Employees Of Multinational Companies Research Articles

Connecting leaders and employees' affective commitment: a multilevel analysis

PurposeThis research aims to identify whether leaders' affective organizational commitment influences employees' affective commitment to both the leader and the organization. Additionally, the study explores the role of employees' emotional awareness in shaping these relationships.Design/methodology/approachExamining a sample of 154 leaders and 249 employees in multinational companies, this study adopts a multilevel approach.FindingsThe results reveal a positive influence between the two foci of commitment (leaders and organization) at both the leader and employee levels. Furthermore, it confirms that employees' emotional awareness plays a positive role in the commitment process.Practical implicationsThis research highlights the significance of implementing internal policies and measures that consider the various foci of commitment. To foster employees' commitment, it is crucial to establish a robust alignment between human resources management and leaders.Originality/valueThis study delves into the exploration of two commitment foci to deepen our comprehension of the directional relationship between them in the workplace. More specifically, our research scrutinizes the impact of leaders' affective organizational commitment on employees' affective commitment to the organization, while also analyzing its reciprocal influence on employees' affective commitment toward their leaders.

Managing “Who I Am”: An Exploration of Chinese Employees’ Identity Tension Management Strategies in MNCs

ABSTRACT This exploratory qualitative study aims to examine Chinese employees’ identity tensions in multinational companies (MNCs) in China, more specifically, how Chinese business professionals communicate to organize various identities while managing identity tensions from a cultural insider’s perspective. Guided by a grounded theory approach, 20 in-depth individual interviews with Chinese employees in MNCs revealed four identity tensions: work-life identity tensions, task-relational interrole tensions, friend-professional interrole tensions, and cultural-professional tensions. It was through defining, communicating, and organizing these identity tensions that Chinese participants displayed one of two identity structuring models: holistic (interdependent) and kaleidoscope (independent) models. This study contributes to identity and communication literature with its cross-level examination of identity tensions and the identity structuring models in multicultural organizational communication. The findings suggest that MNCs and global teams should focus more on navigating identity clashes in global collaborations with institutional communication training moving beyond cultural awareness exercises.

Language attitudes toward Global Englishes: Is Thai accented English our identity?

This study examines language attitudes toward Global Englishes (GE) among employees of multinational companies in Thailand’s Chonburi and Rayong provinces. Sequential mixed-method research is applied. The survey questionnaires were first distributed and a total of 120 participants responded. The participants were employees in multinational companies and used English as their primary working language. The analysis of questionnaires revealed a prevailing inclination towards native speakerism while acknowledging the importance of GE in the global workplace. Participants demonstrated proficiency in communicating with both native and non-native English speakers. An in-depth interview approach is used with 10 informants for confirming or disconfirming the survey results. However, interviews highlight a complex attitude towards GE, particularly among high-ranking individuals who strongly adhere to standard English ideology. Nonetheless, a significant number of participants recommended introducing GE concepts to Thai students as a valuable step towards familiarizing them with diverse English varieties. This recognition of the need to prepare the next generation for a globalized world is encouraging. The prevalence of native speakerism underscores the urgency of addressing language attitudes and promoting linguistic inclusivity within the global workplace. By fostering on cultural awareness and embracing linguistic diversity, we can create a more inclusive environment that appreciates and values different English accents and expressions. This study highlights the ongoing importance of these efforts in promoting a comprehensive understanding of GE and nurturing a global mindset among individuals and institutions alike.

Emotion as a state/trait and loneliness of employees at work in multinationals in Constanta and Bucharest

In the era of globalization, multinational companies have become an important part of the economic landscape. bringing with them diversity and challenges specific to the business environment in cities such as Bucharest and provincial cities. In this psychological study, we explore the impact of loneliness at work and emotions as a state and trait on employees in multinational companies, comparing the experiences in Bucharest with those in smaller Romanian cities, such as Constanta.The sample used consisted of 60 subjects, namely 30 male and 30 female, 30 from each city (Bucharest and Constanta).The samples with which we conducted the investigation are the loneliness at work scale and the state-trait emotion measurement questionnaire. The research hypotheses were:H1. It is presumed that loneliness at work is more pronounced among multinational employees in Bucharest than in Constanta; H2. Emotion as a state/trait is presumed to be more pronounced in employees of multinationals in Bucharest than in those in Constanta; H3. Emotion as a state/trait is presumed to be related to loneliness at work.The aim was to identify these aspects, providing useful information for improving the mental and relational well-being of employees in this work environment.

A Study on the Impact of Intercultural Communication on Multinational Corporations and Countermeasures

The differences between Chinese and non-Chinese cultures in multinational enterprises in China are introduced, and how communication in different cultural contexts can be efficient and effective, avoiding unnecessary communicative conflicts and thus leading to increased efficiency. The theory of speech act is used to explore the characteristics of multicultural communication in multinational enterprises. By analyzing the speech act characteristics of employees in multinational companies, we can raise people's awareness of different cultural backgrounds, different thinking habits and different values, and help them to control the appropriateness and accuracy of their speech acts in cross-cultural communication, so as to promote cost-effective communication and efficient communication in the company.

When are European Works Councils informed and consulted, and how do they gain influence? A quantitative analysis

AbstractThe objective of European Works Councils (EWCs) is to provide employees in multinational companies with information on transnational issues, and with the opportunity to voice their opinions, in order to influence managerial decision‐making. Few, however, reach that goal. This article therefore asks the question: Why? What factors explain whether or not an EWC is able to reach its goals? Building on previously established models and using large‐scale survey analysis, this article largely confirms the importance of factors related to management structure and policy, employee‐side organisation and interaction with management. As several of the main determinants relate directly or indirectly to managerial agency, the study discusses alternative ways to improve EWC functioning by focusing on the role of management.

Kültürel Zekâ: Beş Büyük Kişilik Modeli Bağlamında Bir Araştırma

The aim of this study is to analyze the effect of personality traits of employees on cultural intelligence in culturally diverse businesses. In this context, the concept of cultural intelligence which form the basis of the research, the Big Five Personality Model, and the relationship between cultural intelligence and personality were examined. The sample of the study was composed of employees in multinational companies with a multicultural structure operating in the field of information and technology in Germany. As a result of the analysis, it was determined that the personality traits of the employees affect cultural intelligence and its dimensions. In thisregard, it wasfound that the personality trait that mostly affect cultural intelligence is openness to experience.

Enterprise social network for knowledge sharing in MNCs: Examining the role of knowledge contributors and knowledge seekers for cross-country collaboration

Online social networking within a large enterprise, known as enterprise social networking (ESN), is a critical requirement for social relationships and business-related informal discussions among its employees. ESN is important for multinational companies (MNCs) where employees work in different time zones in geographically dispersed locations in multiple continents. The MNCs use the ESN for their knowledge management and transfer activities among different subsidiaries in different countries or continents as a part of their strategic internationalization initiatives. ESN is developed by MNCs using enterprise social software for business or commercial knowledge management purposes and cross-country collaborations among their subsidiaries. ESN helps cross-country collaboration in MNCs to organize their internal communication (across different countries) and business discussions in an international environment. ESN is used mainly by two groups of employees in the MNCs: knowledge contributors and knowledge seekers. Both groups are essential for overall knowledge management strategy for creation, dissemination, and consumption of knowledge across countries. In this context, the purpose of this study is to examine the role of knowledge contributors and knowledge seekers in the MNCs using ESN for cross-country collaboration. • Online social networking is important for cross-country collaboration among employees of MNCs. • Enterprise Social Network helps to spread knowledge and share the best practices among employees of MNCs. • Knowledge Contributors and Knowledge Seekers both play vital role for developing successful KM strategy for MNCs. • Enterprise Social Network helps for creation, dissemination, and consumption of knowledge by the employees of MNCs.

Workplace English Language Needs and their Pedagogical Implications in ESP

This study aimed to determine the language needs of employees in multinational companies. Results revealed that most of the employees have taken English courses or ESP training besides their formal education. Among the language skills, though speaking is most often used in the workplace but most of them believe that they need to improve all their skills -- speaking, listening, reading and writing to resolve issues. For speaking, they encounter problems like inability to speak with correct grammar and structure; lack of confidence when speaking; and inability to pronounce accurately. The listening problems include unfamiliarity with accents and pronunciation; inability to understand slang, idiomatic expressions or colloquialisms; and inability to comprehend the entire information. The top reading problems are inability to understand due to grammatical weakness; inability to understand words, technical terms, slangs, and idiomatic expressions; and inadequacy of vocabulary in reading. For writing, the problems are inability to use correct grammar and structure; errors in spelling, punctuation, and other technicalities; and difficulty to write messages according to intention. The perceived effects of limited language proficiency of employees in the workplace are: it limits employees’ growth potential in the workplace; it causes communication difficulties amongst staff; and it negatively impacts worker safety. Majority of the employees are not provided with any English language course/s or trainings by their companies. The top areas of English language course/training that the employees need are: grammar and structure; basic oral communication skills and writing reports; and filling out workplace forms.

The Impact of Transformational Leadership and Team Innovation on Team Performance: Empirical Evidence from Malaysia

Objective – Leadership and innovation are two related concepts which have gained a lot of interest among researchers focusing on management and entrepreneurship. Research on these topics are important for the development of the dynamic workforce and are useful to various organisations. However, in the real world, the effectiveness of employee performance is considered as unsatisfactory meaning there is room for improvement. Methodology/Technique – Previous literature had found that Transformational Leadership and Team Innovation are among the key factors which can be used to improve employee performance. This study will examine and test the relationship between Transformational Leadership and Team Performance to understand how Team Innovation mediates this relationship. A total of 197 samples are collected from employees in Multinational Companies (MNC). The data was analyzed using the Statistical Package for the Social Sciences (SPSS) version 23. Findings – The findings indicate that Transformational Leadership has a significant positive impact on Team Performance. Further, Team Innovation mediates the relationship between Transformational Leadership and Team Performance. Novelty – The major implications of these findings are further explored. In particular, this paper contributes to leadership literature by recommending that team leaders aim to inspire and empower employees to achieve organizational goals. Type of Paper: Empirical. JEL Classification: M11, M15, M19. Keywords: Transformational Leadership; Innovation; Multinational Companies. Reference to this paper should be made as follows: Kee, D.M.H; Rahman, N.A; Tan, A.W. 2020. The Impact of Transformational Leadership and Team Innovation on Team Performance: Empirical Evidence from Malaysia, J. Mgt. Mkt. Review 5(2) 99 – 106 https://doi.org/10.35609/jmmr.2020.5.2(2)

Corporate social responsibility strategy and economic business value of multinational companies in emerging economies: The mediating role of corporate reputation

AbstractCorporate social responsibility (CSR) and business value of multinational corporations are significantly tied to corporate reputation. In this work, we investigated the mediating influence of corporate reputation of multinational companies (MNCs) on their CSR strategy and economic business value. The study adapted a quantitative methodology with a sample of respondents from multinational corporations in Ghana—an emerging economy. Drawing from 267 employees of MNCs in Ghana, a structural equation modelling and bootstrapping analysis are used to assess the hypothesised relationship. The results showed that CSR strategy positively and significantly predicts economic business value and corporate reputation of MNCs. Findings also showed that corporate reputation mediates the relationship between CSR strategy and economic business value of MNCs operating in emerging economies. This study suggests that good corporate reputation significantly influences MNCs' strategy in corporate responsibility and economic business value. Thus, management of MNCs can enhance their corporate business objectives through sustainability practices.

Impact of big data on supply chain management

ABSTRACTThis study focuses on big data, which offer new opportunities, added value and operational excellence for existing supply chain practices. A survey was conducted among employees of multinational companies across the United States, the Middle East, Europe, Asia and Australia. Structural equation modelling was employed for the statistical analysis of the survey data. The results show that demand management, vendor rating, the Internet of things (IoT), analytics and data science affect the supply chain industry regarding operational excellence, cost savings, customer satisfaction, visibility and reducing the communication gap between demand management and supply chain management (SCM). The adoption of big data technology can create considerable value-added and monetary gain for firms and will soon become a standard throughout the industry. This research provides a new description of the Supply Chain Operations Reference (SCOR) model by incorporating big data and SCM.

Repatriation adjustment and knowledge sharing: A theoretical view

International human resource management (IHRM) literature widely discusses the issues of repatriation of employees in multinational companies. This literature mainly focuses on job related variables and provides theoretical models for repatriation adjustment of corporate employees. However, these models are not sufficient to understand the repatriation process of other repatriates working in different types of organizations. Thus, this study focuses on developing a model that explains causes and consequences of repatriation adjustment of all types of business employees based on existing relevant literature and theories in different field of study. The proposed model was supported by Uncertainty reduction theory socialization tactics theory and cognitive and sense making theory. This model suggests that individual, group and organizational level strategies need to be developed to facilitate repatriation adjustment and the successful repatriation adjustment encourages employees’ knowledge sharing intention. Further, it discusses the role of repatriates’ personal and situational variables on adjustment. This study contributes to the literature in a way of providing a meaningful theoretical model explaining the factors that facilitate repatriation adjustment and its consequences, and relates socialization theories to repatriation adjustment. This study highlights the role of individual, group and organization in the process of repatriation adjustment and improved (better) use of top talent at the organization.

Multinational Resilience or Dispensable Jobs? German FDI and Employment in the Czech Republic Around the Great Recession

This article investigates the employment development in Czech-based firms in German ownership in the years around the Great Recession of 2008/2009. The intense involvement of German firms in the economy of the neighbouring country via foreign direct investment (FDI) raises a question whether under the conditions of a historically deep global downturn, the Czech employees in multinational companies were confronted with an increased volatility of their jobs. Using a unique firm-level dataset, we contrast the affiliates of German investors with purely Czech-owned enterprises. Our findings indicate that in the years before the crisis, firms with German capital exhibited a noticeably more positive employment development. The results from the year 2008 onwards give reason to the conclusion that the German-owned firms played a stabilizing role for the Czech labour market during the recession.

Uncovering the Hidden Dimension of Global Business English Proficiency: A Fractal Analysis

This study used the fractal statistical analysis to explain the Business English proficiency of 137,000 employees in multinational companies across 77 countries. Using the Global Business English Index (BEI) in 2013, this study compared and contrasted the natural and the normal states of English proiciency in three contexts of English use following the Kachruvian model: English as a Mother Tongue (EMT), English as a Second Language (ESL) and English as a Foreign Language (EFL); and subsequently, described the local characteristics of these countries to account for the fractal deviation. The results revealed that countries such as Bulgaria, Singapore, India, Sweden, Finland, and Belgium and the Philippines deviated from the natural state with BEIs of 6.076 to 6.575 (Basic Proficiency) and 7.95 (Intermediate Proficiency) respectively. The fractal variation could be attributed to two local characteristics of these countries: the sociolinguistic profile of the test takers and the provision of language training in multinational companies.Keywords: Business English Index, Business English Proficiency, fractal dimension, language proficiency

Análise dos Programas de Treinamento e Desenvolvimento Internacional sob a Perspectiva dos Treinandos

With the internationalization of business, training and development programs (T&D) of organizations went beyond national borders. In this context, the objective of this study was to analyze the international T&D programs from the perceptions of the trainees. To achieve this purpose, we chose the in-depth interviews method. Interviews were conducted with seven employees of multinational companies who have recently undergone an international T&D experience. After analyzing the data, it was found that the focus of the international T&D programs is not limited to improving the technical skills of employees. Professionals sent to other countries for training often become instruments for transferring knowledge developed in a particular organization's business unit. Among the benefits for trainees, we highlight the improvement of interpersonal relationships, teamwork and ability to deal with cultural differences. This study is important because it stimulates the organizations that already invest in international T&D to reflect about the practices adopted based on the vision of individuals who have gone through such experiences to enhance the actions already do. For companies that do not allow their employees this opportunity yet, this research may encourage investment in international T & D due to the numerous benefits that are generated for individuals and are reversed into a competitive advantage for business.

Efectos de la contratación de exempleados de multinacionales en la capacidad de absorción en empresas locales

Attracting Foreign Direct Investment seeks, among other goals, increase productivity of local firms through knowledge spillovers. Nevertheless the empirical evidence is contradictory. One influential factor is the absorptive capacity of local firms. This article analyzes the effect of the presence of ex-employees of multinational companies, as employees of local firms in the absorption capacity of these firms. The study was conducted in Costa Rica, a country recognized for its successful strategy in this area. The data come from a survey of 1,167 companies conducted by the Costa Rican Observatory of Small and Mediums Enterprises in 2011. It was found that hiring former employees of multinational companies by local firms has a positive effect on the rate of absorption capacity. In short, this engagement of former employees of multinationals increases by nine percentage points the rate of absorption capacity, with differences for sectors and firms sizes.

The Impact of Cross Culture on Employee Performance in Multinational Companies in Sri Lanka

Today business environment in Sri Lanka is growing in a rapid manner and it is functioning as a backbone of the economic development. Contribution by the employees to organizational performance differs from one to another based on number of factors. Therefore this study focuses on the impact of cross culture on the employee performance in multinational companies in Sri Lanka. Currently multinational companies in Sri Lanka are facing cultural issues as many employees are from different cultural background. Thus this particular study would help to identify the cultural gaps and also to rectify in a way that will increase the performance level. As the study objectives, the study aims to explore the impact of cross-cultural issues on employee performance through employee productivity. Moving towards the research methodology, the study has used survey method through the structured questionnaire as the research strategy. Quantitative methods are used as the research methods and cross sectional data is used as the time horizon of the study. Further the study has gathered the needed data from 260 employees of multinational companies operating in Sri Lanka. The sample was selected using simple random sampling method and convenient sampling method. Multivariate Probit Model and structural equation method were used as the data analytical and estimation tool. The study concluded that the impact of cross culture issues on organizational performance is in two folds of ethnicity and religion. Muslim and Islam employees are motivated from extrinsic factors while Sinhala and Buddhist employees are motivated through intrinsic factors. However in the case of Tamils and Christian employees have no major difference. Regarding the case of attitude, Muslim and Islam employees are more flexible in job engagement and job involvement while Sinhala and Buddhist employees are more flexible in attitudes for Perceived Organizational Support (POS). Further the employees in Christianity and Tamil are balanced in attitude for job engagement, involvement and perceived organizational support. In case of culture and employee commitment, Muslim and Islam employees are more in affective commitment while Sinhala and Buddhist employees are more in normative commitment. Tamil and Christian employees are more towards continuance commitment. Finally Muslim and Islam employees are more productive than other two while Sinhala and Buddhist employees are having the lowest labor productivity. This indicates culture has an influenced on labor productivity through motivation and employee commitment which is fostered by the employee attitudes.

Situational Judgments Tests – A Fact in Call Center Personnel Selection. Pilot Study

The objective of this study was to develop situational and simulation tools for the selection of staff working in call centres. A pilot study was conducted involving 60 people, employees in multinational company in Bucharest. Research results have shown that both the situational test as well as the simulation one show predictive value. In conclusion, the instruments can successfully be used in the selection of call centres employees.

Target Situation Analysis in Education for Sustainable Development (ESD) in Malaysia-Based Multi-National Enterprises: the Case of German

<p><em>Purpose</em> - The aim of this study is to examine the German language needs of employees in multinational companies in Malaysia and the expectations of employers in the teaching of German in their companies. As an additional variable, training for sustainable development (ESD) is included. The language learning needs are described and worked as a basis for the development of language programs for adults. A special main focus is on the local situation in Malaysia and the situations that may arise in Germany during the posting to the headquarters of the respective company.<em></em></p><p><em>Design / methodology / approach</em> - The mixed-mode research method is chosen in order to obtain a spectrum of ideas about the teaching of German in German Companies in Malaysia (qualitative research) and to conduct a review of the German education (quantitative research). The needs analysis addressed the employers, employees and teachers in a survey period of about four weeks using a questionnaire.</p><p><em>Results</em> - The results of the needs assessment show a discrepancy between supply and demand in terms of the required skills in the German language as well as other skills that are regarded by employers as extremely important. In particular, skills that are necessary in key competencies and techniques are clearly required, but hardly included in class. Thus, the results of this needs assessment provide concrete starting points for the improvement of teaching German and with this, the improvement of communicative competence in the workplace.</p><p><em>Originality / Benefits</em> - This study contributes to the current issues concerning the German mediation requirements: How can the demand for German at the workplace be detected and exactly described? What methods are available, which studies at home and abroad already exist?</p>