| An empirical examination of expatriate managerial behaviors and multiple indicators of effectiveness |
| | Shay, Jeffrey Patrick | Cornell U. | jps16@cornell.edu | (607)-256-1109 |
| | Tracey, J. Bruce | Cornell U. | jbt6@cornell.edu | (607)-255-8555 |
| | Recent research indicates that Occidental theories of leadership and
managerial behaviors may be generalizable across cultural contexts and are
related to a variety of effectiveness outcomes (e.g., Bass, 1997).
However, the manner in which effectiveness has been conceptualized and
operationalized is somewhat narrow, and there has been an over-reliance on
expatriate self-reports of behavior and performance. In addition, an
examination of a comprehensive taxonomy of managerial behaviors across a
diversity of cultural contexts has not been conducted. The current study
attempts to address these concerns by examining the relationships between
expatriate self-reports of performance, organizational commitment, and
intentions to leave, with subordinate ratings of expatriate managerial
behaviors, expatriate effectiveness, organizational commitment, supervisor
satisfaction, and intentions to turnover. Using data from 200 expatriates
and 518 subordinate managers, the results showed significant relationships
among subordinate ratings of managerial behavior and the various indicators
of effectiveness. In addition, a weak but significant relationship was
found between expatriate ratings of performance and subordinate ratings of
effectiveness. These results are important as they may change the way in
which multinational corporations and international management scholars
utilize expatriate self-report data. |
| | Keywords: expatriate; managerial behaviors; effectiveness |
| Going global: A cross-cultural study of the willingness of new hires to accept expatriate assignments |
| | Cianni, Mary | Towers Perrin | ciannim@towers.com | 212-309-3780 |
| | Tharenou, Phyllis | Monash U., Caulfield | phyllis.tharenou@BusEco.monash.edu.au | 03-990-32933 |
| | Companies are requiring more junior-level employees to accept international moves. This present study examines the experiential and psychological factors related to new hires' propensity to accept international assignments. Psychological variables included international orientation, career insight, attachment to family and friends, outcome expectancies, extraversion, and self-efficacy. The experiential variables included prior international experience and prior number of domestic moves. The study employed samples from both an Australian (n=89) and a U.S. (n= 86) university. The hypotheses were tested by hierarchical multiple regression to test if the situational variable of attachment to family and friends remained related to receptivity for international work after the individual variables were taken into account. The model explained 69% of the variance with international orientation being the most highly related variable. The country of origin was the next most important and then outcome expectancies and self-efficacy. International experience and willingness to relocate domestically were also relevent but less so. |
| | Keywords: expatriates; international moves; new hires |
| Selection of Expatriates for Regional Business Operations in Asia:A Study of MNE Managers in Singapore |
| | A. Ahad, Osman-Gani M. | Nanyang Technological U., Singapore | aahad@ntu.edu.sg | 65-790 4982 |
| | Tan, Wee-Liang | Nanyang Technological U., Singapore | awltan@ntu.edu.sg | 65-790 5690 |
| | Toh, Thian-Ser | Singapore Management University | awltan@ntu.edu.sg | 65-4650155 |
| | The recent interest for regionalization of business operations in Asia underscores the demand for expatriates. While much has been written on expatriation, very little was documented on expatriates assigned in Asian countries. In this respect, American, German, Japanese and Korean MNEs have been found to take active interests in regional expansion of business operations in this potential region. Expatriation is a significant international management issue for them. The high costs of expatriation and the risks for expatriate failures also underscore this importance. As such, selecting the right candidate for expatriation success is a crucial issue for these MNEs. This paper presents the findings of a study on the selection of expatriates for assignments in Asia, particularly in Singapore. The effective selection criteria are identified and a comparative analysis was conducted. The study examines the effects, if any, of the nationalities, the functional management positions occupied by the expatriates, and the industrial sectors they belonged to, in the assigned countries. |
| | Keywords: Expatriate Selection ; Regionalisation; International Business |
| Increasing the Skill Utilization of Expatriates |
| | Bolino, Mark C. | U. of South Carolina | bolinop8@darla.badm.sc.edu | (803)-777-5966 |
| | Feldman, Daniel C. | U. of South Carolina | dfeldman@darla.badm.sc.edu | 803-777-5971 |
| | This paper examines the utilization, underutilization, and misutilization of expatriate skills in overseas assignments. Using quantitative data from 268 expatriates from six Fortune 500 multinational corporations, the research first examines expatriates' utilization of eight distinct skills and how patterns of skill utilization influence important job attitudes and job behaviors. Then, using qualitative data from the same set of expatriates, the research examines the individual-, group-, and organizational-level factors which facilitate (or inhibit) effective skill utilization. The paper concludes with implications for the human resource management of expatriates on overseas assignments. |
| | Keywords: expatriates; skill utilization; overseas adjustment |