Expatriate Managers Research Articles

An Application of Cluster Analysis Method to Determine Vietnam Airlines’ Ground Handling Service Quality Benchmarks

This paper recommends that Vietnam Airlines use a pro-offered model to both evaluate and improve its current service network being operated at international airports. The model includes cluster analysis, ANOVA, and Scheffé post hoc to provide service performance insights and to serve as a complementary corporate benchmark for evaluating service potential and for identifying deficient service areas. By means of this model, the managerial board can designate a potent strategy for ground handling service. Additionally, the given model provides expatriate station managers with a clearer viewpoint of the localized productivity level as performed in relation to other airports concomitant within their own clusters.

Exploring Diversity Management in Transnational Corporations Through the Lens of Migration and Expatriation

In this study, we aim to develop an understanding of the similarity between migration and expatriation, identify both as elements in diversity, and draw attention to the additional layer of ethnic diversity created by the high number of top management expatriates in some Nigerian subsidiaries of transnational corporations. Using the qualitative research design, we thematically analysed data from semistructured interviews with six indigenous managers in four transnational corporations. We found a significant number of expatriate managers in two subsidiaries and a lack of diversity management framework to address the new layer of diversity as reflected in the unequal treatment of indigenous managers. We conclude that migration and expatriation are similar and could be better managed through effective diversity management framework

Japanese expatriates' management in global assignments: A review and research agenda

AbstractJapanese firms and their management practices (including those related to expatriate management) have been of interest to international business researchers for decades. The international human resource management literature highlights the critical role expatriates' family play in the success or failure of global assignments. However, this issue has not been prominent in the literature on Japanese expatriates, despite the emphasis on collectivism and culture. This study uses the integrative literature review method to consolidate the research on Japanese work practices and expatriation issues in Japanese multinational enterprises, with emphasis on Japanese family issues in expatriate management. Using family systems theory as the analytical lens, we identify themes that have been covered in the literature on Japanese global assignees and their families. Current gaps in the literature are highlighted, and we provide a future research agenda with broad themes that can contribute to the academic writing and practices of Japanese expatriate management.

When does emotional intelligence function better in enhancing expatriates' cross-cultural adjustment? A study of Japanese PCNs in Malaysia

PurposeAs globalization expands opportunities for foreign investments, the role of expatriates is becoming important for business success in host countries. Cross-cultural adjustment (CCA) of expatriates is considered significant in determining business success in host countries. This study investigated the issue among Japanese expatriates in Malaysia. The purposes of this study were to unravel the influence of emotional intelligence (EI) on CCA and clarify the facilitating role of cultural intelligence (CI) on the relationship between EI and CCA.Design/methodology/approachA survey was administered to 107 Japanese parent country nationals (PCNs) working at Japanese subsidiaries in Malaysia.FindingsThe findings show that EI positively influences the subdimensions of CCA, namely, CCA–general, CCA–social and CCA–work. A notable finding is that CI facilitates the positive effect of EI on CCA–social.Research implicationsThe findings advance the existing studies on expatriate management by delving into the CCA issue with two culturally distinctive countries that have rarely been studied in this research domain, Japan and Malaysia. This study further contributes to prior studies by clarifying a boundary condition in which EI functions better in enhancing expatriates' CCA.Practical implicationsThe findings provide Japanese multinational corporations (MNCs) valuable directions and strategic ideas in the realm of expatriate management. Such insights can contribute to business success in host countries.Originality/valueDiverting from the conventional West–East approach in expatriate management studies, this study took an East–East orientation and explored the relationships among EI, CI and CCA. By proving that CI stimulates the positive effect of EI on CCA, this study underlines the significantly interactive effects of two distinctive individual capabilities on enhancing expatriates' CCA. It further highlights that CI should take on importance in attempts to understand CCA, even in seemingly culturally similar East–East nations.

Leaders or organisations?

PurposeManagers of independent hotels need to maximise organisational citizenship behaviour (OCB) among employees to gain sufficient competitive advantage in an increasingly competitive environment, so it is important to understand what affects it. To achieve this, the purpose of this paper is to test if servant leadership, OCB and other related constructs have the same relationships between them in two contrasting parts of the world.Design/methodology/approachSurvey data were gathered from managers of independent hotels in Spain (451) and Iran (429). Spain was selected because it is a developed country that is a leading destination for tourists. Iran was chosen as a contrast, as it is a developing country with a growing tourist industry.FindingsThe findings show that Spain and Iran demonstrate different patterns of relationships in the selected variables, suggesting that Iranians trust their leaders more than the organisational systems, whereas the Spanish trust organisational systems more than their leaders. These results are consistent with Spanish culture having higher individualism than Iranian culture. They are also consistent with Iranian culture prioritising traditional values, such as personal loyalty to managers, and Spanish culture prioritising modern values, such as impersonal rules and objective processes.Research limitations/implicationsThis study suggests that leadership and justice affect OCB in different ways where modern values prevail compared to where traditional values prevail. It suggests that managers of independent hotels in Iran should follow the example of Spanish hotel managers by adopting more objective and fair procedures while showing that inward investors and expatriate managers in Iran should be aware of the importance of personal leadership style. Further research is needed in different countries and regions to improve the generalisability of our findings.Originality/valueThis study contributes to the literature on the application of the servant leadership construct, which was developed in the West, to other regional contexts. It also adds to the literature of independent hotels, which is an important yet under-researched part of the hospitality industry.

Cultural intelligence as a predictor of expatriate managers turnover intention and creative self-efficacy

PurposeThe purpose of the study is to investigate the relationship between cultural intelligence (CQ) and job satisfaction and its effect on creative self-efficacy and turnover intention within the expatriate manager community of the UAE.Design/methodology/approachThe study proposes a theoretical model that was tested using a survey instrument administered to expatriate managers working in multi-national organizations in Dubai’s Jabal Ali Free Trade Zone.FindingsThe results show that job satisfaction fully mediates the relationship between CQ and turnover intention. Furthermore, the results indicate that job satisfaction partially mediates the relationship between CQ and creative self-efficacy.Originality/valueThe study contributions to the literature on international business by examining how expatriate manager’s job satisfaction is affected by CQ and its effect on turnover intention and creative self-efficacy within the expatriate manager context, which is seldom investigated.

Experimental research in expatriation and its challenges: A literature review and recommendations

Via a systematic literature review, this article draws attention to the alarming scarcity of experimental studies and the ensuing shortness of evidence for causality in the field of expatriate management. Only 17 articles could be identified, published over more than 20 years, which utilize randomized experiments or quasi-experiments on topics of expatriation. Moreover, these articles show specific patterns, such as dealing exclusively with pre-departure and on-assignment issues, or, in their majority, sampling individuals who interact with expatriates rather than expatriates themselves. This lack of experimental studies is problematic, as it is difficult to establish causality between different variables without conducting experimental studies. Yet many critical issues in expatriation are precisely questions of causality. Hence, in this article, we provide resources to help move the expatriation field toward a more balanced use of different research methodologies and, thus, a greater understanding of the many relationships uncovered in past research. First, we identify four main challenges unique to conducting experimental research in the context of expatriation: Challenging data access, global sample dispersion, restricted manipulability of variables, and cultural boundedness of constructs and interpretations. Second, we provide strategies to overcome these challenges, based on studies included in the review as well as taking ideas from neighboring fields such as cross-cultural psychology. The article concludes with a discussion of how experimental research can take the field of expatriation forward and improve the decision-making process of practitioners managing international assignees.

Cultural and Emotional Intelligence: It’s Role in the Cross-Cultural Adjustment of Filipino Expatriates in the Kingdom of Saudi Arabia

With the rise of globalization, labor migration is estimated to increase in the future as developed countries will experience shortages in skills of certain age brackets of the working population, thus, requiring more migrant labor in order to address this gap. Filipinos represent a considerable number of expatriates around the world. By 2018, there were 2.3 million Overseas Filipino Workers (OFW), and 24.3 % (558,900) of them worked in Saudi Arabia. These expatriates pursue economic opportunities in the Kingdom due to better job prospects and higher earning potential despite the cross-cultural adjustment challenges. This study aims to explore the influence of Cultural and Emotional intelligence in the cross-cultural adjustment of Filipino expatriates in Saudi Arabia. A survey was conducted on 483 male OFWs, both descriptive and correlational research methods were used to test the hypotheses. Correlation results showed the significant positive associations with moderately strong correlations between cultural intelligence (CQ) and the cross-cultural adjustment of Filipino expatriates in Saudi Arabia. Behavioral and motivational CQ could significantly predict the cross-cultural adjustment of Filipino expatriates. Emotional intelligence (EQ) and the expatriate Filipino’s cross-cultural adjustment in Saudi Arabia showed significant association, with Appraisal and Recognition of Emotion in Others as its strongest predictor. The Filipino expatriates’ status, first time or seasoned, significantly moderated the association between EQ factors and their cross-cultural adjustment degree. This study suggests that high CQ and EQ levels along with previous experience with the host country could serve well as important considerations in international careers. This paper contributes a new perspective to the literature on Filipino expatriate management and cross-cultural adjustment.

Expatriate spouse adjustment: an analysis of challenges facing western female expatriate spouses in the United Arab Emirates

The present study endeavours to strengthen the existing knowledge by investigating factors impacting the adjustment process of the western female expatriate spouses of the expatriates on their international assignments in the United Arab Emirates (UAE). We have conducted a qualitative research with 15 western expatriate female spouses who were relocated due to their husbands' international assignments in the UAE. The core findings reinforce the results of previous studies and this should be viewed as a warning signal for MNCs trying to expand their operations in the Middle East and in the UAE in particular. In this region, MNCs need to initiate support practices for expatriate spouses, as failure to do so could jeopardise their expansion activities in countries like the UAE. This has implications for training as well as for the management of foreign assignments and it creates new avenues for research on expatriate management.

Technology Based Assessment of Cross Cultural Training with The Expatriate’s Performance using Structural Equation Model

In order to meet the global demand and face the international competition it has become inevitable for the MNCs to send employees overseas and accomplish the targets. But one of the most important problems that MNCs are troubled with is that of expatriate failure and premature arrival. It is estimated that around 10 to 80 percent of the expatriates sent abroad return back home early. The main reason behind premature return happens to be the cultural diversity and the associated problems faced by the expatriate employees in the host country. Also the lack of proper training to adjust to the changed surroundings makes the employees return back quickly. The expatriate managers face many difficulties and challenges in different forms. They can handle these difficulties only when they are properly prepared for the same through sound cross cultural training. The study includes the qualitative in depth interview with a specific pattern of questionnaire approaching both the employees and their supervisors to understand the effectiveness of cross-cultural training programs on the performance and adjustment levels of the expatriates in the host country. It also focuses on the approaches in the cross-cultural training programs and on the skills needed for effective cross-cultural communication

Consequences of expatriate top manager replacement on foreign subsidiary performance

Abstract Integrating expatriate staffing and leadership succession literature, this study investigates the influence of expatriate top manager replacement on foreign subsidiary performance and the moderating effects of subsidiary context. Building on a refined understanding of agency theory and evidence from 2113 firm-year observations, including 260 expatriate successions, this study shows that when expatriates are replaced, regardless by whom (either host-country national or expatriate manager), the performance of the subsidiaries declines, suggesting that the departure of expatriate top managers often see subsidiaries being left in a less than favorable condition. If the subsidiary's prior performance has been unsatisfactory, the newly appointed expatriate might not be able to prevent further deterioration of its performance. Replacing expatriates with host-country national managers can help improve subsidiary performance, but this usually happens in older, more established subsidiaries. These findings framed in a refined agency theory provide us a more in-depth understanding of expatriate staffing failure.

Multinational Management Strategies of Expatriate and Local Managers

Due to increasing doubt regarding the ability of multinational companies to recruit the right manager for complex company tasks, this paper describes and analyses the general approaches and administration strategies exercised by expatriate and local managers in multinational companies. Descriptive research is performed by analysing questionnaires administered to 705 employees across 25 multinational corporations in three large cities in China, including Guangzhou, Shanghai, and Beijing. The results reveal that local managers are strongly correlated with lateness, while expatriate managers are correlated with time off. However, the results also show the pros and cons of recruiting expatriate and local managers in multinational companies. The research shows that expatriate and local managers’ management practices have outstanding value for multinational business success. The concept of differences in the management practices of expatriate and local managers in multinational corporations is an innovative notion. The paper highlights that both expatriate and local managers have a positive impact on multinational growth and success.

What is expatriate management?

What is expatriate management?

Expatriation management process

PurposeThe purpose of this study is to validate Ozdemir and Cizel’s (2007) model of expatriate management. The researchers tested the framework developed initially by Ozdemir and Cizel (2007) by relating the four stages of the expatriation process with the performance and commitment of expatriate managers.Design/methodology/approachThe research population consists of expatriate managers from five Anglo-Saxon countries. A total of 110 surveys were collected. However, due to missing data and internal inconsistencies (i.e. random answering), six surveys (5.5%) were deleted resulting in a sample size of 104.FindingsOzdemir and Cizel’s four-stage process model (2007) has been established as a valid, useful model for creating an expatriation management system. Few expats interviewed indicated their selection was systematized or that they received training in advance of the assignment. Families of these expats received even less consideration despite the fact that many expat failures result from family failure to adapt to the new culture. Very few companies managed the repatriation process at all. Given the substantial correlations between components of Ozdemir and Cizel’s model and performance and commitment, these finding are no less than troubling.Originality/valueAs companies are becoming increasingly international, the number of expatriates working around the world is growing. While the management of expatriates has been studied extensively in North America and Europe, research into the expatriate process in the UAE is still in its infancy. The present study endeavors to begin to fill this research gap.

Unique Competences of Expatriate Managers

The article reviews the competences of expatriates (specifically expatriate managers), including personality attributes, in the light of the available literature on the subject matter. To-date empirical studies and theoretical investigations demonstrate various competences and sets of personality attributes, as a significant component of the competences expected from the expatriates. These competences including personality attributes are discussed in the context of international selection decisions, new employee orientation programs, development and retention initiatives. Expatriate managers are assigned for specific tasks. Various dimensions of cultures and peculiarity of the tasks assigned determine success factors of the expatriates’ performance. Only expatriates who present unique competences, including unique personality attributes, can face local challenges and become successful.

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

PurposeThe 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/approachBurnout, 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).FindingsThe 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/implicationsThis 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 implicationsThe 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 implicationsThis 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/valueA 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.

A Bibliometric Study of International Expatriate Management

A Bibliometric Study of International Expatriate Management

Mimicry, Knowledge Spillover and Expatriate Assignment Strategy in Overseas Subsidiaries

Based on neo-institutional theory and knowledge spillover, we argue that the probability of a firm assigning an expatriate manager to a foreign subsidiary is influenced by a combination of mimicry and knowledge spillover from any existing expatriate community in the foreign location. The expatriate community’s influence is hypothesized to be weaker when the firm’s ownership share in its foreign subsidiary is greater but stronger when the cultural distance between a firm’s home country and the foreign host country is greater. Data on 95,156 foreign-invested manufacturing ventures in China is used to test these predictions. The findings show an inverted U-shaped relationship between the assignment of expatriates and the number of expatriates previously sent to the same location by prior foreign investors. This relationship is shown to be moderated by subsidiary ownership, but not by the cultural distance between the investor’s home country and the host country. Implications for research and practice are discussed.

The Effect of Employee and Customer Religious Beliefs on Business Operating Decisions

Business operating decisions and procedures can differ depending on the religious beliefs of either employees or customers. We provide examples of religion affecting operations in the topical areas of location, layout, shift scheduling, and operational compliance, among others. These issues are especially salient for global corporations extending operations overseas utilizing expatriate management.

Moderating effect of perceived organizational support on the relationship between leader–member exchange and expatriate voice in multinational banks

Purpose The purpose of this paper is to examine the effects of home and host country leader–member exchange (LMX) on expatriate voice and determine whether perceived organizational support (POS) moderates the relationship between home or host country LMX and expatriate voice. Design/methodology/approach This study surveyed 300 expatriates (expatriation of at least six months) working for Taiwanese banks. The participants had expatriated to Cambodia, Indonesia, Japan, Malaysia, Myanmar, the Philippines, Singapore, the USA and Vietnam. Convenience sampling was adopted. Findings Based on an analysis of 132 expatriates working for Taiwanese banks, home and host country LMX were positively related to expatriate voice. Moreover, host country LMX accounted for more variance in expatriate voice than home country LMX did. Financial POS moderated the relationship between home country LMX and expatriate voice. Career POS and adjustment POS moderated the relationships between home and host country LMX and expatriate voice. Originality/value In the field of expatriate management, whether expatriate voice is influenced by home and host country LMX requires further exploration. To the best of the authors’ knowledge, this is the first study to examine the effects of home and host country LMX on expatriate voice in host countries, as well as the moderating effect of POS on the aforementioned relationships.