Selecting candidates and managing expatriate assignments in China

Lund, Daniel; Degen, Ronald Jean

doi:10.1002/joe.20359

Cited by 9 publications

(5 citation statements)

References 13 publications

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“…The Chinese way. There is evidence that China has one of the highest rates of expatriate failure in the world (Lund and Degen, 2010;Ang and Tan, 2016). Nevertheless, China, compounded with the recent virus issues, was still the third most popular destination for international assignments (after the United States and European Union) and the top emerging destination for international assignments in 2019 (Brookfield, 2019).…”

Section: Theory and Hypotheses Expatriationmentioning

confidence: 99%

The impact of organizational position level and cultural flow direction on the relationship between cultural intelligence and expatriate cross-border adaptation

Zhang

Frost

et al. 2021

CCSM

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PurposeThis paper aims to examine the critical role played by cultural flow in fostering successful expatriate cross-border transitions.Design/methodology/approachThe authors develop and test a model on the interplay among cultural intelligence, organizational position level, cultural flow direction and expatriate adaptation, using a data set of 387 expatriate on cross-border transitions along the Belt & Road area.FindingsThe authors find that both organizational position level and cultural flow moderate the relationship between cultural intelligence and expatriate adaptation, whereby the relationship is contingent on the interaction of organizational position status and assignment directions between high power distance and low power distance host environments.Originality/valuePrevious research has shown that higher levels of cultural intelligence are positively related to better expatriate adaptation. However, there is a lack of research on the effect of position difference and cultural flow on such relationship. Our study is among the first to examine how the interaction between cultural flow and organizational position level influences the cultural intelligence (CI) and cultural adjustment relationship in cross-cultural transitions.

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Section: Theory and Hypotheses Expatriationmentioning

confidence: 99%

The impact of organizational position level and cultural flow direction on the relationship between cultural intelligence and expatriate cross-border adaptation

Zhang

Frost

et al. 2021

CCSM

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“…Living and working in Mainland China presents unique challenges and opportunities for expatriates (Lund and Degen, 2010; Britton, 2012; Nylander, 2015; Guo et al , 2018). The 2016 Global Mobility Trends Survey found that companies rated China the most challenging in family-related assignment issues (Brookfield, 2016).…”

Section: Literature Reviewmentioning

confidence: 99%

“…The HSBC Expat Explorer Survey for 2016 had China in 44th place among 45 countries for quality of life and in 42nd place for work–life balance (HSBC, 2017). There is also evidence that Mainland China has one of the highest rates of expatriate failure in the world (Lund and Degen, 2010; Ang and Tan, 2016). Nevertheless, China was the second most popular destination for international assignments (after the USA) and the top emerging destination for international assignments in 2016 (Brookfield, 2016).…”

Section: Literature Reviewmentioning

confidence: 99%

All work and no play? Antecedents of the leisure involvement of Taiwan expatriate managers in Mainland China

Chao

Morrison

2019

IJM

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Purpose The purpose of this paper is to construct and test an antecedent relationship path model for the leisure involvement of Taiwan expatriate managers working in Mainland China. A leisure temporal-spatial involvement (LTSI) was developed. Design/methodology/approach Burnout, perceived freedom in leisure and leisure coping strategies were proposed in the conceptual model as antecedents of leisure involvement. A questionnaire survey gathered information on the characteristics of respondents, including demographic/socio-economic details, expatriate profile and leisure activity participation. Confirmatory factor analysis and structural equation modeling were used in this research to measure the relationships among the four scale variables (job burnout, perceived freedom in leisure, leisure coping strategies and leisure involvement). Findings The expatriate managers experienced high burnout levels, particularly in the form of exhaustion. Their leisure involvement was mainly influenced by perceived freedom in leisure. Research limitations/implications This work contributes to the research on leisure and expatriation in several ways. It is one of the first empirical studies to examine prominent leisure concepts (freedom, coping and involvement) within the milieu of expatriation. The findings provide further support to the notion of the “presumed cultural similarity paradox,” in that expatriates of Chinese ethnicity still had significant adjustment difficulties in Mainland China. The research again confirms the challenges of Mainland China as an expatriation destination. Practical implications The research results have significant practical value and may assist Taiwan-capital enterprises in improving expatriates’ leisure life management. The section on Managerial and policy implications outlines the implications for the actors involved. Social implications This work has social implications since the Taiwan expatriate managers are not effectively adjusting to their work–life environments in Guangzhou. Greater social contact between locals and these managers is recommended in the future. Originality/value A new scale for leisure involvement (LTSI), expressed in temporal and spatial dimensions, is developed to fit the particular situations faced by expatriates. This is also one of only a few empirical research studies to consider leisure involvement within an expatriation framework.

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“…These views from the Garrigues partners are very interesting as they contrast with the existing literature on the criteria for the optimum recruitment of expatriates when they are required to head up an international mission of the kind described in this chapter. While the interviewees emphasised the importance of knowledge of corporate culture and experience within the organization as key aspects for the success of their international mission, there are numerous studies that highlight other factors instead, such as certain personality traits (Lund and Degen, 2010;Ones and Viswesvaran, 1999;Mol et al, 2005;Guthrie et al, 2003), demographic characteristics such as age, gender or marital status (Selmer, 2001), characteristics of the job position (Caligiuri et al, 2009), or prior knowledge of the culture of the host country (Franke and Nicholson, 2002;Feng and Pearson, 1999), as being key criteria to guarantee the success of the expatriation.…”

Section: Factors That Lead To the Success Of Spanish Companies In Chinamentioning

confidence: 99%

Spanish business investment in China from the perspective of the consulting firm Garrigues

Banchieri

Planas

Cascón

et al. 2012

Measuring Business Excellence

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Purpose -This article aims to analyse the reasons for Spanish companies to invest in China and the factors that influence the success or failure of the venture during the implementation process.Design/methodology/approach -This paper is based on an interview held with the two partners of the Garrigues office in Shanghai, Francisco Soler and Manuel Torres. Francisco Soler was responsible for opening and subsequently managing the office from 2005 through to August 2011, when he handed over the reins to Manuel Torres.Findings -The main reason for investing in China is its market. It is worth mentioning here that there has been a paradigm shift whereby China has gone from being the ''world's factory'' to the ''world's market'', not just because of its size but also because of the dizzying speed at which it continues to grow. To minimise the risks of investing in China, the interviewees pointed out the crucial importance of the company committing a significant amount of all kinds of resources to the venture. They also maintain that the investing company should ensure that the people responsible for the project are fully committed to the company and completely familiar with its operations and corporate culture.Originality/value -The value of this study lies in contrasting the practical viewpoint of Garrigues legal consulting firm with the existing literature on the topics discussed in the interview: the reasons why companies invest in China, and the factors that lead to their success or failure.

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Selecting candidates and managing expatriate assignments in China

Cited by 9 publications

References 13 publications

The impact of organizational position level and cultural flow direction on the relationship between cultural intelligence and expatriate cross-border adaptation

The impact of organizational position level and cultural flow direction on the relationship between cultural intelligence and expatriate cross-border adaptation

All work and no play? Antecedents of the leisure involvement of Taiwan expatriate managers in Mainland China

Spanish business investment in China from the perspective of the consulting firm Garrigues

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