The role of host country nationals’ support in expatriate adjustment and assignment success : a case of Ghana

Sokro, Evans; Moeti-Lysson, Josephine

doi:10.31920/1750-4562/2018/v13n3a5

Cited by 9 publications

(8 citation statements)

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“…Hence, expatriates on assignment in subsidiaries of multinational companies in Ghana can rely on POS as coping mechanisms to strengthen their assignment success. Even as this study underscores the significance of POS, it further argues that other sources of support such as support from the expatriate community, family and support from different social groups (Bayraktar, 2019;Sokro and Moeti-Lysson, 2018;Toh and Srinivas, 2012;Varma et al, 2009), which are not explored in this study could also be useful in facilitating successful expatriate adjustment and assignment success in diverse cultures.…”

Section: Theoretical Contributions and Implicationsmentioning

confidence: 81%

“…This can have damaging consequences for both the expatriate and the multinational company (Bhaskar-Shrinivas et al, 2005;Takeuchi, 2010). Indeed, cross-cultural adjustment and interaction have been acknowledged as critical factors that significantly affect expatriate assignment outcomes (Abugre and Debrah, 2019;Lee and Kartika, 2014;Sokro and Moeti-Lysson, 2018). Expatriate adjustment refers to the adaptation process of expatriates in relation to living and working in their host countries (Black and Gregersen, 1991).…”

Section: Introductionmentioning

confidence: 99%

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The effects of perceived organisational support on expatriate adjustment, assignment completion and job satisfaction

Sokro

Pillay

Bednall

2021

Int'l Jnl of Cross Cultural Management

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This study examines the influence of perceived organisational support (POS) on expatriates’ cross-cultural adjustment, assignment completion and job satisfaction in the sub-Saharan African context. While multinationals depend on expatriates to manage their foreign subsidiaries, successful expatriation is influenced by expatriates’ cross-cultural adjustment to their host country’s environment. Survey responses from 229 expatriates were analysed using partial least squares path modelling. The results reveal that support from their organisations relates positively to expatriate adjustment, assignment completion and job satisfaction. The empirical results also demonstrate that expatriate adjustment partially mediates the relationship between POS and assignment completion and job satisfaction. Furthermore, findings suggest that assignment completion positively influences job satisfaction and partially mediates the association between POS and job satisfaction. The findings of this research have important theoretical and practical implications for multinational companies operating in sub-Saharan Africa.

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Section: Theoretical Contributions and Implicationsmentioning

confidence: 81%

Section: Introductionmentioning

confidence: 99%

The effects of perceived organisational support on expatriate adjustment, assignment completion and job satisfaction

Sokro

Pillay

Bednall

2021

Int'l Jnl of Cross Cultural Management

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“…HCN coworker support was measured with a six-item scale developed and employed by Sokro and Moeti-Lysson (2018). The statement in the items about the national origin of coworkers was tailored to the current research context.…”

Section: Methodsmentioning

confidence: 99%

Benefits of psychological capital on host country nationals’ support and burnout of Chinese expatriates in Thailand: the moderating effect of personal characteristics

Charoensukmongkol

2021

APJBA

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Purpose Anchored on the conservation of resources (COR) theory, this study examines the direct impact of psychological capital (PsyCap) on the level of burnout experienced by Chinese expatriates working in Thailand. The social support offered by host country national (HCN) coworkers is postulated as the mediator that might transfer the impact of PsyCap on burnout. In addition, this study taps whether Chinese expatriates' personal factors, including gender and host language proficiency, might intensify or attenuate the role of PsyCap on HCN coworker support. Design/methodology/approach From the Chinese expatriates who are working for 15 Chinese subsidiaries in Thailand, 413 valid questionnaires were collected. Partial least squares structural equation modeling (PLS-SEM) was employed for data analysis. Findings The result confirms a negative linkage between PsyCap and burnout, with HCN coworker support as the partial mediator. Furthermore, the moderation estimation reports that the positive role of PsyCap on HCN coworker support is particularly attenuated for the Chinese expatriates who are female and who have a high level of host language proficiency. Originality/value The finding of this study offers additional knowledge to the literature by utilizing the COR theory to elucidate the mechanism under which PsyCap can protect the expatriates from burnout through the mediator of HCN coworker support. The study also reveals that the beneficial role of PsyCap in facilitating the availability of HCN coworker support could be contingent on some personal factors relating to the Chinese expatriates.

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“…Based on their assessments, they will perform their work as directed by the expatriate to a degree consistent with the perceived equity in the exchange. This desired work may include HCN mentoring of PCNs (parent-country nationals, traditional expatriates hailing from MNC headquarters or elsewhere in the HQ home country) in the form of providing helpful information and advisement to promote their successful adjustment to the demands of the new host country workplace and surrounding environment (Sokro and Moeti-Lysson, 2018; Shen et al. , 2018; Zhuang et al.…”

Section: Inclusion Of the Hcn In The International Mentoring Landscapementioning

confidence: 99%

“…, 2009). Effective multiple mentoring of PCNs can involve both home country and host country mentors (including HCNs) and can support the expatriate in various ways according to different needs experienced during different phases and stages of pre-departure preparation, sojourn and repatriation (Ray and Maheshwari, 2021; Sokro and Moeti-Lysson, 2018; Shen et al. , 2018; Zhuang et al.…”

Section: Intercultural Mentoringmentioning

confidence: 99%

Broadening international mentoring: contexts and dynamics of expatriate and HCN intercultural mentoring

Bakel¹,

Vaiman²,

Vance³

et al. 2021

JGM

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PurposeTo enlarge the focus on international mentoring beyond traditional company-assigned expatriates, this conceptual paper examines important contexts and dynamics of intercultural mentoring involving traditional expatriates and host country nationals (HCNs), with both as mentors and mentees.Design/methodology/approachThis conceptual paper explores how intercultural mentoring in different contexts can guide the individual professional development of expatriates and HCNs, and in doing so, contributes to MNC knowledge management and organization development.FindingsMajor contributions of this paper include increased attention to the role of culture in mentoring, and an illumination of important intercultural mentoring opportunities and imperatives involving traditional company-assigned expatriates and HCNs, who are key global talent players in MNC knowledge management and overall operations performance. This paper also provides practical recommendations on how organizations can facilitate mentoring within a global context, as well as suggestions for viable avenues for future research, including further extending the global talent reach of international mentoring.Originality/valueThis paper emphasizes the importance of taking the intercultural context into account when planning and managing mentoring in MNCs and outlines how culture can affect mentoring relationships involving traditional company-assigned expatriates and HCNs. This contextual aspect has often been neglected in the extant literature, yet can be crucial for the success of mentoring relationships that cross cultural borders. With its inclusion of HCNs, this paper also expands the picture of international mentoring beyond the traditional focus on company-assigned expatriates.

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The role of host country nationals’ support in expatriate adjustment and assignment success : a case of Ghana

Cited by 9 publications

References 0 publications

The effects of perceived organisational support on expatriate adjustment, assignment completion and job satisfaction

The effects of perceived organisational support on expatriate adjustment, assignment completion and job satisfaction

Benefits of psychological capital on host country nationals’ support and burnout of Chinese expatriates in Thailand: the moderating effect of personal characteristics

Broadening international mentoring: contexts and dynamics of expatriate and HCN intercultural mentoring

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