Retaining repatriates: the role of organizational support practices

The issue of repatriate turnover continues to be a challenge for many multinational companies today. This article describes several repatriate support practices offered by organizations—and how effective they are at lowering repatriates’ turnover intentions. We found that supportive repatriate practices offered by companies improved the repatriates’ general perceptions about their companies. Repatriates who were offered more of these supportive practices, and believed that such programs were relevant and important for their successful repatriation, felt as though their company cared about their overall well-being—and ultimately, had a greater desire to remain with the company upon repatriation. These findings were based on a study with 58 expatriates from four North American-based multinational organizations.     

Knowledge transfer between self-initiated expatriates and their organizations: Research propositions for managing SIEs

Knowledge management is increasingly recognized as a key aspect of international business and management. This paper offers research avenues for investigating knowledge transfer between self-initiated expatriates (SIEs) and their employer organizations. Building on the existing literature on expatriation and knowledge transfer, it offers a series of research propositions. It illustrates the knowledge transfer process in three phases: opportunity seeking, knowledge sharing, and knowledge application. We suggest that different characteristics of SIEs and their organizations can influence the knowledge transfer process. Furthermore, we advance that SIEs may be a source of sustained competitive advantage to their companies. Several implications for future empirical research are also discussed and the paper concludes with practical implications for SIE talent management.     

You Support Diversity,But Are You Ethical? Examining the Interactive Effects of Diversity and Ethical Climate Perceptions on Turnover Intentions

Efforts to identify antecedents of employee turnover are likely to offer value to organizations through money saved on recruitment and new-hire training. The authors utilized the stakeholder perspective to corporate social responsibility to examine the effects of a perceived climate for ethics on the relationship between diversity climate and voluntary turnover intentions. Specifically, they examined how ethics climate (employees’ perceptions that their organization values and enforces ethically correct behavior) affected the diversity climate–turnover intentions relationship. Results indicated that ethics climate moderated the diversity climate–turnover intentions relationship. Turnover intentions were lowest among workers perceiving both a pro-diversity and highly ethical climate. These results reinforce the need to communicate both diversity values and ethical standards to employees.     

You Support Diversity,But Are You Ethical? Examining the Interactive Effects of Diversity and Ethical Climate Perceptions on Turnover Intentions

Efforts to identify antecedents of employee turnover are likely to offer value to organizations through money saved on recruitment and new-hire training. The authors utilized the stakeholder perspective to corporate social responsibility to examine the effects of a perceived climate for ethics on the relationship between diversity climate and voluntary turnover intentions. Specifically, they examined how ethics climate (employees’ perceptions that their organization values and enforces ethically correct behavior) affected the diversity climate–turnover intentions relationship. Results indicated that ethics climate moderated the diversity climate–turnover intentions relationship. Turnover intentions were lowest among workers perceiving both a pro-diversity and highly ethical climate. These results reinforce the need to communicate both diversity values and ethical standards to employees.     

Antecedents of organizational citizenship behaviours among part-time employees of service organizations in Korea

This study investigates the antecedents of organizational citizenship behaviours by using data consisting of 196 part-time instructors drawn from six sport centres in the Republic of Korea. The results of a structural equation analysis suggest that job satisfaction has a positive effect on organizational and occupational commitment, occupational satisfaction has a positive effect on organizational and occupational commitment, organizational commitment has a positive effect on organizational citizenship behaviours (OCBs) and a negative effect on turnover intentions, and turnover intentions has a negative effect on OCBs. The effect of occupational commitment on both turnover intentions and OCBs was not significant. This research addresses a number of important issues in the management of human resources (i.e. part-time workers) in service organizations; that is, this study examines how part-time employees' satisfaction and commitment with respect to their jobs, occupations or organizations are related to their OCBs; this relationship is arguably one the most important issues facing service organizations today.     

Who is an expat-preneur? Toward a better understanding of a key talent sector supporting international entrepreneurship

The conceptualization of immigrant entrepreneurs has recently expanded to consider some of them as a sub-type of self-initiated expatriates that move across national borders to engage in entrepreneurial activities and opportunities. Known as “expat-preneurs,” and in spite of their growing numbers, this segment of the immigrant entrepreneur population has received far less attention than other types of immigrants in the international and diaspora entrepreneurship literature, and even less attention in the self-initiated expatriate field of study. In this article, we seek to address the gap in empirical studies about expat-preneurs as an important, albeit under-researched, segment of the immigrant entrepreneur and self-initiated expatriate diaspora. While we acknowledge that there may be controversy as to how our entrepreneurship lens is accepted in the international entrepreneurship domain, we see particular value in engaging with the ongoing and emerging discussion within JIEN about what international entrepreneurship can be. To advance the study of expat-preneurs from a theoretical standpoint, we demonstrate empirically that aggregating various kinds of self-initiated expatriates without first ensuring that they are demographically comparable (i.e., that there can be different types) can potentially contribute to poor construct clarity and validity about this field of research in general. More importantly, it can diminish the important role of expat-preneurs in particular within the international entrepreneurship domain, for example, by ignoring that their motivation to engage in entrepreneurial activity differs from the majority of necessity-based diaspora entrepreneurs. To illustrate our point, we surveyed self-initiated expatriates in China, Hong Kong, and Singapore and compared personal characteristics. We found differences regarding their age, position, time in current job in the host location, time as an expatriate, and time in the host location overall to suggest that not all self-initiated expatriates are the same. While we found no intergroup differences for educational level, gender, or marital status, clear distinctions emerged showing that expat-preneurs are different from company-employed self-initiated expatriates. We discuss theoretical implications arising from these findings.     

Dual embeddedness,influence and performance of innovating subsidiaries in the multinational corporation

This study adopts a business network view to study the effects of subsidiary embeddedness on both subsidiary influence within the MNC and innovation-related business performance. Through Structural Equation Modeling we analyze subsidiary relationships connected to 85 innovation projects. The results show that external and corporate embeddedness are complementary contexts, although they affect subsidiary influence and performance differently. Whereas external embeddedness directly affects innovation-related business performance, corporate embeddedness strengthens the subsidiary's influence within the MNC, which in turn positively relates to performance. Moreover, as the study also finds that external and corporate embeddedness are positively associated, it stresses the issue of simultaneously balancing both external and corporate relationships (i.e., dual embeddedness) to nurture innovation projects.     

Applying career concepts to strengthen the work-attitudes of service professionals

Given the nature of employment relationships today, service organizations can strengthen the organization commitment levels and reduce the turnover intentions of its professionals through providing job features important to their careers. These features include opportunities to perform challenging work, experience trusting relationships with customers/clients, and obtain extrinsic rewards. Using a sample of alumni from a hospitality business program, hypotheses that these features impact organizational commitment and turnover intentions, partially through strengthening professionals’ career commitment, are developed and tested. Findings suggest that challenging work opportunities impact these attitudes both directly and indirectly. So too trusting relationships with customers and clients indirectly impact organization commitment and intent to turnover (ITO). Results also suggest that, as a whole, satisfaction with extrinsic rewards has no effect. However, an analysis of multigroup mediation results revealed that for professionals working in professional service firms, satisfaction with pay reduces both attitudes. Implications for research in organization commitment and ITO, specifically the role and impact of career-based antecedents, are discussed.     

Expatriates' identity salience,work stressors,and work–nonwork conflict: Moderating role of gender and marital status

Drawing from identity theory, we proposed individuals with high work salience experienced high work stressors (interpersonal conflict, workhours, and workload), resulting in positive work‐nonwork conflict (WNWC), and individuals with high nonwork salience experienced lower work stressors, resulting in negative WNWC. Furthermore, we tested for the moderating role of gender and marital status in the relationship. The sample for this study consisted of 415 Indian expatriates working in the U.S. information technology (IT) industry. Findings supported the proposed model where work stressors completely conditioned the relationship between work/nonwork salience and WNWC. Work‐salient men worked longer hours compared to work‐salient women and were more prone to WNWC. In married individuals (in both work‐ and nonwork‐salient individuals), increased workload was positively associated with WNWC and long working hours were negatively associated with WNWC. These findings further suggested nonmarried individuals faced more WNWC when compared to married individuals when managing long working hours. Therefore, being married does not necessarily lead to higher levels of all forms of WNWC. Additionally, the participants in this study identified themselves to be more nonwork‐salient. We argue that identity salience predicts role behavioral intentions and emphasize the importance of differentiating expatriates based on their salience. This in turn could help organizations contextualize various challenges faced by work‐ and nonwork‐salient individuals and manage issues in a cost‐effective manner.     

A longitudinal study of newcomer job embeddedness and sales outcomes for life insurance salespersons

From the perspective of job embeddedness theory, this study explores the influence of sales training and job embeddedness on the sales performance and turnover behavior of newcomer employees.     

Error management culture: impact on cohesion,stress, and turnover intentions

An error management culture involves organizational practices related to communicating about errors, sharing error knowledge, quickly detecting and handling errors, and helping in error situations. Building on error management research, this study examined the influence of organizational error management culture on the turnover intentions of frontline service employees. The study also investigated the underlying mechanism that links this culture with turnover intentions. Data were collected from 345 frontline employees of hotels in Turkey. Structural Equation Modeling results revealed that employee perceptions of organizational error management culture have a direct and significantly negative impact on their turnover intentions. Furthermore, results showed that this relationship is mediated through perceived group cohesion and work stress. Using the job demands-resources model as a theoretical framework, this study revealed that organizational error management culture leads to increased group cohesion; increased group cohesion lowers work stress; and lower work stress lowers turnover intentions. This study contributes to the services management literature by demonstrating how organizational error management culture impacts employee turnover intentions.     

Social support abroad: How do self-initiated expatriates gain support through their social networks?

On arrival, expatriates need to establish new social ties in order to succeed in the host country. In this study, we are investigating the social networks of self-initiated expatriates, focusing on the process of how they source social support. Building on information seeking theory, we have created a model connecting specific characteristics of network members (host country knowledge, employment status and host country origin) with the frequency of contact and support they provide. The model was tested through multilevel mediation analysis on 165 expatriates and their 575 network members. We contribute to the existing knowledge on expatriate networks by a theoretically driven categorization of network members and a detailed empirical analysis on the level of a relationship/tie. Our results show that expatriates rely on different network members for different types of support. Practical implications include the use of mentors to facilitate expatriate access to higher status individuals who can offer important support.     

网络嵌入对大型复杂产品制造业供应链绩效的影响研究

网络嵌入已经成为影响大型复杂产品制造业供应链绩效的主要因素之一。本文以我国航空制造业供应链为例,在分析网络结构嵌入和关系嵌入维度的基础上,提出供应链网络嵌入与供应链绩效之间关系的研究假设,并构建相应理论模型,通过实证分析来探究供应链网络嵌入对供应链绩效的影响机理。研究结果显示,供应链网络结构嵌入（节点度和中介中心度）和关系嵌入（信任、信息共享和共同解决问题）对大型复杂产品制造业供应链绩效具有显著影响,并且结构嵌入与关系嵌入之间存在理论上的结构关系。     

How On‐the‐Job Embeddedness Influences New Venture Creation and Growth

This study aims to answer why some employees choose to start their own ventures, whereas others choose to seek jobs in other organizations after leaving their current employment. Drawing insights from knowledge‐based view and social capital theory, we examine the impact of on‐the‐job embeddedness on the decision of employee entrepreneurship, industry choice, and new venture growth. We argue that on‐the‐job embeddedness provides key resources for employees to start new ventures and grow them. We test our hypotheses with Panel Study of Entrepreneurial Dynamics (PSED) data. Our results show that on‐the‐job embeddedness increases the probability of employees becoming entrepreneurs. Once they decide to become entrepreneurs, those employees with high on‐the‐job embeddedness are more likely to start new ventures in the industry in which they worked before. Moreover, employees' on‐the‐job embeddedness has a positive impact on new venture growth.     

Can we send her there? Maximizing the success of western women on global assignments

This paper examines factors affecting the performance of Western women on global assignments. Four categories of causal agents that affect female expatriates' success are: their individual characteristics, their organizations, their families, and the host nationals with whom they work. Along with these factors, the paper offers 15 strategies for multinational organizations to maximize the likelihood of success of their female expatriates.     

The hidden problem of Facebook and social media at work: What if employees start searching for other jobs?

Companies are increasingly encouraging employees to use Facebook and other social media to interact with coworkers in order to empower collaboration and knowledge sharing. Yet, there is a hidden problem that has been neglected by managers. The more employees interact with coworkers through social media to facilitate their work in the organization, the more likely they are to learn about and become interested in other companies via social media, form new work connections outside the organization, and engage in job search behaviors. The use of social media to facilitate work and benefit organizations could paradoxically risk fostering withdrawal intentions and turnover, which damage organizations. This article provides evidence of this paradox from an empirical study. After having identified the problem, the article proposes both the solutions to avoid and the solutions to adopt, illustrating best practices from successful companies, comparing their benefits and costs, and indicating the situations in which each solution is best implemented. To conclude, I offer 10 recommendations to turn the problem into an opportunity and use social media as an innovative recruitment tool.     

威权领导与员工的时间侵占：工作嵌入负面影响的研究

文章基于资源保存理论,以273名员工为样本,探讨了威权领导是否会通过员工的情绪耗竭导致时间侵占行为的产生,并重点关注了工作嵌入的正向调节作用。结果表明：员工的情绪耗竭部分中介了威权领导对员工时间侵占行为的影响;工作嵌入正向调节威权领导与员工情绪耗竭之间的关系;工作嵌入正向调节员工情绪耗竭在威权领导和时间侵占行为之间的中介效应。研究结果有助于揭示时间侵占行为产生的内在机制和边界条件,以及工作嵌入可能存在的不利影响。     

Effects of service orientation on job embeddedness in hotel industry

This research aims to develop and analyze a model that depicts work engagement (WE) as a mediator of the relationship between job embeddedness and service orientation. Specifically, the model examines external environmental factors (EEFs) as moderator of the effects of service orientation and job embeddedness in the hospitality industry. All data used for this study were gathered in Iran from hotels frontline employees with a two-weeks’ time lag. These relationships mentioned above were analyzed using AMOS 22.0. It was discovered in the results that WE was indeed a partial mediator and that EEFs indeed moderated the effects of service orientation on job embeddedness with adequate empirical support. The implications of the findings for the managers, the study limitations, and future research recommendations were also discussed.     

How host organizations prepare for and learn from expatriate assignments

This article reveals what goes on inside host organizations prior to and during expatriate assignments. On the basis of analyzing organizational documents and conducting 43 interviews with host country nationals (HCNs) and expatriates in 30 Vietnamese organizations that host external foreign assignments, we provide a detailed account of HCNs' experiences and unearth sophisticated preparation and management activities designed to maximize these organizations' learning. We depict what we call “a host organization lifecycle” and extract five lessons: (a) host organizations prepare carefully in advance to learn as much as possible from expatriates; (b) HCNs experience quite dramatic adjustments and burdens during expatriates' placements; (c) mutual trust between expatriates and HCNs is a prerequisite for HCNs' learning; (d) most of HCNs' learning occurs informally via interactions with expatriates or observing how they work; (e) host organization managers actively manage HCN–expatriate relationships. Our findings outline a “wish list” of practices that expatriate‐using organizations could consider deploying for expatriate assignments that focus on the benefit of the host organization' development.     

Person-environment fit and emotional control: Assigned expatriates vs. self-initiated expatriates

Studies exploring the difference of assigned expatriates (AEs) and self-initiated expatriates (SIEs) have recently started to emerge. However, so far few results have been connected to theory developed in this area. In the current study, we use responses from 324 business expatriates in China and take departure in the two elements of the person-environment fit theory, supplementary fit and complementary fit. We use the supplementary fit element of this theory to explain why emotional control (low dispositional anger and high self-control) increases performance and satisfaction in China. We rely on the complementary element of person-environment fit theory for understanding why this effect may vary between AEs and SIEs. Our argument is that as opposed to SIEs, AEs could add contact and knowledge from the parent company to the local organization thus complementing it. Our findings, with regard to supplementary fit, show that self-control has a positive association with both job performance and job satisfaction while trait anger has a negative effect on job satisfaction. In relation to complementary fit, also as expected, we found a buffering moderation effect of being AE, meaning that the negative effect of their trait anger on job satisfaction was diminished for this group.