Understanding self‐initiated expatriates: Career experiences of Lebanese self‐initiated expatriates in France

Drawing on a field study based on interviews with 43 Lebanese skilled self‐initiated expatriates from the Paris region in France and six policymakers and immigration specialists, the article offers an alternative to theories of management that frame expatriate careers as either organizationally or individually driven. In doing so, we explicate how the international work experiences of self‐initiated expatriates can be captured in ways true to their nature as multifaceted and multilevel phenomena. © 2010 Wiley Periodicals, Inc.     

Doing business in Saudi Arabia

The Kingdom of Saudi Arabia is the largest market in the Arabian Gulf region and, despite current political and economic uncertainties, offers investors and exporters many opportunities in a wide variety of business sectors. Key factors driving economic policy include the desire to reduce the dependence on oil, and the need to provide jobs, housing, and services to citizens in a time of rapid population growth. The foreign investment law of 2000 significantly changed the rules for foreign investors, permitting 100% ownership of projects. There is a streamlined foreign investment application process with various investment incentives. Important policies are privatization, economic diversification (such as the development of a tourism sector), and the education and training of Saudi workers. Although lifestyle in the kingdom is ultramodern and high‐tech, Saudi Arabia is an extremely conservative country and many of its citizens desire to preserve their religious values and ancient traditions. The Saudi culture is influenced by two dimensions: Islam and the Bedouin tradition. Foreign executives doing business in Saudi Arabia must be prepared to conduct thorough preliminary research, visit the kingdom regularly, show genuine concern for Saudi development goals and culture, be patient in business negotiations, and adapt carefully to the Saudi environment. © 2004 Wiley Periodicals, Inc.     

Characterisitcs of Exporting and Nonexporting Joint Ventures in Saudi Arabia

The study profiled 83 exporting and onexporting manufacturing joint ventures (JVs) in Saudi Arabia. This represents about one-fourth of all manufacturing JVs in operation at the end of 1987. Stepwise discriminant analysis showed that a set of 9 characteristics representing 4 factors were signficant in differentiating the two groups. Exporting JVs tend to be larger, produce industrial goods in more technology intensive industrial sectors, and be more leveraged than nonexporting JVs. Potential limitations of these findings, and their implications for the policy makers are also discussed.     

Attitudes Towards Advertising Among Executives in Saudi Arabia

The executives of 65 Saudi companies were surveyed to determine their attitudes toward five issues in advertising: need for advertising; economic concerns; social concerns; ethical concerns; and regulation of advertising. The findings of the study indicated that the executives generally held mixed feelings toward advertising. While concurring with the need for advertising, they showed concern for the high costs of advertising and supported the need for regulating advertising aimed at children and for harmful products.     

International briefing 11: Training and development in Saudi Arabia

The people of the Kingdom of Saudi Arabia are, just like the citizens of any other country, the most valuable resource potential it possesses (Al‐Dogether, 1993). Thus, in its development plans the Kingdom makes all possible efforts to spend its wealth on preparing the citizen for his expected role in modern development (GOTEVOT, 1996). The current government policy thrust is to expand technical education and industrial training to meet the labour market requirements. This article explores the training and development strategies and practices in Saudi Arabia.     

沙特与汤加2005年底“入世”

2005年10月28日在世界贸易组织(WTO)总部举行的、由主要成员参加的谈判工作组会议通过了沙特阿拉伯加入世界贸易组织的最终文件,沙特工商大臣雅玛尼、国务大臣宰伊阿勒,以及52个国家的代表参加了这次会议。12月15日,正在香港举行的WTO第六次部长级会议正式批准汤加加入世贸组织     

Organisational context of structured on‐the‐job training

Seven cases, all Dutch organisations, are analysed on the relation between organisation characteristics and types of training on the job on the basis of contingency theory. Effectiveness and efficiency, dictated by a competitive environment, influence decisions regarding internal structure, including the form of the HRD function. Contingency theory predicts that the internal structure, resulting from differentiation of components, mediates between such pressures of the environment and the pressure of the operating core, which tries to perform productively according to norms of rationality. The actions of differentiated components of the internal structure must be coordinated. The tendency to differentiate a separate training function off the job can be at odds with the tendency to bind training activities on the job strictly to the priorities of productive work. However, in this article we propose that this opposition can be overcome when the chosen type of on‐the‐job training ‘matches’ the type of organisation and that matching types as a rule are more effective.     

Us consumer product marketing in Saudi Arabia: Comparative perceptions

The period between 1970 and 1990 has seen a steady decline of the market share of US products in Saudi Arabia. This article deals with the differing perceptions of US exporters and Saudi importers regarding factors that might have contributed to this decline. These factors include the marketing environment, the product, the price, the distribution, US business practices, advertising, trade policies and the market situation in Saudi Arabia, and the role played by the US government. An analysis of these factors has led to a series of recommendations to respective governments and businesses.     

Implementing on‐the‐job training: critical success factors

Post Offices Inc. in The Netherlands has developed and implemented a new instruction model for the training of desk employees. The quality of the new instruction model was assessed by means of the evaluation model of Jacobs and Jones for on‐the‐job training. It is concluded that the implementation of the training model has not been completely successful. Critical success factors, such as the performance of the mentors as well as the quality of the self‐study material, have to be improved. Mentors are expected to serve as a behavioural model, to provide feedback, arrange an adequate environment for self‐study, motivate trainees for self‐study and evaluate trainees’ progress on a regular basis. This study shows that mentors must be fully convinced of the benefit of a new instructional model, if not, the implementation will not be successful. Besides, the study shows that the quality of the self‐study material depends very much on the similarity between the knowledge needed in work and the knowledge presented in the self‐study material.     

Managing MNC-Government Negotiations in Saudi Arabia: The Key Role of Elites

This article explores the relationships between multinational corporations (MNCs) and a host country, in this case Saudi Arabia (the Kingdom). The interests of Saudi businesses and the political elite, along with the evolution of their relationship are surveyed. Furthermore, the validity of traditional and two-tier models of bargaining between MNCs and developing countries are assessed in the context of the Kingdom. It is argued that while both models may be useful, the two fail to capture the nature of MNCs-Saudi Arabia bargaining process. These two models are revised and enriched to adequately reflect the Kingdom's specific advantage, the nature of its national firms, and the unique relations it has with MNCs and their home countries. The study concludes that under current global political and economic conditions, the elite and MNCs interests appear to converge around business objectives.     

Petromin: The slow death of statist oil development in Saudi Arabia

The paper recounts the history of Saudi Arabia's first national oil company, Petromin, which was originally supposed to take the place of foreign-owned Aramco. As a result of Petromin's inefficiency and personal rivalries among the Saudi elite, however, Petromin was progressively relegated to the sidelines in favour of a gradually ‘Saudiised’ Aramco. As a result, the organisation of the Saudi oil sector today is very different from – and more efficient than – that of most other oil exporters in the developing world. The paper concludes with a tentative taxonomy of national oil companies, based on the circumstances of nationalisation.     

The attitudes and nutritional knowledge of 11‐ to 12‐year‐olds in Merseyside and Northern Ireland

School is a major area for providing young people with nutritional knowledge and skills. In Northern Ireland home economics (HE) is taught to 11‐ to 12‐year‐olds. The 1988 Education Reform Act introduced the national curriculum and HE as a subject was effectively abolished in English schools, and key stage 3 pupils in England are taught nutrition in Science, Design and Technology and in the cross curricular theme of health education. The aim of the study was to compare the attitudes and nutritional knowledge of children in Merseyside, England (M) and Northern Ireland (NI). A questionnaire was designed, which examined attitudes to aspects of healthy eating and tested the subject's knowledge, practical and theoretical, on nutrition and healthy eating. Subjects aged 11–12 years were recruited (M: 541, NI: 128). The majority ‘understood and knew what to eat to have a healthy diet’, ‘liked the taste of healthy food’ and considered that ‘there were healthy foods at home’. However, a significantly greater number in Merseyside agreed that ‘their health will be affected in the future by what they eat now’ (M: 71%, NI: 54%, P < 0.01) and agreed that ‘they enjoyed cooking’ (M: 76%, NI: 56%, P < 0.01). Whereas more from Northern Ireland agreed that ‘they do not know what foods to eat to have a healthy diet’ (M: 14%, NI: 30%, P < 0.01), ‘that healthy eating involved “dieting” ’ (M: 29%, NI: 59%, P < 0.01) and agreed that ‘there are no healthy food choices at school’ (M: 23% NI: 42%, P < 0.01). More subjects from Merseyside disagreed that ‘healthy eating is a waste of time’ (M: 87%, NI: 77%, P < 0.01). The mean knowledge scores (correct answers) from Merseyside were significantly greater than from Northern Ireland (total score: M: 51%, NI: 43%P < 0.05; practical score: M: 58%, NI: 49%P < 0.05, theory score: M: 38%, NI: 31%, P < 0.05). The results indicate that the healthy food message seems to have been better learnt by children in Merseyside but results of surveys in Merseyside into eating habits suggest that many have not put this knowledge into practice.     

Female Entrepreneurs,Work–Family Conflict,and Venture Performance: New Insights into the Work–Family Interface*

Existing theory is extended to predict the effectiveness of strategies for structurally reducing work–family conflict by manipulating roles, given the salience of work and family roles and resources available to the female entrepreneur. A conceptual framework based on the constructs of role involvement and role conflict is used to examine whether high‐growth female entrepreneurs choose more appropriate strategies for reducing work–family conflict than their less successful counterparts. Three basic strategies for manipulating roles are discussed: (1) role elimination; (2) role reduction; and (3) role‐sharing. The following propositions are advanced: (1) work–family management strategies are a significant determinant of venture growth; (2) women who develop high‐growth businesses more effectively reduce work–family conflict by choosing strategies better matched with their internal needs and access to external resources than less successful women; and (3) role‐sharing strategies are preferred because they allow women to enjoy the enhancement of both work and family roles while reducing the level of inter‐role conflict. As a result, the high prevalence of team‐building and participative management practices observed in women‐owned businesses may be driven by the need for female entrepreneurs to manage work–family conflicts as well as genetics or socialization.     

An Assessment of Environmentally‐ related Non‐tariff Measures

International trade can affect the environment in different ways. This may justify the introduction of border measures by the importing countries. In addition to various dispositions in the GATT, GATS, TRIPs agreements, as well as in the Agreement on Agriculture, this issue is regulated by the agreements on Technical Barriers to Trade (TBT) and on the application of Sanitary and Phyto‐sanitary standards (SPS). Despite these rules, abuse of environmental arguments for protectionist reasons remains an open issue. In order to disentangle protectionism from dispositions justified on the grounds of true environmental concerns, we systematically review notifications of SPS and TBTs by importing countries at the tariff line level. Trade is considered as being potentially affected when an environmental SPS/TBT is notified on grounds of environmental concerns. Affected trade is defined as imports by countries notifying such barriers. Protectionist use of environmental barriers is likely when only a limited number of countries impose an environmental obstacle on the imports of a given product. Considering data for 2001, we find that 88 per cent of the value of world trade is in products potentially affected by such measures, while 39 per cent of the value of world imports is potentially subject to a protectionist use of such measures. Agriculture, the automobile industry, the pharmaceutical industry and many other sectors are concerned.     

Why do self-initiated expatriates quit their jobs: The role of job embeddedness and shocks in explaining turnover intentions

Retaining self-initiated expatriates is a challenge for many organizations. Self-made expatriates tend to be mobile. They are willing to manage their own careers and to take up opportunities to live and work in countries of their own choice. Despite their importance as a source of human capital there are few studies on the work experiences of self-initiated expatriates and on the factors that affect their decisions to stay or leave their jobs. This article examined the effects of both job embeddedness and shocks on the turnover intention of self-initiated expatriates. Drawing on a sample of 204 self-initiated expatriates working in public healthcare organizations in the United Arab Emirates we found that both on-the-job embeddedness and shocks played a key role in predicting turnover intentions. The study also revealed that off-the-job embeddedness moderated the relationship between shock and turnover intentions such that self-initiated expatriates were more likely to consider leaving their organizations when they were firmly embedded in their community. We discuss the practical and theoretical implications of these findings.     

沙特阿拉伯纺织品服装合格评定技术指标比对研究

本文梳理沙特阿拉伯《纺织产品技术法规》关键技术指标,分通用要求、标签要求和安全项目要求与我国强制性标准进行对比,针对超过我国的要求进行重点风险提示,为企业组织生产和出口贸易提供指引。     

Source Country Characteristics and the Inflow of Foreign Direct Investment into Saudi Arabia

The paper examines the impact of source country characteristics on the inflow of FDI into Saudi Arabia using a gravity‐type model including economic, distance and socio‐political variables. A unique database listing all new investments involving foreign ownership is used to construct a panel of 33 countries in the period 1980–2005. To account for many country–year observations with zero FDI, the negative binomial regression, the Tobit regression and the Heckman selection procedure are used. The conclusions drawn from the analysis employing panel‐based techniques differ from the results obtained from pooled regression models. Also, the determinants of FDI differ depending on whether foreign investment is measured in terms of investment expenditure or the number of individual foreign projects. The Heckman selection results reveal that there are a large number of factors affecting the decision to invest in Saudi Arabia, compared with relatively few determinants of the actual size of investment. Traditional size and distance characteristics hold to a great extent but the relationship between FDI and bilateral trade is unclear and there is some evidence that the countries that export to Saudi Arabia do not invest there. In terms of scope for possible spillovers, there is mixed evidence on whether the investment comes from more technologically advanced economies but volume‐wise important investments originate from countries characterised by high income per capita.     

A study of the on‐the‐job training of production line operatives in manufacturing companies

A case‐study using interview and observation investigated on‐the‐job training in manufacturing companies to consider the implications for personnel professionals. The findings were that training was undertaken by peer colleagues who had received very restricted trainer training, and the training was wholly outside the oversight of personnel professionals. Developments were proposed which, while they would apply primarily to the case‐study organisations, might well be appropriate for more general implementation.