Korean Expatriates Research Articles

Analysis of Korean expatriate congruence with Chinese labor perceptions on training method importance: implications for global talent management

As Korean multinational firms continue to increase their investment in China in enhancing their productivity through improving talent management and overall global knowledge management efforts, it has become increasingly important to provide effective training for local Chinese workers. Whereas for optimal effectiveness, training should be adapted to the learning approach needs of local recipients, forces within our global context provide convergent and divergent pressures affecting the fit between multinational and host country workforce perceptions on training approach appropriateness. A questionnaire assessing perceptions regarding the importance of various methods for conducting training for Chinese employees in the People's Republic of China (PRC) was completed by 67 Korean expatriates and 202 Chinese host country national employees representing the voice of lower-level Chinese labor (working for both the US and Chinese firms from three major cities in China). Results revealed a significant difference between the Korean expatriates and PRC workers on a majority of the survey measures, particularly those related to training relevance, feedback, supportive climate and transfer of training. However, both Korean expatriates and Chinese employees demonstrated congruence in the two major training dimensions of ‘link to career success’ and ‘learner control’. Implications of these results for Korean and other multinational firms are discussed in the broader context of global talent management and international knowledge management.

Key factors influencing Korean expatriates' and spouses' perceptions of expatriation and repatriation

Lack of satisfaction with repatriation has been identified as one of the major causes for high turnover of employees returning from international assignments. Extant literature emphasises the importance of organisational training and mentoring, career advancement, and family and spouse support throughout expatriation and repatriation. In the current study we explored factors influencing Korean employees' and spouses' perceptions of expatriation and repatriation. The study involved semi-structured, in-depth interviews with 15 Korean expatriates and spouses, currently on assignment in Australia. The research is important in that, as Korea is Australia's fourth largest overall trading partner and Korean companies employ expatriates in managing their Australian operations, understanding factors which determine willingness of Korean expatriates to relocate to Australia is integral to Korean companies' position in the Australian economy. The findings provide three significant contributions. First, Confucian values affect Korean employees' willingness to expatriate and repatriate, in that their decision is largely influenced by requests from superiors. Second, Korean employees perceive that traditional expatriate training and mentoring are no longer as necessary given advances in technology. Third, Korean employees' decisions to expatriate and repatriate are affected by perceptions of impact on their children's education. The research highlights aspects particular to Korean expatriation and in so doing provides potentially valuable insights into Korean values regarding, and approaches to, international work.

Opportunities and challenges for expatriates in emerging markets: an exploratory study of Korean expatriates in India

On the basis of a questionnaire survey of 67 Korean expatriate managers in India, this exploratory study investigates the factors that affect the Korean expatriates’ satisfaction with an international assignment in light of the opportunities and challenges associated with working and living in India. The study showed that the expatriates’ (1) elevated position/title abroad, (2) unrealistic expectations toward international relocation and (3) inability to manage work–life balance issues had a negative influence on their overall satisfaction with an international assignment to India. The results also revealed that the homogeneous Korean expatriates maintained their Confucian values in the diverse and challenging Indian environment – this has both a positive and negative impact on their overall satisfaction. The implications, both theoretical and practical, for international human resource management are provided.

The Influence of Third Country Nationals in Support Networks on Expatriate Adjustment in Overseas Construction Projects

When Korean construction firms engage in overseas construction projects, the overseas work environment includes interaction between Korean expatriates, host country nationals (HCNs) and third country nationals (TCNs) employed by the Korean contractor. Previous studies have not measured the role of TCNs in expatriate adjustment. This study attempts to determine a possible positive influence of networking with TCNs on expatriate adjustment. Specifically, levels of expatriate adjustment to the general environment, communication, work environment, interrelations and overall lifestyle in the foreign country are explored in relation to those expatriates’ networking with TCNs for support. 107 recently repatriated Korean construction managers were surveyed, and results find significant influence of networking activities with TCNs on level of expatriate adjustment to communication, interrelations and working overseas. Results of this study provide important insight into the need for a broader exploration of factors determining expatriate adjustment and into the role of TCNs in expatriate management.

Previous international experience, cross‐cultural training, and expatriates' cross‐cultural adjustment: Effects of cultural intelligence and goal orientation

AbstractAlthough various antecedents of expatriates' cross‐cultural adjustment have been addressed, previous international experience, predeparture cross‐cultural training, and cultural intelligence (CQ) have been most frequently examined. However, there are few attempts that explore the effects of these antecedents simultaneously or consider the possible influencing variables that can impact cross‐cultural adjustment. In addition, empirical findings on the effects of these antecedents are somewhat mixed. Hence, there is a need for integrative studies exploring the mechanism of cross‐cultural adjustment to deepen understanding of how previous international experience, predeparture cross‐cultural training, and CQ affect expatriates' cross‐cultural adjustment. In this regard, we considered CQ as a variable that mediates the influences of previous international experience (work and nonwork) and predeparture cross‐cultural training (length and comprehensiveness) on cross‐cultural adjustment. Additionally, an expatriate's goal orientation was considered as a moderating variable that influences the effects of previous international experience and predeparture cross‐cultural training on CQ. Results using a sample of 190 Korean expatriates partially supported the hypotheses. The mediating effect of CQ and moderating effect of goal orientation were partially supported. The previous international nonwork rather than work experience and comprehensiveness rather than length of predeparture cross‐cultural training were more positively related to CQ. The theoretical contributions, practical implications for human resource development (HRD) practitioners, limitations, and suggestions for future research are discussed.

A Study on the Cultural Adjustment Types and Organizational Commitment of Korean Expatriate Managers in China

A Study on the Cultural Adjustment Types and Organizational Commitment of Korean Expatriate Managers in China

The Role of Organizational and Individual Characteristics in Technology Acceptance

The roles that users' individual and organizational characteristics play in technology acceptance were examined. Perceived work group characteristics was considered an organizational characteristic; attitude toward change and job stress were considered individual characteristics. User satisfaction with system characteristics was considered a consequence of technology acceptance. Data were collected from a sample of 236 Korean expatriates in information technology (IT) industries who were assigned to work in the United States. Perceived work group characteristics, attitude toward change, and job stress were related to one of the technology acceptance variables, perceived ease of use of the IT system. Ease of use was, in turn, related to perceived usefulness of the IT system, the other technology acceptance variable. Both perceived ease of use and usefulness were related to user satisfaction.

The Impact of Corporate Career Development Activities and Individual Coping Strategies on Korean Expatriate Managers's Adjustment

The Impact of Corporate Career Development Activities and Individual Coping Strategies on Korean Expatriate Managers's Adjustment

On the Cultural Adaptation of Korean Firms in Slovakia: A Case Study

In this paper we report implications of cultural adaptation of a Korean company in Slovakia. The importance of cultural adaptation has been enhanced as world economy has integrated. The Korean company opened up its production factory in Slovakia which consists of Korean expatriates and Slovakian employees. Faced with cultural differences, the company has pursuing several policies to resolve problems caused by the cross-culture environment. We suggest cultural adaptation at individual expatriates level and localization at corporate level as solutions to the cultural conflicts.

Individual differences and expatriate assignment effectiveness: The case of U.S.-based Korean expatriates

The paper examines the relationships among individual differences, cross-cultural adjustment, and expatriate assignment effectiveness, using a field survey of U.S.-based Korean expatriates. Overall, the findings are consistent with the literature and support previous findings. However, a unique and interesting pattern was found, revealing that how well the expatriates adjusted to the assignment was not related to their premature return intention. This finding is attributed to Korean society's tight cultural norms, expectancy for positive career outcomes when completing such assignments, and desire to provide diverse educational opportunities and life experiences for their children and family when staying in the preferred assignment destination. Theoretical and practical implications are also discussed.

Group Work for Korean Expatriate Women in the United States: An Exploratory Study

This paper presents the results of exploratory research with a group of seven Korean expatriate women. The study employed a modified Reality Therapy approach over eight meetings conducted by two professionally qualified leaders who also speak Korean. Qualitative research methods were used to analyze and describe the participants' experiences. Results indicate that members commonly experienced stress from language barriers, cultural adaptation, homesickness, financial difficulties, disrupted family relationships, and lowered self-esteem. Through candid discussions and identification of coping methods, the group experienced increased self-esteem, improved well-being, and group cohesiveness. Progress was found to be sustained after 12 weeks.

Social Service Needs Assessment in Global Work Environments: A Comparative Study between American Expatriates in South Korea and Korean Expatriates in the United States

This study examined social service needs of American expatriates in South Korea and Korean expatriates in the United States on the basis of problems they experienced in the host country and services they would like to see developed. The findings suggested that the respondents were mainly concerned about language barriers, elderly parents back home, and children's schooling. Correspondingly, they desired social services such as language training, services for elderly parents, and school counselling for children. The results call for practical social work interventions for global workers.