Career satisfaction of expatriates in humanitarian inter-governmental organizations

Lazarova, Mila; Dimitrova, Mihaela; Dickmann, Michael; Brewster, Chris; Cerdin, Jean‐Luc

doi:10.1016/j.jwb.2021.101205

Cited by 17 publications

(16 citation statements)

References 84 publications

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“…CSAT was assessed with five items from Greenhaus et al [75]. Recent empirical studies also used this scale to assess CSAT [76,77]. The CSAT scale was measured utilizing a 5-point scale, anchored by "5 = strongly agree" and "1 = strongly disagree."…”

Section: Measurementmentioning

confidence: 99%

Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

2021

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An increasing body of research suggests job embeddedness (JE) as a motivational variable influencing employees’ attitudinal and behavioral outcomes such as quitting intentions and task performance. Personal resources have been reported to affect JE and these outcomes. However, little work has investigated the antecedents and consequences of JE among cabin attendants. There is also a dearth of empirical research regarding the mechanism linking resilience to cabin attendants’ affective and performance outcomes. Therefore, drawing on conservation of resources and JE theories, we propose a conceptual model that examines the interrelationships of resilience, JE, career satisfaction (CSAT), and creative performance (CPERF). Moreover, the model explores JE as a mediator of the impact of resilience on CSAT and CPERF. These linkages were tested via data collected from cabin attendants and their pursers. The findings from structural equation modeling reveal that resilience boosts cabin attendants’ JE, CSAT, and CPERF. As predicted, JE is a mediator between resilience and CSAT. Our paper culminates with implications for theory and practice as well as future research directions.

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Section: Measurementmentioning

confidence: 99%

Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

2021

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“…Future research could use a similarity-attraction paradigm (Byrne, 1971) or what Fee et al, (2015, p.11) refer to as "similarity-equality" to access how certain characteristics of expatriates and HCNs can facilitate closeness and successful expatriate and HCN interactions. Additionally, IDOs employ expatriates that originate from different nationalities that may not necessarily be the same as the home country of the IDO headquarters (Lazarova et al, 2021). Although our study identified some differences in nationalities of expatriates, it would be worth examining…”

Section: Limitations and Recommendations For Future Studiesmentioning

confidence: 91%

“…Whereas there was a good proportion in terms of years of experience for both groups of employees in IDO2. Years of experience working within the sector can also influence the way specific roles are allocated to expatriates (Lazarova et al, 2021).…”

Section: Profile Of Participantsmentioning

confidence: 99%

“…The managerial implication for the foregoing is that, although IDO HCNs who feel relatively deprived (Runciman, 1966) can renegotiate their employment conditions, this may not necessarily be feasible in the short run due to the pervasiveness of ethnocentric pay practices by global players (Toh and DeNisi, 2003), partly justified by the competences that expatriates bring to their role (Lazarova et al, 2021). It may be relevant to communicate clearly on the competencies expatriates bring to explain status difference or pay gap between them and HCNs (Lazarova et al, 2021).…”

Section: Practical Implications and Conclusionmentioning

confidence: 99%

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The dynamics of workplace relationships among expatriates and host country nationals in international development organisations

Yusuf

Fontinha

Haak‐Saheem

2022

JGM

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PurposeThis paper aims to explore the dynamics of workplace relationships between expatriates and host country nationals (HCNs) in international development organisations (IDOs) through the lens of the social comparison theory. These relationships are likely influenced by the way human resource management (HRM) practices are implemented among individuals from both groups.Design/methodology/approachThe auhtors used an inductive approach and analysed qualitative data from ten expatriates and twenty HCNs employed by five IDOs in Nigeria, a risk-prone context.FindingsThe findings demonstrate that both expatriates and HCNs perceive that the HRM practices implemented by IDOs are more favourable to expatriates. This leads to further social comparisons between members of both groups, affecting their workplace interactions.Practical implicationsThe way expatriates and HCNs perceive and act towards these differential practices matters for the operations of IDOs. As such, the authors recommend that IDO management may consider acknowledging diversity in their workforce, enact inclusive practices and make deliberate investments on learning opportunities and maximise the continued investments in expatriate use.Originality/valueThis study contributes to expatriation literature by clarifying the extent to which the enactment of differential HRM practices in a risk-prone context can exacerbate upward social comparisons and significantly influence working relationships. The authors explore this outside the context of multinational enterprises, focusing on IDOs that play a valuable role in local societies.

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“…uman Resources (HR) is an important factor in an organization or government in providing services to the public (Mutiana et al, 2017;Lazarova et al, 2021). The development and professional development of HR is one of the exemplary efforts to face and respond to all challenges related to changes in the strategic environment.…”

Section: Introductionmentioning

confidence: 99%

The Influence of Recruitment and Position Competence on the Performance of State Civil Apparatus at the Regional Secretariat of Central Sulawesi Province

Sulaeha¹,

Anshary²,

Natsir³

2021

IJRISS

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This study aims to obtain information about the effect of (1) recruitment of positions on the performance of state civil servants in the Regional Secretariat Central Sulawesi Province, (2) position competence on the performance of the state civil apparatus in the Regional Secretariat Central Sulawesi Province, (3) recruitment of positions and job competencies simultaneously or partially on the performance of state civil servants at the Regional Secretariat of Central Sulawesi Province. The method used is the survey method with quantitative descriptive data analysis techniques. The target population is all civil servants of the Regional Secretariat of Central Sulawesi Province, as many as 498 people. The number of research samples was 222 people using the Proportional Random Sampling technique. The study results show that: First, there is a positive and significant influence between the performances of the state civil apparatus in the Secretariat of Central Sulawesi Province with a value of 14.2%. Second, there is a positive and significant influence between the performance of state civil servants in the Regional Secretariat of Central Sulawesi Province with a value of 34%. Third, there is a positive and significant influence jointly between job recruitment and job competence with a positive effect with a value of 48.3%.

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Career satisfaction of expatriates in humanitarian inter-governmental organizations

Cited by 17 publications

References 84 publications

Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

The dynamics of workplace relationships among expatriates and host country nationals in international development organisations

The Influence of Recruitment and Position Competence on the Performance of State Civil Apparatus at the Regional Secretariat of Central Sulawesi Province

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