Foreign professionals in South Korea

Kraeh, Albert; Froese, Fabian Jintae; Park, Hyunmi

doi:10.1093/acprof:oso/9780198729433.003.0010

Cited by 15 publications

(13 citation statements)

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“…Furthermore, we examined expatriates’ need for organizational information. Previous studies (e.g., Bonache, ; Froese et al, ; Kraeh et al, ) have indicated that expatriates often struggle with the retrieval of important organizational information due to language barriers or their status as “outsiders.” Our study shows that nonfulfillment of expatriates’ needs for organizational information can lead to poor job satisfaction. A lack of relevant information may enhance feelings of uncertainty that translate into difficulties navigating the host corporate environment.…”

Section: Discussionmentioning

confidence: 99%

“…This need may, however, remain unmet as expatriates often struggle with language barriers that pose substantial hurdles to retrieving relevant information from organizational sources (Froese et al, ; Kraeh et al, ). This applies to Korea in particular: research shows that although English is the business world's lingua franca, Korean remains the main language for day‐to‐day business operations in many Korean organizations (Froese, Kim, & Eng, ).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…First, we draw from prior research that has shown that organizational information—for example, regarding individual progress on the job or employer expectations—is a central need for employees (e.g., Vander Elst, Baillien, De Cuyper, & De Witte, ; Varona, ). We argue that this need might be even more pronounced for expatriates due to numerous particularities associated with working in a foreign country: problems in the retrieval of information due to language barriers (Kraeh, Froese, & Park, ), diverging communication styles between cultures (Froese, Peltokorpi, & Ko, ; Oguri & Gudykunst, ), and disconnection from headquarters (Bonache, ). In our model, we argue that perceived organizational support (POS) (Eisenberger, Huntington, Hutchison, & Sowa, 1986) plays a crucial role in supplying expatriates’ need for organizational information.…”

Section: Introductionmentioning

confidence: 99%

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Person–Environment Fit and Expatriate Job Satisfaction

Stoermer

Haslberger²,

Froese

et al. 2017

Thunderbird Intl Bus Rev

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Despite the prominence of cross‐cultural adjustment in expatriate research, recent literature has criticized the theoretical foundation and dimensionality of this construct. Building on person–environment fit theory, we empirically investigate a multidimensional conceptualization of cross‐cultural adjustment in the work domain, considering expatriate abilities and needs as well as environmental demands and supplies. We conduct polynomial regression analysis on a sample of 175 expatriates in South Korea. Results show that job satisfaction increases as perceived organizational support exceeds expatriates’ need for organizational information. In a similar vein, job satisfaction increases as expatriates’ cultural skills exceed workplace social exclusion. We visualize the identified relationships using response surface analysis. Implications for theory and practice are discussed.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Backgroundmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Person–Environment Fit and Expatriate Job Satisfaction

Stoermer

Haslberger²,

Froese

et al. 2017

Thunderbird Intl Bus Rev

Self Cite

View full text Add to dashboard Cite

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“…Despite the fact that South Korea is different from the United States in terms of the cultural and institutional environment, a work system eliciting commitment from employees helped create competitiveness and flexibility to South Korean organizations (Bae and Lawler ), because these practices tend to universally benefit organizations and some of them (e.g. group‐based incentives and training) fit the collectivistic and Confucian values of South Korea (Kraeh, Froese and Park ; Yang ). The WPS measured these HRM practices in three ways.…”

Section: Methodsmentioning

confidence: 99%

High‐performance work systems as a remedy for growing pains: evidence from South Korean organizations

Kim

et al. 2018

Asia Pac J Human Res

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Drawing on literatures from a contingency perspective of strategic human resource management and a dynamic resource-based view, this study examines dynamic patterns of investment in highperformance work systems (HPWS) to support labor productivity of growing organizations. We analyzed a four-wave panel dataset from 267 establishments in South Korea and found that higher usage of HPWS at a prior point in time and increasing usage of HPWS over time led to consistently improved labor productivity when the employment size of establishments continued to grow. Our theory and findings provide new insight into the dynamic fit between HPWS and organizational performance over time in growing organizations.Keywords: employment size, high-performance work system, labor productivity, organizational growth, strategic human resource management Key points 1 HPWS can benefit the labor productivity of organizations constantly increasing their employment size. 2 Constantly growing organizations can improve their labor productivity by increasing usage of HPWS over time. 3 An HPWS is an effective internal structure to address the growing pains of organizations and realize productive growth.Although many organizations strategize growth (e.g. expanding their employment size, operations, or market segments) in order to gain a competitive advantage, growth does

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“…According to a survey of approximately 150 foreign professionals in Korea, they were not satisfied with their work environments. The unpleasant work conditions included long working hours, poor communication and strict hierarchies within their workplaces (Kraeh, Froese and Park ). It was reported that skilled foreigners were subjected more than unskilled foreign workers to the discretionary control of employers beyond the reach of government protection and supervision of their employment and work conditions (Chung ).…”

Section: Immigration Policy Responses To the Skill‐shortage Problemsmentioning

confidence: 99%

The diverging paths of skilled immigration in Singapore, Japan and Korea: policy priorities and external labor market for skilled foreign workers

Kwon

2018

Asia Pac J Human Res

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This article compares the nature of skilled immigration in Singapore, Japan and Korea. Facing skill‐shortage problems due to economic and demographic transitions, these countries responded to the challenges by adopting different modes of skilled immigration. A comparison of the three countries reveals that they displayed substantial variation in the liberalization of skilled immigration and the incorporation of skilled foreign workers into local labor market. Singapore developed formal and qualification‐centered schemes for employing skilled immigrants with active government involvement. Japan maintained temporary and separate employment tracks for foreign skilled workers under strict national guidance. Korea extended the use of foreign skills as substituting labor to meet immediate labor demands in niche labor markets with less systematic government supervision. This study argues that within largely weak interest politics, the distinctive roles of governments and the varying degrees of formalization of foreign labor market led to the different modes of skilled immigration across the three countries. The comparison in this study implies that compared to the state‐led programs, systematic and formalized schemes in the foreign labor market may lessen the informal penalties imposed for foreignness and thus lead to better economic incorporation.

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Foreign professionals in South Korea

Cited by 15 publications

References 0 publications

Person–Environment Fit and Expatriate Job Satisfaction

Person–Environment Fit and Expatriate Job Satisfaction

High‐performance work systems as a remedy for growing pains: evidence from South Korean organizations

The diverging paths of skilled immigration in Singapore, Japan and Korea: policy priorities and external labor market for skilled foreign workers

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