Opportunity and opportunism: The expatriation practices of Indian information technology multinational corporations

Shah, Dhara; Russell, Bob; Wilkinson, Adrian

doi:10.1016/j.intman.2016.11.001

Cited by 20 publications

(12 citation statements)

References 57 publications

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“…The "intellectual capital" held by individuals is identified as a key competitive resource, and expatriates' global roles in these Indian MNCs differ significantly from those of DMNCs. This calling for shift is echoed by Shah et al (2017).…”

Section: Hence Expatriates Can Promote Competitive Advantage Throughmentioning

confidence: 99%

Chinese expatriate management in emerging markets: A competitive advantage perspective

Rui

Zhang

Shipman

2017

Journal of International Management

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Section: Hence Expatriates Can Promote Competitive Advantage Throughmentioning

confidence: 99%

Chinese expatriate management in emerging markets: A competitive advantage perspective

Rui

Zhang

Shipman

2017

Journal of International Management

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“…Within the interpretive research perspective, the experiences of expatriates are examined with a focus on the underlying mechanisms that influence those experiences and expatriates’ performance (e.g. Crowley-Henry and Heaslip, 2014; Santoso and Loosemore, 2013; Shah et al, 2017). Interpretive studies, for instance, explore how culture influences the performance of Chinese expatriates (Lin and Zhao, 2016) or their perceived career success (Yao and Thorn, 2016).…”

Section: Resultsmentioning

confidence: 99%

“…Within studies maintaining the social order, we find a frequent reference to organizational psychology theories such as commitment theory (Nguyen et al, 2013; Rosenbusch et al, 2015), perceived organizational support theory (Shah et al, 2017), socioanalytic theory (Schuster et al, 2017) and social cognitive theory (Lin and Zhao, 2016). Several studies make use of strategic HR perspectives (e.g.…”

Section: Resultsmentioning

confidence: 99%

An empirical analysis of research paradigms within international human resource management: The need for more diversity

Kornau

Frerichs

Sieben

2020

German Journal of Human Resource Management: Zeitschrift für Pe

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The goal of this article is to provide a fine-grained analysis of international human resource management research that addresses the different perspectives applied in that research. We coded 203 peer-reviewed international human resource management articles published between 2011 and 2018 with content analytical methods guided by the compass of management research developed by Sieben, which is rooted in critical management research. We were particularly attentive to the various discursive orientations international human resource management scholars have adopted, including ideologically critical, poststructuralist, functionalist and interpretive perspectives. We further examined which methods, theoretical perspectives and topics were common within and across different perspectives. This analysis indicated that critical research intending to politicize and question existing structures and ways of organizing is still marginal. Along with the dominance of functionalist and interpretive studies, papers in our dataset commonly use a strategic human resource perspective, are predominantly interested in the human resource management–performance link and focus rather narrowly on multinational corporations and expatriates. Furthermore, while international human resource management scholars increasingly account for the contextual embeddedness of organizations through macro-level theories, they mainly apply institutional perspectives that view organizations as adapting to institutional constraints. We propose a more diverse and reflexive approach – inspired by ideologically critical and poststructuralist perspectives – that may help to overcome these blind spots. Such an approach might, for instance, look at types of organizations other than multinational corporations and individuals other than highly skilled expatriates and might explicitly bring multiple, external stakeholders into the picture. We conclude by suggesting that international human resource management research and practice would benefit from more research diversity which enables more holistic analyses of phenomena, more innovative research and resultant insights, and more space for meta-theoretical reflections.

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“…Finally, our model is clearly biased towards research based on supply chain and network governance and practices around transatlantic lead firms. In the light of recent geo-political events, the approaches of lead firms headquartered in emerging economies such as China or India deserve closer consideration (see, for example, Demirbag et al, 2016; Shah et al, 2017).…”

Section: Discussionmentioning

confidence: 99%

How can employment relations in global value networks be managed towards social responsibility?

2018

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Ensuring social responsibility is a continued challenge in value creation processes that are globally dispersed among multiple organizations. We use the literature on interorganizational network management to shed new light on the question of how employment relations can be managed more responsibly in global value networks (GVN). In contrast to the structureoriented global value chain perspective, a network management perspective highlights the practices by which employment relations can be addressed in the context of plural forms of network governance. Using examples of GVN in the automotive and garment industries we illustrate how the network management practices of selecting, allocating, regulating and evaluating can enable lead firms and suppliers to effectively deal with social responsibility challenges on the level of whole networks. We also discuss how network management practices can address field-level and firm-level constraints for the management of multiemployer relations in GVN.

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Opportunity and opportunism: The expatriation practices of Indian information technology multinational corporations

Cited by 20 publications

References 57 publications

Chinese expatriate management in emerging markets: A competitive advantage perspective

Chinese expatriate management in emerging markets: A competitive advantage perspective

An empirical analysis of research paradigms within international human resource management: The need for more diversity

How can employment relations in global value networks be managed towards social responsibility?

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