EU's new member states: an untapped (and underappreciated) source of talent for MNCs?

Felker, Julie A.

doi:10.1080/09585192.2011.606112

Cited by 5 publications

(3 citation statements)

References 73 publications

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“…Also, many new opportunities are opening to young graduates outside their home country. For example, Felker (2012) identified young from transitional countries as a great pool for third country ex-patriate assignments for MNC in Europe, especially as the young get more educated and fluent in foreign languages and also more mobile than generations before them. Hence the ability to attract talent may be especially challenging for local companies which also have less developed HRM and TM systems and usually offer lower salaries than MNC subsidiaries.…”

Section: Discussionmentioning

confidence: 99%

Wanting it all: the challenges of managing young talent in transition economies

Zupan

Dziewanowska

Pearce

2017

BJM

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Purpose: Our purpose is to identify challenges of talent management in the young generation of transition economies, based on a study of employee and employer obligations as elements of anticipatory psychological contracts (APC). We aim to analyze how APC differ between transitional and non-transitional countries and also if there are differences between transitional countries. Design/methodology/approach: We used a quantitative research design and conducted a survey using the PC Inventory among business students in Poland and Slovenia and the UK (as a control group). Findings: We found that APC in transitional countries differ significantly from the control group, with Polish and Slovenian APCs being more transactional and less relational than in the UK. Also, there are several differences between Poland and Slovenia, suggesting that CEE transitional countries cannot be considered a single region in this respect. Practical implications: We identified challenges related to talent management in transitional countries based on APC characteristics and proposed several ways in which employers and educators could help to build more realistic expectations and thus helping young talents with their transition from education to labor market. By increasing the understanding of APC employers can improve their talent management practices for the young talents. Originality/value: Our study offers unique insights into APC of the young generation in transitional countries, with regard to both employee and employer obligations. The three types of APC were studied along with particular dimensions of APC. We linked talent management to the APC characteristics. Based on our results, we propose that socioeconomic context as well as national culture should be considered as antecedents of APC formation and given more attention in both psychological contract and talent management research.

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Section: Discussionmentioning

confidence: 99%

Wanting it all: the challenges of managing young talent in transition economies

Zupan

Dziewanowska

Pearce

2017

BJM

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“…While we corroborate these findings for the innovation propensity, we additionally show that the picture may be considerably less favourable for market diffusion. This has important implications for management practice, because it means that businesses must strategically differentiate internationalisation motives aimed at increasing their innovation capabilities (Cuervo-Cazurra et al, 2015), for example, by driving innovation propensity by gaining access to untapped knowledge sources on the one hand (Almeida & Phene, 2008;O'Dwyer & O'Flynn, 2005;Felker, 2012;Bos et al, 2017) and, on the other hand, motives related to achieving greater market diffusion. In fact, it was shown that under certain circumstances, both these goals might be in conflict with each other.…”

Section: Discussionmentioning

confidence: 99%

Captive Offshoring, Innovation and Market Diffusion: Evidence from the Swedish Community Innovation Survey

Schubert

2023

J Knowl Econ

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Although the effects of captive offshoring on firm innovation have increasingly become a subject of study, the literature did so far not distinguish between the effects on introducing innovation as opposed to the effects their market diffusion. This distinction is important. By integrating insights from the innovation diffusion literature, we argue that the effects of captive offshoring on home base innovation are likely to differ between the generation and the diffusion phases. Using a matched employer-employee panel dataset drawn from consecutive waves of the Swedish Community Innovation Survey (CIS) between 2009 and 2015, it is shown that captive offshoring, as measured by the share of employees at foreign locations, has an inverted u-shape effect on innovation propensity (with positive effects for the average firm). In contrast, employment offshoring does not, on average, affect the rate of diffusion as measured by the share of turnover from new products. For firms with more novel product innovations, the effects are even negative.

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“…Despite that, the effectiveness of teams has not been investigated enough, which leaves the importance of personality traits, work challenges and virtualization level unclear. Most studies investigate collocated, non-spread team performance (Higgs & Dulewicz, 2016;Ewen et al, 2013;Stelmokienė, 2012), with direct communication (emigrants, students) (Felker, 2012;Stelmokienė, 2012) or with temporary virtual communication (Yilmaz & Peña, 2014). The influence of personality traits on effectiveness has been studied only in specific cultures (Horwitz et al, 2003;Paik et al, 2000), but not globally.…”

Section: Introductionmentioning

confidence: 99%

Team Effectiveness in Software Development: The Role of Personality and Work Factors

Endriulaitienė

Cirtautienė

2021

Business: Theory and Practice

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Globalization and dynamic economic conditions have exponentially increased the use of virtual work in organizations. Effectiveness in software development teams, therefore, is now a relevant issue in business, psychology or other fields. Despite the uniqueness of software development teams and their work conditions, their effectiveness has not been sufficiently researched to clearly determine how it relates to personality traits, work challenges and the virtualization level. To expand the understanding of the mechanisms that influence team effectiveness in software development, an ecological framework is selected. The purpose of this study is to explore the relationship between personality traits, work factors and team effectiveness within the context of software development teams. Methodology: The exploratory study was conducted in international software development companies operating in Lithuania. Forty-five software development teams (N = 142) filled in the Team task performance scale, Hexaco-PI-R questionnaire and rated perceived work challenges and team virtualization level. The statistical analysis was conducted with SPSS. This survey is an initial stage of a larger project. Findings: Personality traits Conscientiousness and Extraversion relate to team effectiveness. In software development teams the most prevalent work challenges were time zone differences, lack of information when working on a project, and lack of a clear purpose. Lack of information and poor foreign language skills negatively affect team effectiveness. A higher virtualization level is associated with more frequent work challenges (culture and foreign language challenges, time zone differences) and team performance.

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EU's new member states: an untapped (and underappreciated) source of talent for MNCs?

Cited by 5 publications

References 73 publications

Wanting it all: the challenges of managing young talent in transition economies

Wanting it all: the challenges of managing young talent in transition economies

Captive Offshoring, Innovation and Market Diffusion: Evidence from the Swedish Community Innovation Survey

Team Effectiveness in Software Development: The Role of Personality and Work Factors

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