Pub Date : 2021-06-17DOI: 10.1108/JGM-04-2021-0050
S. Jayasingam, Ma Chong, Raida Abu Bakar
PurposeOrganizations send their employees for international assignments so as to develop their international working experiences, their global knowledge and skills. These employees are then expected to return to their home countries (hereof known as repatriates) to share their newly gained knowledge or skills with their colleagues. This practice would benefit the organization's performance to some extent. Nonetheless, past literature had pointed out that many of such repatriates tend to leave their respective organizations as a result of not being able to fully utilize their newly acquired knowledge and skills, which led them to perceive that they were overqualified. This occurrence could lead to a loss of valuable knowledge for their organization. Aiming to address this issue at hand, the current study focuses on examining of the antecedents that could influence these repatriates' knowledge sharing behaviour.Design/methodology/approachThis paper uses a research framework which was developed from three aspects of interest–perceived overqualification, affective commitment and the moderating effect of repatriation support practices on knowledge sharing behaviour of repatriates. Structural model analysis was carried out to assess 152 useable data which were collected from returning corporate repatriates in Malaysia. The SmartPLS 3.0 software was applied.FindingsRepatriates with highly perceived overqualifications tend to exhibit low affective commitment. The impact of their perceived overqualification on knowledge sharing behaviour was fully mediated by their affective commitment. Repatriation support practice was found to strengthen the positive relationship between affective commitment and knowledge sharing behaviour.Originality/valueThe use of the relative deprivation theory showed that the outcome derived from this study could serve as an insight for organizations to understand how those repatriates' perception of overqualification influences their level of affective commitment, and subsequently, the extent to which they share knowledge upon returning.
{"title":"Knowledge sharing behaviour of overqualified repatriates","authors":"S. Jayasingam, Ma Chong, Raida Abu Bakar","doi":"10.1108/JGM-04-2021-0050","DOIUrl":"https://doi.org/10.1108/JGM-04-2021-0050","url":null,"abstract":"PurposeOrganizations send their employees for international assignments so as to develop their international working experiences, their global knowledge and skills. These employees are then expected to return to their home countries (hereof known as repatriates) to share their newly gained knowledge or skills with their colleagues. This practice would benefit the organization's performance to some extent. Nonetheless, past literature had pointed out that many of such repatriates tend to leave their respective organizations as a result of not being able to fully utilize their newly acquired knowledge and skills, which led them to perceive that they were overqualified. This occurrence could lead to a loss of valuable knowledge for their organization. Aiming to address this issue at hand, the current study focuses on examining of the antecedents that could influence these repatriates' knowledge sharing behaviour.Design/methodology/approachThis paper uses a research framework which was developed from three aspects of interest–perceived overqualification, affective commitment and the moderating effect of repatriation support practices on knowledge sharing behaviour of repatriates. Structural model analysis was carried out to assess 152 useable data which were collected from returning corporate repatriates in Malaysia. The SmartPLS 3.0 software was applied.FindingsRepatriates with highly perceived overqualifications tend to exhibit low affective commitment. The impact of their perceived overqualification on knowledge sharing behaviour was fully mediated by their affective commitment. Repatriation support practice was found to strengthen the positive relationship between affective commitment and knowledge sharing behaviour.Originality/valueThe use of the relative deprivation theory showed that the outcome derived from this study could serve as an insight for organizations to understand how those repatriates' perception of overqualification influences their level of affective commitment, and subsequently, the extent to which they share knowledge upon returning.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"66 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2021-06-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80485757","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 : 2021-05-31DOI: 10.1108/JGM-10-2020-0066
Liisa Mäkelä, Jussi Tanskanen, Hilpi Kangas, Milla Heikkilä
PurposeThe purpose of the present study is to examine the general and travel-specific job exhaustion of international business travelers (IBTs). The study employs a JD-R model to explain general and travel-specific job exhaustion (IBTExh) through international business travel as demand and leadership (LMX) as a resource buffering the demands of international business travel.Design/methodology/approachThe study was conducted among Finnish service company employees who had taken at least one international business trip during the previous year. The data (N = 569), collected in 2015, were analyzed with path models.FindingsThe results suggest that a higher number of international business travel days is related to a higher level of job exhaustion, especially the exhaustion related to international business travel. Moreover, a high-quality LMX was found to be linked to lower levels of both types of exhaustion. Interestingly, for those IBTs' with a low-quality LMX, even a high number of long-haul international business travel days was not connected with IBTExhOriginality/valueThe contribution of our study is threefold. First, this study contributes to JD-R theory and the ill-health process by focusing on a job-specific well-being indicator, IBTExh, in addition to general exhaustion. Second, specific job demands related to international business travel, particularly the duration of business travel spent in short-haul and long-haul destinations, contributes to the literature on global mobility. This study sheds light on the potential effects on IBTs of different types of business travel. Third, our study contributes to the leadership literature and the importance of acknowledging the context in which LMX occurs.
{"title":"International business travelers' job exhaustion: effects of travel days spent in short-haul and long-haul destinations and the moderating role of leader-member exchange","authors":"Liisa Mäkelä, Jussi Tanskanen, Hilpi Kangas, Milla Heikkilä","doi":"10.1108/JGM-10-2020-0066","DOIUrl":"https://doi.org/10.1108/JGM-10-2020-0066","url":null,"abstract":"PurposeThe purpose of the present study is to examine the general and travel-specific job exhaustion of international business travelers (IBTs). The study employs a JD-R model to explain general and travel-specific job exhaustion (IBTExh) through international business travel as demand and leadership (LMX) as a resource buffering the demands of international business travel.Design/methodology/approachThe study was conducted among Finnish service company employees who had taken at least one international business trip during the previous year. The data (N = 569), collected in 2015, were analyzed with path models.FindingsThe results suggest that a higher number of international business travel days is related to a higher level of job exhaustion, especially the exhaustion related to international business travel. Moreover, a high-quality LMX was found to be linked to lower levels of both types of exhaustion. Interestingly, for those IBTs' with a low-quality LMX, even a high number of long-haul international business travel days was not connected with IBTExhOriginality/valueThe contribution of our study is threefold. First, this study contributes to JD-R theory and the ill-health process by focusing on a job-specific well-being indicator, IBTExh, in addition to general exhaustion. Second, specific job demands related to international business travel, particularly the duration of business travel spent in short-haul and long-haul destinations, contributes to the literature on global mobility. This study sheds light on the potential effects on IBTs of different types of business travel. Third, our study contributes to the leadership literature and the importance of acknowledging the context in which LMX occurs.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"35 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2021-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79810993","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 : 2021-05-20DOI: 10.1108/JGM-08-2020-0056
Lu Yu, Hong Ren
PurposeThis study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.Design/methodology/approachThis is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.FindingsWe study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.Originality/valueFirst, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.
{"title":"An identity conflict perspective on female expatriate work adjustment","authors":"Lu Yu, Hong Ren","doi":"10.1108/JGM-08-2020-0056","DOIUrl":"https://doi.org/10.1108/JGM-08-2020-0056","url":null,"abstract":"PurposeThis study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.Design/methodology/approachThis is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.FindingsWe study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.Originality/valueFirst, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"54 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2021-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82710112","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 : 2020-12-25DOI: 10.1108/jgm-05-2020-0031
Flávia Cavazotte, S. Mello, L. Oliveira
PurposeThis study analyzes the impact of purpose-oriented leadership and leader cultural intelligence on engagement and burnout among expatriates undertaking long-term corporate assignments, grounded on social psychology frameworks on interpersonal bias.Design/methodology/approachA survey was conducted with corporate expatriates from 21 different nationalities, who work for large multinational companies and were on assignment in 23 distinct countries – including Brazil, China, Japan and the UK Partial Least Squares Structural Equation Modeling was used to evaluate the proposed hypotheses.FindingsResults indicate that leader cultural intelligence is associated with lower burnout and higher engagement among expatriates, and that purpose-oriented leadership is associated with higher expatriate engagement but not with lower burnout.Originality/valueThis research contributes to the field by highlighting specific leader attributes that can foster successful expatriation: cultural intelligence and purpose-oriented leadership. The study adds to knowledge on leader–follower relationships amid national and cultural diversity by pointing to actionable leader qualities that can foster expatriate engagement and prevent his/her burnout.
{"title":"Expatriate's engagement and burnout: the role of purpose-oriented leadership and cultural intelligence","authors":"Flávia Cavazotte, S. Mello, L. Oliveira","doi":"10.1108/jgm-05-2020-0031","DOIUrl":"https://doi.org/10.1108/jgm-05-2020-0031","url":null,"abstract":"PurposeThis study analyzes the impact of purpose-oriented leadership and leader cultural intelligence on engagement and burnout among expatriates undertaking long-term corporate assignments, grounded on social psychology frameworks on interpersonal bias.Design/methodology/approachA survey was conducted with corporate expatriates from 21 different nationalities, who work for large multinational companies and were on assignment in 23 distinct countries – including Brazil, China, Japan and the UK Partial Least Squares Structural Equation Modeling was used to evaluate the proposed hypotheses.FindingsResults indicate that leader cultural intelligence is associated with lower burnout and higher engagement among expatriates, and that purpose-oriented leadership is associated with higher expatriate engagement but not with lower burnout.Originality/valueThis research contributes to the field by highlighting specific leader attributes that can foster successful expatriation: cultural intelligence and purpose-oriented leadership. The study adds to knowledge on leader–follower relationships amid national and cultural diversity by pointing to actionable leader qualities that can foster expatriate engagement and prevent his/her burnout.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"10 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2020-12-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89615901","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 : 2020-12-22DOI: 10.1108/jgm-07-2020-0051
A. Panibratov, L. Rysakova
PurposeThe aim of this study is to identify the distinctive features of the diaspora phenomenon through the aggregation and systematization of the business and management literature and propose a framework to apply in the future studies.Design/methodology/approachThe two-step research was based on a combination of bibliometric analysis and a manual in-depth study of academic articles. Overall, 421 academic papers in management and business journals until 2019 year were analyzed.FindingsThe authors provide a new holistic insight on the role of national diasporas for business outcomes via the analysis and systematization of the extant diaspora research. They revealed four definition approaches and five main clusters in the diaspora literature that have three main directions of research as international marketing with the tourism management focus, the IB research and diaspora entrepreneurship studies. The authors cover these main research streams and their contribution to the development of a topic.Research limitations/implicationsThe proposed framework including definition approaches and suggestions on the further research can serve as a foundation for future studies to investigate the diaspora phenomenon. The findings also are of practical value for firms whose attention is paid to the effective management.Originality/valueTo bring more clarity to the existing and future development of diaspora research, this paper improves the structuring of the overall diaspora literature through clarification of the existing definitions of diaspora, provision of the criteria qualifying someone to be identified as a member of a diaspora, as well as an analysis and systematization of existing diaspora research streams and suggestions for future research directions.
{"title":"The diaspora phenomenon: scholarly assessment and implications for countries and firms","authors":"A. Panibratov, L. Rysakova","doi":"10.1108/jgm-07-2020-0051","DOIUrl":"https://doi.org/10.1108/jgm-07-2020-0051","url":null,"abstract":"PurposeThe aim of this study is to identify the distinctive features of the diaspora phenomenon through the aggregation and systematization of the business and management literature and propose a framework to apply in the future studies.Design/methodology/approachThe two-step research was based on a combination of bibliometric analysis and a manual in-depth study of academic articles. Overall, 421 academic papers in management and business journals until 2019 year were analyzed.FindingsThe authors provide a new holistic insight on the role of national diasporas for business outcomes via the analysis and systematization of the extant diaspora research. They revealed four definition approaches and five main clusters in the diaspora literature that have three main directions of research as international marketing with the tourism management focus, the IB research and diaspora entrepreneurship studies. The authors cover these main research streams and their contribution to the development of a topic.Research limitations/implicationsThe proposed framework including definition approaches and suggestions on the further research can serve as a foundation for future studies to investigate the diaspora phenomenon. The findings also are of practical value for firms whose attention is paid to the effective management.Originality/valueTo bring more clarity to the existing and future development of diaspora research, this paper improves the structuring of the overall diaspora literature through clarification of the existing definitions of diaspora, provision of the criteria qualifying someone to be identified as a member of a diaspora, as well as an analysis and systematization of existing diaspora research streams and suggestions for future research directions.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"71 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2020-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86393090","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 : 2020-06-08DOI: 10.1108/jgm-02-2020-0011
J.J.L.E. Bücker, E. Poutsma, R. Schouteten, Carolien Nies
PurposeThe purpose of this paper is to explain how and why HR practitioners perceive the need to develop international HRM practices to support short-term assignments, international business travel and virtual assignments for internationally operating organizations.Design/methodology/approachThe authors interviewed 29 HR practitioners from multinationals located in the Netherlands.FindingsAlternative international assignments seem not to belong to the traditional expatriate jobs, nor to regular domestic jobs and show a liminal character. However, over the last few years we have gradually seen a more mature classification of the Short-term Assignment, International Business Traveler and Virtual Assignment categories and more active use of these categories in policymaking by organizations; this reflects a transition of these three categories from a liminal position to a more institutionalized position.Research limitations/implicationsFor this research, only international HRM practitioners were interviewed. Future studies should include a broader group of stakeholders.Practical implicationsInternational HRM departments should take a more proactive role regarding alternative forms of international assignees. Furthermore, HR professionals may develop training and coaching and consider rewards and benefits that could provide allowances for specific working conditions that are part of international work.Originality/valueThis study is among the first to relate the framework of institutional logic and liminality to explain the why of HR support for alternative international assignees.
{"title":"The development of HR support for alternative international assignments. From liminal position to institutional support for short-term assignments, international business travel and virtual assignments","authors":"J.J.L.E. Bücker, E. Poutsma, R. Schouteten, Carolien Nies","doi":"10.1108/jgm-02-2020-0011","DOIUrl":"https://doi.org/10.1108/jgm-02-2020-0011","url":null,"abstract":"PurposeThe purpose of this paper is to explain how and why HR practitioners perceive the need to develop international HRM practices to support short-term assignments, international business travel and virtual assignments for internationally operating organizations.Design/methodology/approachThe authors interviewed 29 HR practitioners from multinationals located in the Netherlands.FindingsAlternative international assignments seem not to belong to the traditional expatriate jobs, nor to regular domestic jobs and show a liminal character. However, over the last few years we have gradually seen a more mature classification of the Short-term Assignment, International Business Traveler and Virtual Assignment categories and more active use of these categories in policymaking by organizations; this reflects a transition of these three categories from a liminal position to a more institutionalized position.Research limitations/implicationsFor this research, only international HRM practitioners were interviewed. Future studies should include a broader group of stakeholders.Practical implicationsInternational HRM departments should take a more proactive role regarding alternative forms of international assignees. Furthermore, HR professionals may develop training and coaching and consider rewards and benefits that could provide allowances for specific working conditions that are part of international work.Originality/valueThis study is among the first to relate the framework of institutional logic and liminality to explain the why of HR support for alternative international assignees.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"21 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2020-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87081784","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 : 2020-06-08DOI: 10.1108/jgm-02-2020-0009
Julia Goede
PurposeThe purpose of this study is to (re-)evaluate the explanatory power of the stressor–stress–strain model and its' current operationalization by examining the influence of general and interaction adjustment and the mediating effect of general satisfaction on expatriates' and spouses' intention to prematurely return from an assignment or overseas location. Though expatriates' premature return intention has been well examined in prior literature, this is the first study to focus on spouses' premature return intention from the expatriate's assignment.Design/methodology/approachTo evaluate the hypotheses, a sample of 104 expatriates and a sample of 64 spouses were collected and analysed utilizing structural equation modeling.FindingsThe results show that adjustment, as the opposite of distress, is not a direct negative driver of expatriates' nor spouses' premature return intention. Instead, the findings underscore the relevance of the general satisfaction with the international assignment (IA) as a mediator for both expatriates and spouses, which emphasizes the importance of attitudinal factors in the model. Overall, the results indicate that adjustment, in particular interaction adjustment, might not be a timely measure of distress anymore.Practical implicationsIn order to reduce expatriates' and spouses' premature return intention multinational corporations should aim at maximizing satisfaction levels during the IA. To achieve this, both should be included in the selection process prior to the IA to tailor support mechanisms to satisfy their expectations.Originality/valueThis study is the first to investigate the premature return intention from the expatriates' and spouses' perspectives, while (re-)evaluating the explanatory power of the stressor–stress–strain model at present.
{"title":"Do they really want to leave? A (re)-evaluation of expatriates' and spouses' premature return intention","authors":"Julia Goede","doi":"10.1108/jgm-02-2020-0009","DOIUrl":"https://doi.org/10.1108/jgm-02-2020-0009","url":null,"abstract":"PurposeThe purpose of this study is to (re-)evaluate the explanatory power of the stressor–stress–strain model and its' current operationalization by examining the influence of general and interaction adjustment and the mediating effect of general satisfaction on expatriates' and spouses' intention to prematurely return from an assignment or overseas location. Though expatriates' premature return intention has been well examined in prior literature, this is the first study to focus on spouses' premature return intention from the expatriate's assignment.Design/methodology/approachTo evaluate the hypotheses, a sample of 104 expatriates and a sample of 64 spouses were collected and analysed utilizing structural equation modeling.FindingsThe results show that adjustment, as the opposite of distress, is not a direct negative driver of expatriates' nor spouses' premature return intention. Instead, the findings underscore the relevance of the general satisfaction with the international assignment (IA) as a mediator for both expatriates and spouses, which emphasizes the importance of attitudinal factors in the model. Overall, the results indicate that adjustment, in particular interaction adjustment, might not be a timely measure of distress anymore.Practical implicationsIn order to reduce expatriates' and spouses' premature return intention multinational corporations should aim at maximizing satisfaction levels during the IA. To achieve this, both should be included in the selection process prior to the IA to tailor support mechanisms to satisfy their expectations.Originality/valueThis study is the first to investigate the premature return intention from the expatriates' and spouses' perspectives, while (re-)evaluating the explanatory power of the stressor–stress–strain model at present.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"2 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2020-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78909425","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 : 2020-06-08DOI: 10.1108/jgm-04-2020-0022
M. Wilczewski, Z. Wróblewski, Mariusz Wołońciej, A. Gut, Ewelina Wilczewska
PurposeThe purpose of this qualitative study is to explore the role of spirituality, understood as a personal relationship with God, in missionary intercultural experience.Design/methodology/approachWe conducted narrative interviews with eight Polish consecrated missionaries in Argentina, Bolivia, Ecuador, Peru and Paraguay. We used thematic analysis to establish spirituality in missionary experience and narrative analysis to examine sensemaking processes.FindingsMissionary spirituality was defined by a personal relationship with God as a source of consolation, psychological comfort, strength to cope with distressing experiences, and Grace promoting self-improvement. It compensated for the lack of family and psychological support and enhanced psychological adjustment to the environment perceived as dangerous. Spirituality helped missionaries deal with cultural challenges, traumatic and life-threatening events. Traumatic experiences furthered their understanding of the mission and triggered a spiritual transition that entailed a change in their life, attitudes and behavior.Research limitations/implicationsComparative research into religious vs nonreligious individual spirituality in the experience across various types of expats in various locations could capture the professional and cultural specificity of individual spirituality. Research is also needed to link spirituality with expat failure.Practical implicationsCatholic agencies and institutions that dispatch missionaries to dangerous locations should consider providing professional psychological assistance. Narrative interviewing could be used to enhance missionaries' cultural and professional self-awareness, to better serve the local community. Their stories of intercultural encounters could be incorporated into cross-cultural training and the ethical and spiritual formation of students and future expats.Originality/valueThis study captures a spiritual aspect of intercultural experience of under-researched expats. It offers a model of the involvement of individual spirituality in coping in mission.
{"title":"Spirituality in expatriate experience and coping in mission","authors":"M. Wilczewski, Z. Wróblewski, Mariusz Wołońciej, A. Gut, Ewelina Wilczewska","doi":"10.1108/jgm-04-2020-0022","DOIUrl":"https://doi.org/10.1108/jgm-04-2020-0022","url":null,"abstract":"PurposeThe purpose of this qualitative study is to explore the role of spirituality, understood as a personal relationship with God, in missionary intercultural experience.Design/methodology/approachWe conducted narrative interviews with eight Polish consecrated missionaries in Argentina, Bolivia, Ecuador, Peru and Paraguay. We used thematic analysis to establish spirituality in missionary experience and narrative analysis to examine sensemaking processes.FindingsMissionary spirituality was defined by a personal relationship with God as a source of consolation, psychological comfort, strength to cope with distressing experiences, and Grace promoting self-improvement. It compensated for the lack of family and psychological support and enhanced psychological adjustment to the environment perceived as dangerous. Spirituality helped missionaries deal with cultural challenges, traumatic and life-threatening events. Traumatic experiences furthered their understanding of the mission and triggered a spiritual transition that entailed a change in their life, attitudes and behavior.Research limitations/implicationsComparative research into religious vs nonreligious individual spirituality in the experience across various types of expats in various locations could capture the professional and cultural specificity of individual spirituality. Research is also needed to link spirituality with expat failure.Practical implicationsCatholic agencies and institutions that dispatch missionaries to dangerous locations should consider providing professional psychological assistance. Narrative interviewing could be used to enhance missionaries' cultural and professional self-awareness, to better serve the local community. Their stories of intercultural encounters could be incorporated into cross-cultural training and the ethical and spiritual formation of students and future expats.Originality/valueThis study captures a spiritual aspect of intercultural experience of under-researched expats. It offers a model of the involvement of individual spirituality in coping in mission.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"67 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2020-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84041678","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 : 2020-06-08DOI: 10.1108/jgm-08-2019-0041
Klaus J. Templer
PurposeThis study aimed to test Early and Ang’s (2003) proposition that self-enhancement hinders successful cross-cultural adjustment. The literature on self-enhancement is reviewed, and the overclaiming technique as an unobtrusive measure of self-enhancement is introduced for use in global mobility contexts.Design/methodology/approachUsing the overclaiming technique, an international-cultural overclaiming test was developed. Expatriates in Singapore stated their familiarity with international-cultural knowledge items, with some of them being foil items, and rated their cross-cultural (general, interaction, work) adjustment. Supervisors rated the expatriates on their work adjustment and performance.FindingsOverclaiming was not related to self-rated cross-cultural adjustment. However, overclaiming was negatively related to supervisor rated work adjustment and performance. Additionally, the results showed that international-cultural knowledge accuracy was positively related to self-rated general adjustment and to supervisor rated work adjustment and performance.Research limitations/implicationsThe small sample size with a majority of expatriate teachers from international schools in the sample makes it necessary for the results to be replicated with larger and more varied expatriate samples.Practical implicationsWhile further validation is needed, this research indicates that the overclaiming technique could be a valuable tool for assessing self-enhancement in candidates for expatriate positions in order to gauge potential cross-cultural (mal)adjustment, as perceived by others.Originality/valueThis study was (likely) the first study that has applied the overclaiming technique in a global mobility context. An international-cultural knowledge overclaiming test is provided to academic researchers for future use.
{"title":"Self-enhancement and cross-cultural adjustment: overclaiming in a global mobility context","authors":"Klaus J. Templer","doi":"10.1108/jgm-08-2019-0041","DOIUrl":"https://doi.org/10.1108/jgm-08-2019-0041","url":null,"abstract":"PurposeThis study aimed to test Early and Ang’s (2003) proposition that self-enhancement hinders successful cross-cultural adjustment. The literature on self-enhancement is reviewed, and the overclaiming technique as an unobtrusive measure of self-enhancement is introduced for use in global mobility contexts.Design/methodology/approachUsing the overclaiming technique, an international-cultural overclaiming test was developed. Expatriates in Singapore stated their familiarity with international-cultural knowledge items, with some of them being foil items, and rated their cross-cultural (general, interaction, work) adjustment. Supervisors rated the expatriates on their work adjustment and performance.FindingsOverclaiming was not related to self-rated cross-cultural adjustment. However, overclaiming was negatively related to supervisor rated work adjustment and performance. Additionally, the results showed that international-cultural knowledge accuracy was positively related to self-rated general adjustment and to supervisor rated work adjustment and performance.Research limitations/implicationsThe small sample size with a majority of expatriate teachers from international schools in the sample makes it necessary for the results to be replicated with larger and more varied expatriate samples.Practical implicationsWhile further validation is needed, this research indicates that the overclaiming technique could be a valuable tool for assessing self-enhancement in candidates for expatriate positions in order to gauge potential cross-cultural (mal)adjustment, as perceived by others.Originality/valueThis study was (likely) the first study that has applied the overclaiming technique in a global mobility context. An international-cultural knowledge overclaiming test is provided to academic researchers for future use.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"32 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2020-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90352206","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 : 2020-06-08DOI: 10.1108/jgm-01-2020-0007
Susan Shortland, S. Perkins
PurposeThe purpose of this paper is to examine how female expatriates interpret the effectiveness of practical implementation of equality/diversity policies, trusting this to support their expatriate careers.Design/methodology/approachA cross-sectional, qualitative research approach draws upon in-depth semi-structured interviews with 14 human resources equality/diversity policy implementers and 26 current female expatriates in two oil and gas firms.FindingsEarly-career stage female expatriates believe that equality/diversity policy implementation will support their international careers. At the most senior levels, women expatriates highlight unequal treatment breaching their trust in delivery of equality/diversity principles to support their expatriate career progression.Research limitations/implicationsLongitudinal research is needed to assess how early-career women expatriates' willingness to trust in organisational equality/diversity principles alters as their careers progress, and the effects of any changing trust relations on their contributions to organisational strategic objectives. Larger senior female expatriate samples are needed to research links between trust relations and turnover.Practical implicationsOrganisations must weigh up benefits from using transparent expatriate selection processes versus less formal mechanisms, if informal processes are not to undermine espoused equality interventions. Unconscious bias training should form part of wide-ranging programmes to tackle discrimination. Senior managerial action with embedded accountability is needed.Originality/valueExploring the rhetoric and reality of equality/diversity policy implementation on women comprising a minority expatriate group, this research demonstrates women expatriates' early-career trust in gender equality falls away as they first recognise and then accept diminishing female expatriate senior grade representation and the implications for their expatriate careers. Should turnover result, this could detrimentally affect organisational expatriate gender diversity objectives.
{"title":"Women's expatriate careers: losing trust in organisational equality and diversity policy implementation?","authors":"Susan Shortland, S. Perkins","doi":"10.1108/jgm-01-2020-0007","DOIUrl":"https://doi.org/10.1108/jgm-01-2020-0007","url":null,"abstract":"PurposeThe purpose of this paper is to examine how female expatriates interpret the effectiveness of practical implementation of equality/diversity policies, trusting this to support their expatriate careers.Design/methodology/approachA cross-sectional, qualitative research approach draws upon in-depth semi-structured interviews with 14 human resources equality/diversity policy implementers and 26 current female expatriates in two oil and gas firms.FindingsEarly-career stage female expatriates believe that equality/diversity policy implementation will support their international careers. At the most senior levels, women expatriates highlight unequal treatment breaching their trust in delivery of equality/diversity principles to support their expatriate career progression.Research limitations/implicationsLongitudinal research is needed to assess how early-career women expatriates' willingness to trust in organisational equality/diversity principles alters as their careers progress, and the effects of any changing trust relations on their contributions to organisational strategic objectives. Larger senior female expatriate samples are needed to research links between trust relations and turnover.Practical implicationsOrganisations must weigh up benefits from using transparent expatriate selection processes versus less formal mechanisms, if informal processes are not to undermine espoused equality interventions. Unconscious bias training should form part of wide-ranging programmes to tackle discrimination. Senior managerial action with embedded accountability is needed.Originality/valueExploring the rhetoric and reality of equality/diversity policy implementation on women comprising a minority expatriate group, this research demonstrates women expatriates' early-career trust in gender equality falls away as they first recognise and then accept diminishing female expatriate senior grade representation and the implications for their expatriate careers. Should turnover result, this could detrimentally affect organisational expatriate gender diversity objectives.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":"3 1","pages":""},"PeriodicalIF":1.8,"publicationDate":"2020-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88926044","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}
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