Perceptions of task cohesiveness and organizational support increase trust and information sharing between host country nationals and expatriate coworkers in Oman

Toh, Soo Min; Srinivas, E. S.

doi:10.1016/j.jwb.2011.09.003

Cited by 55 publications

(63 citation statements)

References 83 publications

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“…HCN assistance to expatriates within and outside of the workplace to a great extent influences expatriate adjustment and work performance on international assignments and consequently contributes to the business success of MNEs (Arman & Aycan, ; Toh & Srinivas, ; Varma, Pichler, Budhwar, & Biswas, ). This research explores the effects of two bundles of discretionary HRM practices (i.e.…”

Section: Discussionmentioning

confidence: 99%

“…Because of their national working experience and background, HCNs have relevant role information, which is necessary for expatriates to learn in order to become effective members of the organization (Varma et al, ). Assistance from HCNs in the workplace by sharing role information is important for expatriates to succeed in international assignments (Mahajan & Toh, ; Toh & Srinivas, ). Outside the workplace, in any particular culture only certain behaviors are deemed to be appropriate.…”

Section: Theoretical Background and Development Of Hypothesesmentioning

confidence: 99%

“…The past decade has witnessed increasing academic interest in exploring factors predicting the relationship between HCNs and expatriates (e.g., see, Arman & Aycan, ; Toh & DeNisi, ; Toh & Srinivas, ; Varma et al, ). However, the extant literature regarding determinants of the willingness of HCNs to help expatriates has a focus on personal and intrapersonal factors such as personality (Caligiuri, ; Johnson, Kristof‐Brown, Van Vianen, De Pater, & Klein, ) and social categorization (Arman & Aycan, ; Varma et al, ).…”

Section: Introductionmentioning

confidence: 99%

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Conditional altruism: Effects of HRM practices on the willingness of host‐country nationals to help expatriates

Shen

Kang

Dowling

2017

Human Resource Management

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The assistance of host-country nationals (HCNs) both within the workplace and in the external environment plays a significant role in expatriate adjustment and work performance on international assignments. Extant research exploring antecedents of HCNs' attitudes and behaviors toward expatriates focuses on personal and intrapersonal factors but overlooks organizational contextual effects. In this study, we propose and test a model that HCNs' willingness to help expatriates is influenced by HRM practices in international subsidiaries of multinational enterprises (MNEs). Results of analyzing data collected from Chinese subsidiaries of South Korean MNEs showed that high-commitment HRM practices directly and indirectly influence HCNs' willingness to help expatriates through the mediation of perceived organizational support (POS). Socially responsible HRM indirectly influences the criterion variable through the mediation of organizational identification. Moreover, POS and organizational identification sequentially mediate the effect of high-commitment HRM on HCNs' willingness to help expatriates.These findings shed some light on organizational antecedents that go beyond personal and intrapersonal factors of HCN attitudes and behavior toward expatriates.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Background and Development Of Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Conditional altruism: Effects of HRM practices on the willingness of host‐country nationals to help expatriates

Shen

Kang

Dowling

2017

Human Resource Management

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“…A lack of support in terms of settling‐in practices, language courses, or cross‐cultural training may also be treated as PCB if such support is felt to be critical to the expatriates’ and their families’ well‐being. Poor treatment by host‐company employees, such as withholding critical information and resources that deters expatriates from achieving their key performance indicators (KPIs) in the host company (Toh & Srinivas, ) or depriving expatriates of social acceptance, support, or mentoring (Mezias & Scandura, ), may also contribute to expatriates’ perceptions of PCB by the host company.…”

Section: Dual Foci Of Expatriates’ Psychological Contracts and Perceimentioning

confidence: 99%

A Psychological Contract Perspective of Expatriate Failure

2016

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The expatriate literature needs to move beyond maladjustment as a primary reason for expatriate failure. This article draws on the psychological contract as a valuable lens to observe changes in expatriate behavior that may determine expatriate success or failure on international assignments. Prior research on the expatriate psychological contract has focused solely on an expatriate's social exchange relationship with the assigning parent company. This article offers a dual‐foci perspective of the expatriate psychological contract and suggests that expatriates’ perceptions of psychological contract breach arise from two sources—the assigning parent company and the receiving host company. The conceptualization of breach with dual foci forms the basis for the proposed model of expatriate failure. The model proposes that differences in expatriates’ contexts will influence their likelihood of perceiving breach and that breach, once perceived, will affect expatriate behavior through its influence on sense‐making, affect, conation, and attitudes. The propositions developed in this article provide a foundation for future theorizing and empirical work on expatriate cognitions of psychological contract breach. © 2016 Wiley Periodicals, Inc.

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“…Second, HCNs' helping behaviors toward expatriates are often not associated with external incentives (Toh & DeNisi, 2005). Third, depending on their perceptions of expatriates, different HCNs can interpret and respond to expatriates differently (Pichler, Varma, & Budhwar, 2012;Toh & Srinivas, 2012). Next, we discuss two personality traits, agreeableness and conscientiousness, which have received the most scholarly attention when examining personality traits and OCBs.…”

Section: Hcn Personality and Helping Behaviors Toward Expatriatesmentioning

confidence: 99%

The effects of personality on host country nationals’ helping behaviors toward expatriates

Wang

Fang

2014

International Journal of Intercultural Relations

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Perceptions of task cohesiveness and organizational support increase trust and information sharing between host country nationals and expatriate coworkers in Oman

Cited by 55 publications

References 83 publications

Conditional altruism: Effects of HRM practices on the willingness of host‐country nationals to help expatriates

Conditional altruism: Effects of HRM practices on the willingness of host‐country nationals to help expatriates

A Psychological Contract Perspective of Expatriate Failure

The effects of personality on host country nationals’ helping behaviors toward expatriates

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