Purpose The purpose of this study is to examine the relationship between cultural intelligence (CQ) and cross-cultural adjustment (CCA) using meta-analytic methods. The paper serves a dual purpose as it critically examines the CQ-CCA literature and provides summary effects using meta-analysis to determine how CQ and its facets affect CCA and its three dimensions. Design/methodology/approach A meta-analysis of 77 studies involving 18,399 participants was conducted to obtain the summary effects. The studies reporting the relationship of CQ and/or its facets with CCA or any of its dimensions were included in the analysis. Findings Results revealed that CQ (overall) and all individual CQs were positively and significantly related to CCA and its three subdimensions. Although CQ (overall) had a strong effect on CCA and moderate to strong effects on all the subdimensions of CCA, the strongest effect size was measured for the relationship of motivational CQ with CCA. Not only this, when individual CQs' relationships were assessed with the individual adjustment dimensions, the motivational aspect of CQ happened to be the most influencing factor, having a close to strong effect on interaction adjustment. Research limitations/implications Since the study combines the results from numerous empirical research conducted over time, it avoids the limitations that an individual study has, which is carried out at a single point in time and on a limited sample. Originality/value This study adds to the academic research by critically reviewing the CQ-CCA literature. It also works as a guiding map for future research in the area. The study highlights the summary effects for each association between CQ and CCA and their dimensions, elucidating the mixed findings reported in previous research.
{"title":"How does your cultural intelligence contribute to your adjustment? Unveiling the link between cultural intelligence and cross-cultural adjustment using meta-analysis","authors":"Chhaya Mani Tripathi, Rahul Pratap Singh Kaurav, Tripti Singh","doi":"10.1108/jgm-01-2023-0006","DOIUrl":"https://doi.org/10.1108/jgm-01-2023-0006","url":null,"abstract":"Purpose The purpose of this study is to examine the relationship between cultural intelligence (CQ) and cross-cultural adjustment (CCA) using meta-analytic methods. The paper serves a dual purpose as it critically examines the CQ-CCA literature and provides summary effects using meta-analysis to determine how CQ and its facets affect CCA and its three dimensions. Design/methodology/approach A meta-analysis of 77 studies involving 18,399 participants was conducted to obtain the summary effects. The studies reporting the relationship of CQ and/or its facets with CCA or any of its dimensions were included in the analysis. Findings Results revealed that CQ (overall) and all individual CQs were positively and significantly related to CCA and its three subdimensions. Although CQ (overall) had a strong effect on CCA and moderate to strong effects on all the subdimensions of CCA, the strongest effect size was measured for the relationship of motivational CQ with CCA. Not only this, when individual CQs' relationships were assessed with the individual adjustment dimensions, the motivational aspect of CQ happened to be the most influencing factor, having a close to strong effect on interaction adjustment. Research limitations/implications Since the study combines the results from numerous empirical research conducted over time, it avoids the limitations that an individual study has, which is carried out at a single point in time and on a limited sample. Originality/value This study adds to the academic research by critically reviewing the CQ-CCA literature. It also works as a guiding map for future research in the area. The study highlights the summary effects for each association between CQ and CCA and their dimensions, elucidating the mixed findings reported in previous research.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136227742","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose Building on the conservation of resources (COR) theory, this study aims to explore how overall justice climate (OJC) and cross-cultural psychological capital (CCPsyCap) help highly skilled expatriates develop creative behaviours despite disruptive global macro-events. This topic has not been extensively researched in the context of expatriation, especially amongst self-initiated expatriates (SIEs) from the Middle East and North Africa (MENA) countries. Design/methodology/approach The data were collected through a web-based questionnaire from 307 SIEs coming from the MENA region and working in different sectors of the Kingdom of Saudi Arabia. The responses were analysed via partial least squares-structural equation modelling (PLS-SEM). Findings Empirical evidence shows that no significant direct correlation exists between the OJC and the creativity of SIEs. However, the results demonstrate that this relationship was completely mediated by CCPsyCap. Practical implications The context of high uncertainty may limit individuals' cognitive abilities amongst individuals, in turn, reducing their level of creativity. In this regard, this study identifies the need for host organisations to develop fair human resource policies to enhance creative behaviours amongst SIEs in such a context. It also underlines the role of psychological resources as a coping mechanism that helps those expatriates cope with the diverse challenges of their international assignments. Originality/value This study offers new theoretical support for understanding how the combination of OJC and psychological resources constitutes a springboard for enhancing SIEs' creativity in a context of hardship. This study also advances the COR theory by adopting a “cross-level resources caravans” approach.
{"title":"Does the overall justice climate enhance self-initiated expatriates' creativity during uncertain times ? The mediating role of cross-cultural psychological capital","authors":"Amina Amari, Sarra Berraies, Saeed T.T. Alshahrani, Mahrane Hofaidhllaoui, Jamel Choukir","doi":"10.1108/jgm-05-2023-0030","DOIUrl":"https://doi.org/10.1108/jgm-05-2023-0030","url":null,"abstract":"Purpose Building on the conservation of resources (COR) theory, this study aims to explore how overall justice climate (OJC) and cross-cultural psychological capital (CCPsyCap) help highly skilled expatriates develop creative behaviours despite disruptive global macro-events. This topic has not been extensively researched in the context of expatriation, especially amongst self-initiated expatriates (SIEs) from the Middle East and North Africa (MENA) countries. Design/methodology/approach The data were collected through a web-based questionnaire from 307 SIEs coming from the MENA region and working in different sectors of the Kingdom of Saudi Arabia. The responses were analysed via partial least squares-structural equation modelling (PLS-SEM). Findings Empirical evidence shows that no significant direct correlation exists between the OJC and the creativity of SIEs. However, the results demonstrate that this relationship was completely mediated by CCPsyCap. Practical implications The context of high uncertainty may limit individuals' cognitive abilities amongst individuals, in turn, reducing their level of creativity. In this regard, this study identifies the need for host organisations to develop fair human resource policies to enhance creative behaviours amongst SIEs in such a context. It also underlines the role of psychological resources as a coping mechanism that helps those expatriates cope with the diverse challenges of their international assignments. Originality/value This study offers new theoretical support for understanding how the combination of OJC and psychological resources constitutes a springboard for enhancing SIEs' creativity in a context of hardship. This study also advances the COR theory by adopting a “cross-level resources caravans” approach.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135219438","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-17DOI: 10.1108/jgm-02-2023-0017
Chie Yorozu
Purpose This research aims to explore whether or not the widely adopted diversity management strategy of Japanese firms aids female self-initiated expatriates' careers. Japan is famous for its male-dominated society (e.g. Hofstede, 2003), which seems to conflict with the recent fading of this strategy in Japanese firms. To what extent does the strategy work for Japanese organisations and how do female self-initiated expatriates perceive it? Design/methodology/approach An interview-based qualitative methodology is used to collect testimony from female self-initiated expatriates who are currently working fulltime in Japanese firms. The interviews were conducted with 22 female expats who come from 13 different countries. Findings Although the strategy aims for equality, gender still matters in Japanese society and within firms. The interviews found that male-centred rules set out every single step for local employees' behaviours. “Male things” are defined everywhere at work, which makes female expats sceptical of Japan and Japanese firms. The dynamics of the male-based rule seem to eliminate female expats from the centre of organisational society. Originality/value Discussion over female expatriates has been increasing due to the frequent movement of international labour to Japan. Also gender fairness has been pushed by the international community, including Japanese. These factors, however, have yet to be explored in the context of the Japanese workplace for female international expatriates. What do we know about female expats working in Japan? What does the male dominance mean for female expats? This study provides an initial insight on female and expatriate diversity management in Japan.
{"title":"Dynamics of male society at work in Japanese firms: inclusion of female self-initiated expatriates in the labour force?","authors":"Chie Yorozu","doi":"10.1108/jgm-02-2023-0017","DOIUrl":"https://doi.org/10.1108/jgm-02-2023-0017","url":null,"abstract":"Purpose This research aims to explore whether or not the widely adopted diversity management strategy of Japanese firms aids female self-initiated expatriates' careers. Japan is famous for its male-dominated society (e.g. Hofstede, 2003), which seems to conflict with the recent fading of this strategy in Japanese firms. To what extent does the strategy work for Japanese organisations and how do female self-initiated expatriates perceive it? Design/methodology/approach An interview-based qualitative methodology is used to collect testimony from female self-initiated expatriates who are currently working fulltime in Japanese firms. The interviews were conducted with 22 female expats who come from 13 different countries. Findings Although the strategy aims for equality, gender still matters in Japanese society and within firms. The interviews found that male-centred rules set out every single step for local employees' behaviours. “Male things” are defined everywhere at work, which makes female expats sceptical of Japan and Japanese firms. The dynamics of the male-based rule seem to eliminate female expats from the centre of organisational society. Originality/value Discussion over female expatriates has been increasing due to the frequent movement of international labour to Japan. Also gender fairness has been pushed by the international community, including Japanese. These factors, however, have yet to be explored in the context of the Japanese workplace for female international expatriates. What do we know about female expats working in Japan? What does the male dominance mean for female expats? This study provides an initial insight on female and expatriate diversity management in Japan.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135944694","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-29DOI: 10.1108/jgm-03-2023-0019
Antonios Georgopoulos, Eleftherios Aggelopoulos, Elen Paraskevi Paraschi, Maria Kalogera
Purpose In an environment of intensive global mobility, this study aims to investigate the performance role of staffing choices within diverse MNE subsidiary strategies. Incorporating the integration-responsiveness (IR) framework with a contingency perspective, this study proposes that the performance success of distinct MNE subsidiary strategies depends on staffing choices. This study argues that performance differences of staffing choices such as assigned expatriates, self-initiated expatriates, former inpatriates and host-country nationals derive from their different knowledge/experience advantages regarding the intra-firm environment and local market conditions. Design/methodology/approach The study utilizes a unique sample of 169 foreign subsidiaries located in Greece that faced the outbreak of the COVID-19 pandemic (in 2020). For robustness reasons, this study also captures the imposition of capital controls (in June 2015). Findings This study finds important mediating performance effects of a diversified human resource portfolio across distinct subsidiary strategies in difficult times. Integration strategy tends to use more assigned expatriates, locally responsive strategy tends to utilize more host-country nationals, whereas multi-focal strategy favors self-initiated expatriates and former inpatriates, with positive subsidiary performance effects accordingly. So, staffing policies that are suitable to balance the needs of Human Resource Management (HRM) portfolio differ from strategy to strategy. Moreover, this study finds that managing HRM diversity is crucial in turbulent times. Originality/value While the empirical evidence has been predominantly accumulated from large economies, largely neglecting performance effects of MNE subsidiary staffing in crisis contexts, the analysis sheds light on a small open economy (i.e. the Greek context) emphasizing rapidly environmental deterioration. The findings extend existing theorizing on international performance and HRM management by providing an integrative conceptual framework linking integration-responsiveness motivated strategies with distinct groups of high-quality human resources under contingency considerations, so creatively synthesizing largely fragmented IB and HRM research streams. The study provides valuable insights into the performance role of non-conventional staffing choices such as self-initiated expatriates and former inpatriates, given that relevant studies examine either exclusively expatriates or compare expatriates with host country nationals, reaching inconclusive results.
{"title":"The mediating performance role of staffing options in MNE subsidiary strategies within rapidly deteriorating environments","authors":"Antonios Georgopoulos, Eleftherios Aggelopoulos, Elen Paraskevi Paraschi, Maria Kalogera","doi":"10.1108/jgm-03-2023-0019","DOIUrl":"https://doi.org/10.1108/jgm-03-2023-0019","url":null,"abstract":"Purpose In an environment of intensive global mobility, this study aims to investigate the performance role of staffing choices within diverse MNE subsidiary strategies. Incorporating the integration-responsiveness (IR) framework with a contingency perspective, this study proposes that the performance success of distinct MNE subsidiary strategies depends on staffing choices. This study argues that performance differences of staffing choices such as assigned expatriates, self-initiated expatriates, former inpatriates and host-country nationals derive from their different knowledge/experience advantages regarding the intra-firm environment and local market conditions. Design/methodology/approach The study utilizes a unique sample of 169 foreign subsidiaries located in Greece that faced the outbreak of the COVID-19 pandemic (in 2020). For robustness reasons, this study also captures the imposition of capital controls (in June 2015). Findings This study finds important mediating performance effects of a diversified human resource portfolio across distinct subsidiary strategies in difficult times. Integration strategy tends to use more assigned expatriates, locally responsive strategy tends to utilize more host-country nationals, whereas multi-focal strategy favors self-initiated expatriates and former inpatriates, with positive subsidiary performance effects accordingly. So, staffing policies that are suitable to balance the needs of Human Resource Management (HRM) portfolio differ from strategy to strategy. Moreover, this study finds that managing HRM diversity is crucial in turbulent times. Originality/value While the empirical evidence has been predominantly accumulated from large economies, largely neglecting performance effects of MNE subsidiary staffing in crisis contexts, the analysis sheds light on a small open economy (i.e. the Greek context) emphasizing rapidly environmental deterioration. The findings extend existing theorizing on international performance and HRM management by providing an integrative conceptual framework linking integration-responsiveness motivated strategies with distinct groups of high-quality human resources under contingency considerations, so creatively synthesizing largely fragmented IB and HRM research streams. The study provides valuable insights into the performance role of non-conventional staffing choices such as self-initiated expatriates and former inpatriates, given that relevant studies examine either exclusively expatriates or compare expatriates with host country nationals, reaching inconclusive results.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135133206","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-29DOI: 10.1108/jgm-04-2023-0029
Kiattichai Kalasin
Purpose This study aims to examine the role of returnee managers that can affect the strategic-divestment decision of emerging-market firms (EM firms). Drawing on arguments from the upper echelons theory and international human resource mobility perspectives, this study aims to propose that returnee managers influence corporate divestitures when the business outlook is negative. In addition, this study aims to examine the interplay between returnee managers and CEOs, whose characteristics can foster or undermine the efforts of returnee managers to engage in corporate divestments. Design/methodology/approach This study examines 278 firms from nine emerging economies. The negative binomial regression was employed to estimate the model. In the robustness checks, the logistic regression was adopted to confirm the earlier findings. Findings The empirical results support the notion that returnee managers strengthen the relationship between firm performance and divestments. Because of the limited liabilities of foreignness and outsidership, returnee managers can gain social trust and credibility through communication and social interaction. Furthermore, the results provide mixed support for the moderating effect of CEO characteristics on the performance–divestment relationship. Practical implications This study reveals that returnee managers are a great asset for EM firms that aim to find synergies and upgrade their capabilities through asset reconfiguration, which is an essential activity of emerging market firms to integrate themselves into the global competition. Meanwhile, CEO characteristics can foster (through their education level) or hinder (due to their age) divestment attempts, influenced by returnee managers. Originality/value This study explores an understudied phenomenon in international business (IB): strategic divestment of EM firms. The literature that examines strategic divestment and corporate refocusing in emerging markets is extremely limited. Furthermore, this study explores the novel topic that intersects the international business (IB) and international human resource management (IHRM) research areas. Specifically, this study investigates the impact of returnee managers on strategic divestments.
{"title":"Strategic divestment of emerging market firms: the influence of returnee managers and CEO characteristics","authors":"Kiattichai Kalasin","doi":"10.1108/jgm-04-2023-0029","DOIUrl":"https://doi.org/10.1108/jgm-04-2023-0029","url":null,"abstract":"Purpose This study aims to examine the role of returnee managers that can affect the strategic-divestment decision of emerging-market firms (EM firms). Drawing on arguments from the upper echelons theory and international human resource mobility perspectives, this study aims to propose that returnee managers influence corporate divestitures when the business outlook is negative. In addition, this study aims to examine the interplay between returnee managers and CEOs, whose characteristics can foster or undermine the efforts of returnee managers to engage in corporate divestments. Design/methodology/approach This study examines 278 firms from nine emerging economies. The negative binomial regression was employed to estimate the model. In the robustness checks, the logistic regression was adopted to confirm the earlier findings. Findings The empirical results support the notion that returnee managers strengthen the relationship between firm performance and divestments. Because of the limited liabilities of foreignness and outsidership, returnee managers can gain social trust and credibility through communication and social interaction. Furthermore, the results provide mixed support for the moderating effect of CEO characteristics on the performance–divestment relationship. Practical implications This study reveals that returnee managers are a great asset for EM firms that aim to find synergies and upgrade their capabilities through asset reconfiguration, which is an essential activity of emerging market firms to integrate themselves into the global competition. Meanwhile, CEO characteristics can foster (through their education level) or hinder (due to their age) divestment attempts, influenced by returnee managers. Originality/value This study explores an understudied phenomenon in international business (IB): strategic divestment of EM firms. The literature that examines strategic divestment and corporate refocusing in emerging markets is extremely limited. Furthermore, this study explores the novel topic that intersects the international business (IB) and international human resource management (IHRM) research areas. Specifically, this study investigates the impact of returnee managers on strategic divestments.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135133245","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-29DOI: 10.1108/jgm-03-2023-0021
Mireka Caselius, Vesa Suutari
Purpose The purpose of the present study is to explore the effects of early life international exposure on the career capital (CC) of adult third culture kids (ATCKs). Design/methodology/approach The study adopts a qualitative research design based on 34 semi-structured interviews with ATCKs who have had international exposure in their childhood as members of an expatriate family. Findings The results show that a globally mobile childhood has extensive long-term impacts on ATCKs' CC in the areas of knowing-why, knowing-how and knowing-whom. Additionally, their early international experience also had several negative impacts across these aspects of CC. Originality/value This paper provides a novel understanding of the long-term impacts of early life international exposure on ATCKs' CC, and this paper is the first study to use the CC framework among an ATCK population.
{"title":"The global chameleons: the impact of early life international exposure on the career capital of adult third culture kids","authors":"Mireka Caselius, Vesa Suutari","doi":"10.1108/jgm-03-2023-0021","DOIUrl":"https://doi.org/10.1108/jgm-03-2023-0021","url":null,"abstract":"Purpose The purpose of the present study is to explore the effects of early life international exposure on the career capital (CC) of adult third culture kids (ATCKs). Design/methodology/approach The study adopts a qualitative research design based on 34 semi-structured interviews with ATCKs who have had international exposure in their childhood as members of an expatriate family. Findings The results show that a globally mobile childhood has extensive long-term impacts on ATCKs' CC in the areas of knowing-why, knowing-how and knowing-whom. Additionally, their early international experience also had several negative impacts across these aspects of CC. Originality/value This paper provides a novel understanding of the long-term impacts of early life international exposure on ATCKs' CC, and this paper is the first study to use the CC framework among an ATCK population.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135133385","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-21DOI: 10.1108/jgm-12-2022-0067
Mina Westman, Shoshi Chen, Dov Eden
Purpose The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings, theories and constructs drawn from adjacent research literature. Design/methodology/approach The authors reviewed the business travel (BT) literature to identify conceptual and empirical articles on IBT published from 1990 to 2022. Only 53 publications were suitable for review. The authors reviewed them using an open coding system. Findings The IBT literature is dispersed across several disciplines that use different methods, focus on different aspects of travel and emphasize different positive and negative outcomes that IBT engenders. The publications employed a diverse range of methods, including review and conceptual (11), quantitative (28) and qualitative methods (14). The samples were diverse in country, age, marital status and tenure. Many publications were descriptive and exploratory. The few that based their research on theory focused on two stress theories: Job Demands-Resources (JD-R) theory and conservation of resources (COR) theory. Research limitations/implications Experimental and longitudinal designs are needed to reduce the causal ambiguity of this body of mostly correlational and cross-sectional research. The authors discuss the impact of emerging advances in virtual global communication technology on the future of IBT. Practical implications More research is needed on positive aspects of IBT. Human resource (HR) people should be aware of these issues and are encouraged to decrease the deleterious aspects of the international trips and increase the positive ones. Social implications Increasing well-being of international business travelers is important for the travelers, their families and the organization. Originality/value This is the first IBT review focused on the theoretical underpinnings of research in the field. The authors offer a model for IBT and introduce adjustment and performance as important constructs in IBT research. The authors encompass crossover theory to add the reciprocal impact of travelers and spouses and label IBT a “double-edge sword” because it arouses both positive and negative outcomes.
{"title":"International business travel: a review of theory and research","authors":"Mina Westman, Shoshi Chen, Dov Eden","doi":"10.1108/jgm-12-2022-0067","DOIUrl":"https://doi.org/10.1108/jgm-12-2022-0067","url":null,"abstract":"Purpose The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings, theories and constructs drawn from adjacent research literature. Design/methodology/approach The authors reviewed the business travel (BT) literature to identify conceptual and empirical articles on IBT published from 1990 to 2022. Only 53 publications were suitable for review. The authors reviewed them using an open coding system. Findings The IBT literature is dispersed across several disciplines that use different methods, focus on different aspects of travel and emphasize different positive and negative outcomes that IBT engenders. The publications employed a diverse range of methods, including review and conceptual (11), quantitative (28) and qualitative methods (14). The samples were diverse in country, age, marital status and tenure. Many publications were descriptive and exploratory. The few that based their research on theory focused on two stress theories: Job Demands-Resources (JD-R) theory and conservation of resources (COR) theory. Research limitations/implications Experimental and longitudinal designs are needed to reduce the causal ambiguity of this body of mostly correlational and cross-sectional research. The authors discuss the impact of emerging advances in virtual global communication technology on the future of IBT. Practical implications More research is needed on positive aspects of IBT. Human resource (HR) people should be aware of these issues and are encouraged to decrease the deleterious aspects of the international trips and increase the positive ones. Social implications Increasing well-being of international business travelers is important for the travelers, their families and the organization. Originality/value This is the first IBT review focused on the theoretical underpinnings of research in the field. The authors offer a model for IBT and introduce adjustment and performance as important constructs in IBT research. The authors encompass crossover theory to add the reciprocal impact of travelers and spouses and label IBT a “double-edge sword” because it arouses both positive and negative outcomes.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136129010","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-25DOI: 10.1108/jgm-03-2023-0024
S. Przytuła
PurposeThe main objective of this paper is twofold: to analyse the progress of a research stream concerning expatriate academics in the last four decades and to make recommendations for further studies in this field.Design/methodology/approachIn this study, the systematic literature review (SLR) concerning expatriate academics was applied. The search embraced the period from 1980–2022. The review was performed in two interdisciplinary electronic databases: Web of Science and Scopus. The selection process of papers was conducted in steps, as recommended by the PRISMA protocol. The total pool of articles received after the exclusion criteria was 110. The content of each paper was thus extracted and categorised in Excel file: author, year of publication, tittle of article, journal, theory applied, research method, sample size, country/field of investigation.FindingsFor almost three decades this topic was almost absent in the literature of the subject. The most active publication period started from 2009 and since then there have been two “waves” of published articles devoted to expatriate academics: 2009–2014 and 2017–2021. The significant number of studies appeared in Journal of Global Mobility followed by Personnel Review, IJHRM, Higher Education. The thematic analysis revealed six themes which have been already researched on expatriates academics: (1) motives, (2) adjustment, (3) job factors and work outcomes, (4) academic missions, (5) academic career, (6) women and men in academia.Practical implicationsPractitioners and university management might find this article useful as the article allows to manage this pool of international academics more efficiently with mutual benefits for expatriates and organisations. This study may assist the university authorities to develop systemic approach to attract foreign academics; adjust the same in work and culture domain through effective training; support in organisational, financial and career field; create the performance criteria of expatriate work related to three missions: research, teaching and service; introduce metrics and indicators to evaluate the contribution and work outcomes of foreign scientists into the host university.Originality/valueThis review shows that there are many new perspectives and models through which the academic expatriation can be analysed. This paper gives an insight into the academic literature on academics expatriates. The paper is innovative and has contributed to research by doing an SLR in a new area (academic expats) and tackling all the areas that has been covered by academic research so far. New research directions have been recommended for future research, to open the field further.
本文的主要目的有两个:分析过去四十年来有关外籍学者的研究进展，并为该领域的进一步研究提出建议。本研究采用外籍学者的系统文献回顾法(SLR)。研究涵盖了1980年至2022年这段时间。该综述在两个跨学科电子数据库中进行:Web of Science和Scopus。根据PRISMA协议的建议，论文的选择过程是分步骤进行的。排除标准后收到的文章总数为110篇。因此，每篇论文的内容被提取并分类在Excel文件中:作者、出版年份、文章标题、期刊、应用理论、研究方法、样本量、调查国家/领域。在近三十年的时间里，这个话题在这一主题的文献中几乎是缺席的。最活跃的出版期始于2009年，此后出现了两波专门针对外籍学者的出版文章:2009 - 2014年和2017-2021年。大量的研究发表在《全球流动杂志》上，其次是《人事评论》、《人力资源管理》和《高等教育》。主题分析揭示了已经对外籍学者进行研究的六个主题:(1)动机，(2)调整，(3)工作因素和工作成果，(4)学术使命，(5)学术生涯，(6)学术界的女性和男性。实践者和大学管理层可能会发现这篇文章很有用，因为这篇文章允许更有效地管理这群国际学者，对外籍人士和组织都有好处。这项研究可协助大学当局制订系统的方法，以吸引外国学者;通过有效的培训，在工作和文化领域进行调整;在组织、财务和职业领域提供支持;制定与研究、教学和服务三项任务有关的外派工作绩效标准;引入标准和指标来评估外国科学家对东道国大学的贡献和工作成果。原创性/价值这一综述表明，有许多新的视角和模型可以用来分析学术外派。本文对学者外籍人士的学术文献进行了梳理。这篇论文是创新的，通过在一个新的领域(学术外籍人士)进行单反研究，并解决了迄今为止学术研究所涵盖的所有领域，为研究做出了贡献。为今后的研究提出了新的研究方向，以进一步开拓这一领域。
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Pub Date : 2023-07-19DOI: 10.1108/jgm-02-2023-0010
Erhan Atay, S. Bayraktaroglu, Yin Teng Elaine Chew
PurposeThis qualitative study has two aims. The first is to explore the cognitive, affective, and behavioural dimensions of Eurasian self-initiated expatriates’ (SIEs) work and non-work adjustments in Korea. The second is to understand how the Confucian-oriented Korean culture influences Eurasian SIEs' work and non-work domains, in particular their organisational practices and relations with locals.Design/methodology/approachThis study was conducted through a qualitative analysis of interviews conducted with 27 Eurasian SIEs working in Korea. The interviews were conducted face-to-face with open-ended questions.FindingsEurasian SIEs in Korea express different cognitive, affective, and behavioural life and work adjustment processes that affect their future careers. A high level of language proficiency and knowledge of cultural and social expectations does not guarantee work and life adjustment success. Due to the heavy presence of Korean culture in work and living environments, SIEs face challenges in joining social and work networks and balancing work and life domains, which slows down adjustment. Results indicate that SIEs adjusted well regarding cognitive and behavioural dimensions in work and non-work domains. However, affective adjustment is difficult to achieve, even for SIEs who have lived in the country for many years, and many have the intention to leave if there were other options.Originality/valueThis study contributes to the literature by focussing on the multidimensionality of SIEs' work and life adjustments, with cognitive, affective, and behavioural components. SIEs have been in a complicated process of adaptation and integration for a long time. This study attempts to contribute to SIE literature by analysing the elements of Confucianism-oriented Korean culture and organisational practices prevalent in SIEs' multidimensional adjustment and career challenges.
{"title":"Multi-dimensional adjustment of Eurasian self-initiated expatriates in Korea","authors":"Erhan Atay, S. Bayraktaroglu, Yin Teng Elaine Chew","doi":"10.1108/jgm-02-2023-0010","DOIUrl":"https://doi.org/10.1108/jgm-02-2023-0010","url":null,"abstract":"PurposeThis qualitative study has two aims. The first is to explore the cognitive, affective, and behavioural dimensions of Eurasian self-initiated expatriates’ (SIEs) work and non-work adjustments in Korea. The second is to understand how the Confucian-oriented Korean culture influences Eurasian SIEs' work and non-work domains, in particular their organisational practices and relations with locals.Design/methodology/approachThis study was conducted through a qualitative analysis of interviews conducted with 27 Eurasian SIEs working in Korea. The interviews were conducted face-to-face with open-ended questions.FindingsEurasian SIEs in Korea express different cognitive, affective, and behavioural life and work adjustment processes that affect their future careers. A high level of language proficiency and knowledge of cultural and social expectations does not guarantee work and life adjustment success. Due to the heavy presence of Korean culture in work and living environments, SIEs face challenges in joining social and work networks and balancing work and life domains, which slows down adjustment. Results indicate that SIEs adjusted well regarding cognitive and behavioural dimensions in work and non-work domains. However, affective adjustment is difficult to achieve, even for SIEs who have lived in the country for many years, and many have the intention to leave if there were other options.Originality/valueThis study contributes to the literature by focussing on the multidimensionality of SIEs' work and life adjustments, with cognitive, affective, and behavioural components. SIEs have been in a complicated process of adaptation and integration for a long time. This study attempts to contribute to SIE literature by analysing the elements of Confucianism-oriented Korean culture and organisational practices prevalent in SIEs' multidimensional adjustment and career challenges.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2023-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85133751","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-05DOI: 10.1108/jgm-01-2023-0005
M. Downes, Alex J. Barelka
PurposeThis paper examines the relationship between chief executive officer (CEO) international experience (IE) and firm performance. The authors also examine the symmetry of this relationship, whereby home and host countries would be interchangeable without any significant change in the impact of each cultural dimension on firm performance.Design/methodology/approachFor a sample of CEOs from Fortune's list of Global 500 companies, firm performance was measured as average net margin for the first four years of CEO tenure. IE was the difference between home country culture and that where CEO experience was gained, based on the GLOBE cultural dimensions. Regression then tested the IE/firm performance relationship. For symmetry, distance direction was coded as either positive or negative, depending on whether home country score on a given dimension was higher or lower than that of the host. Moderator regression then tested for whether distance direction impacted the relationship between IE and firm performance.FindingsResults show that overall distance between home and host cultures in aggregate does not have a significant effect on firm performance. However, for specific dimensions, greater distances between the CEO's countries of experience and that of the parent company on in-group collectiveness and performance orientation are associated with higher firm performance, and greater distances on power distance and assertiveness are associated with lower performance. The authors further find asymmetric patterns in the IE–performance relationship, attributable primarily to the fact that, when scores on performance orientation are greater for the home than host country, organizational performance is significantly enhanced.Originality/valueThis study's hypotheses are grounded in theory, combining the human capital perspective with cultural paradox theory. In addition, the authors offer a unique approach for measuring the dimensional distance of culture.
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