Intercultural sensitivity of expatriate human resource managers towards training practices in their host countries

Finken, Lena; Pilz, Matthias

doi:10.1080/13678868.2023.2193808

Cited by 4 publications

(4 citation statements)

References 95 publications

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“…The interviews show processes of othering, a symptom that frequently appears in social relations in MNCs where persons from different countries of origin meet (Fuchs and Schalljo, 2017). An issue that contributes to this kind of distanced relation is that the local HR managers usually are socialised in the German institutional setting; in our study, only exceptionally and in early stages of the subsidiary, expats from headquarters sometimes are employed as “boundary spanners” (Bathelt et al , 2018, p. 1011; Finken and Pilz, 2023). The insights on perceived distance and related friction support the findings of Dörrenbächer et al (2021a, p. 648) who note that the standardisation observed in European MNCs promotes “an increasingly centralised and technocratic form of managerial control that is not free of ‘functional stupidities' (…)”.…”

Section: Results: Local Managers Situated Between Headquarters and Th...mentioning

confidence: 86%

“…International experts only rarely act as boundary spanners and then for a limited period. Local managers, on their part, hardly engage in boundary spanning; they see their insider-knowledge of the local situation as an asset enabling them to maintain and expand their scope for action (see Finken and Pilz, 2023). Sixth, labour representation can play a role, if the subsidiary has a works council.…”

Section: Discussionmentioning

confidence: 99%

“…Boundary spanners are international experts, frequently from headquarters or other subsidiaries, who encourage sense-making and who stimulate the exchange of expertise and experience between top management, local management and actors of the local environment. Boundary spanners are sometimes also locals who are able to promote mutual understanding across international borders (Finken and Pilz, 2023). Boundary spanners thus can turn a relation between the subsidiary and the local environment, which was formerly characterised by gaps of knowledge, into a relation of mutual understanding and smooth cooperation (Bathelt et al , 2018).…”

Section: Subsidiary Situated Between Headquarters and Local Contextsmentioning

confidence: 99%

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Situated between headquarters and local environment: local managers’ scope for action in training activities

Fuchs,

Westermeyer

2023

CPOIB

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Purpose The purpose of this paper is to explore the scope for action of local human resource managers, who are employed in foreign subsidiaries of multinational companies (MNCs), for implementing training activities. These managers are situated in relationships to headquarters and the local environment. Related to this is the question whether MNCs contribute to the local skill base by implementing training activities or whether they exploit the existing skill formation system. Design/methodology/approach This study focusses on German subsidiaries of MNCs with headquarters in the USA and the UK, France, China and Japan. The study is based on 107 expert interviews with subsidiary managers and representatives of local stakeholder organisations, such as educational organisations, chambers, economic promotion agencies and governmental bodies in Germany. Findings The study reveals that headquarters introduce general schemes for training. In addition to these MNC-internal trainings, local managers use their information advantage over headquarters to implement dual training activities. Research limitations/implications The training activities of subsidiaries are dependent on the institutional settings of the host country. Practical implications Albeit dual training activities are laborious and tie the local managers down for the medium and long term, the future need of the subsidiary for adequately skilled workforce prompts local managers’ engagement in implementing dual training activities. Social implications Subsidiaries contribute to the local skill base and do not act in a free-rider position, at least in the German variety of capitalism. Originality/value The study deepens insights on distanced relations within and how subsidiaries generate scope for action by using this kind of relationships.

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Section: Results: Local Managers Situated Between Headquarters and Th...mentioning

confidence: 86%

Section: Discussionmentioning

confidence: 99%

Section: Subsidiary Situated Between Headquarters and Local Contextsmentioning

confidence: 99%

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Situated between headquarters and local environment: local managers’ scope for action in training activities

Fuchs,

Westermeyer

2023

CPOIB

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“…As previously highlighted, effective management of expatriates has become a key priority of organisations which employs a multicultural workforce. Further, numerous research has been conducted in the field of expatriate management practices (e.g., Benson, 2011;Caligiuri & Colakoglu, 2007;Dowling et al, 2013;Finken & Pilz, 2023), yet studies concerning the organisational behaviour of expatriates tend to be limited (e.g., Mendenhall et al, 2002;Shaffer et al, 2006;Yorozu, 2023). Out of which, research that addresses expatriates' ethnocentrism is minimal (e.g., Caligiuri et al, 2016), and the written literature is conflicting most of the time.…”

Section: Research Problemmentioning

confidence: 99%

Influence of ethnocentrism on the work behaviour of expatriates

Joachim,

Weerasekera

2022

J. Bus. Stud.

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With the surge in internationalisation of corporations, the number of expatriates in the workforce of organisations across the globe has dramatically increased. Presence of expatriates in the workforce has given rise to unique set of challenges. One of such is the effective management of expatriates’ work behaviour in the workplace. Whereas earlier studies have indicated that ethnocentrism is a fundamental determinant of expatriates’ work behaviour. Accordingly, this study aims at identifying the extent to which expatriates are ethnocentric in their work behaviour by analysing the variables intercultural communication apprehension (ICA), patriotism, and xenophobia. This is because it has been identified that these three constructs are related to ethnocentrism. A quantitative methodology was utilised for this study where data were collected from expatriates using an online self-administered questionnaire. Multivariate data analysis techniques were used in data analysis. The study’s results revealed that ICA, patriotism, and xenophobia are related with expatriates’ ethnocentric work behaviour. Thereby, the current study has offered a mechanism to measure the extent to which expatriates are ethnocentric in their work behaviour. A major outcome of this study would be providing insights into ethnocentrism and its influence on the work behaviour of expatriates.

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Is variety the spice of (expatriate) life? How cultural diversity in an expatriate’s home country affects their adjustment

Richardson,

Amir

2024

RIBS

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Purpose While the expatriation literature has explored cultural adjustment in considerable depth, it has largely overlooked the influence of cultural diversity in an expatriate’s home country. This study aims to address this shortcoming by investigating how home-country cultural diversity affects expatriate adjustment. Design/methodology/approach This study adopts a qualitative, inductive approach based on semi-structured interviews with a small number of Malaysian managers on international assignment in the Greater Brisbane area of Queensland, Australia. Findings The two key and related observations from the interviews are that, firstly, the existence of sizeable and profoundly distinct ethnic groups in an expatriate’s home country serves as an aid to successful adjustment, as it enhances cross-cultural understanding and communicative skills. Secondly, the positive effects of home-country cultural diversity are particularly felt by expatriates from ethnic minority groups in the home country due to their in-group and out-group interactions at home as well as their additional linguistic arsenal. Social implications Multiculturalism is a polarising and contentious topic in the public debate in many countries around the world, frequently used for differing political purposes. But in a globalising world, it is unlikely to disappear any time soon, making it imperative for academic research to develop a better understanding of the phenomenon, from as many angles as possible, including from an international business perspective. Originality/value This study addresses an under-researched topic, namely how cultural diversity within an expatriate’s home country impacts adjustment. From the findings, this study also introduces a theoretical model for use in future research.

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Intercultural sensitivity of expatriate human resource managers towards training practices in their host countries

Cited by 4 publications

References 95 publications

Situated between headquarters and local environment: local managers’ scope for action in training activities

Situated between headquarters and local environment: local managers’ scope for action in training activities

Influence of ethnocentrism on the work behaviour of expatriates

Is variety the spice of (expatriate) life? How cultural diversity in an expatriate’s home country affects their adjustment

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