of the extant literature in IB has adopted a firm or industry perspective in the context of the BRI [with notable exception of the work by Lewis et al ( 2021 ) and Casas-Klett and Li ( 2022 )], an approach that might have unwittingly limited deeper interest into the topic. Indeed, of the 12 articles mentioned above, six have studied how organizational heterogeneities such as state ownership, political ties, and ethnicity influence a firm’s IB performance in the context of the BRI (Huang, Shen, & Zhang, 2022 ; Li et al, 2019 ; Li, Van Assche, Li & Qian, 2022b ; Sutherland, Anderson, Bailey, & Alon, 2020 ; Wang, Li, & Wei, 2022 ; Wang & Liu, 2022 ); two studies have evaluated firms’ CSR and green performance along the Belt and Road (Chen, Ning, Pan, & Xiao, 2022 ; Yang, Wang, Liu, & Huang, 2022 ); and two articles have studied the opportunities and challenges that the BRI presents to expatriates and workers (Mukhtar, Zhu, Lee, Bambacas, & Cavusgil, 2022 ; Zhang, Huang, Duan, & Li, 2022 ).…”

Expatriate adjustment and subsidiary performance: a motivation-hygiene perspective

“…In the last 50 years, research on how multinational enterprises (MNEs) manage their expatriates, who are a group of employees undertaking international assignments and working temporarily in foreign locations of these MNEs, has become a prominent topic in the field of international human resource management (IHRM) Stoermer et al, 2020). Despite the well-documented literature on expatriate management, there is still a room to explore expatriation practices of emerging market multinationals (EMNEs) and the adjustment of their expatriates (Zhang et al, 2020;Zhu, 2019).…”

“…Originating in fast-transitioning economies, EMNEs are firms from emerging economies that increasingly engage in foreign direct investment (FDI) but suffer from inherent competitive disadvantages in global markets due to lack of international experience and liability of country of origin (Fan et al, 2016;Zhu, 2019). To work around the liabilities and improve subsidiary performance, EMNEs are increasingly sending expatriates overseas to facilitate the completion of international assignments (Wu and Fan, 2021;Zhang et al, 2020;Zhu, 2019). Yet EMNE expatriates generally lack cross-cultural competence, which causes them to face adjustment obstacles in new work environments (Wang et al, 2014).…”