A strategic contingency approach to expatriate assignment management

This exploratory study examines how expatriate management practices differ with respect to three international management strategies (local, centralised or global) in 27 mature multinational corporations. In particular, this study examines the categories of expatriate assignments, the strategic integration of expatriate assignments into leadership development and the types of human resource practices that firms utilise to manage expatriates. Results indicate that organisations differentially assign expatriates based on the firm's respective international management strategy. Firms with a global management strategy made greater use of developmental expatriates, had a greater number of senior managers with expatriate experience and had a stronger focus on leadership development through expatriation. Firms did not differ with respect to their use of expatriate management practices based on their international management strategy.     

A new approach to distribution free tests in contingency tables

We suggest an extremely wide class of asymptotically distribution free goodness of fit tests for testing independence in two-way contingency tables, or equivalently, independence of two discrete random variables. The nature of these tests is that the test statistics can be viewed as definite functions of the transformation of \(\widehat{T}_n = (\widehat{T}_{ij})=\Big (\frac{\nu _{ij}- n\hat{a}_i\hat{b}_j}{\sqrt{n\hat{a}_i\hat{b}_j}}\Big )\) where \(\nu _{ij}\) are frequencies and \(\hat{a}_i, \hat{b}_j\) are estimated marginal distributions. Our method is also applicable for testing independence of two discrete random vectors. We make some comparisons on statistical powers of the new tests with the conventional chi-square test and suggest some cases in which this class is significantly more powerful.     

Linking operation mode diversity and IHRM

Currently, the international human resource management literature concentrates on expatriation, with an emphasis on subsidiaries which are established and operating. As such, there has been considerable work on the process of expatriation - particularly on selection, pre-departure training, on-assignment support and repatriation - and the role played by expatriates in subsidiary operations. However, international business activities are far broader, and market entry and development is typically an extended process with many operation forms involved, often in combination. It is therefore important that IHRM issues be placed into this wider context. This article examines the use of personnel in a wide array of roles connected with market entry and development, including non-expatriate arrangements.     

The impact of supply chain integration on performance: A contingency and configuration approach

This study extends the developing body of literature on supply chain integration (SCI), which is the degree to which a manufacturer strategically collaborates with its supply chain partners and collaboratively manages intra- and inter-organizational processes, in order to achieve effective and efficient flows of products and services, information, money and decisions, to provide maximum value to the customer. The previous research is inconsistent in its findings about the relationship between SCI and performance. We attribute this inconsistency to incomplete definitions of SCI, in particular, the tendency to focus on customer and supplier integration only, excluding the important central link of internal integration. We study the relationship between three dimensions of SCI, operational and business performance, from both a contingency and a configuration perspective. In applying the contingency approach, hierarchical regression was used to determine the impact of individual SCI dimensions (customer, supplier and internal integration) and their interactions on performance. In the configuration approach, cluster analysis was used to develop patterns of SCI, which were analyzed in terms of SCI strength and balance. Analysis of variance was used to examine the relationship between SCI pattern and performance. The findings of both the contingency and configuration approach indicated that SCI was related to both operational and business performance. Furthermore, the results indicated that internal and customer integration were more strongly related to improving performance than supplier integration.     

Customers cocreating value with the firm: implications for IHRM

The purpose of this article is to develop a theoretical framework for governing an organization's relationships with customers engaged as contributors to the organization's business processes (i.e. customers as quasi-employees). Based on our suggested framework, we explain how appropriate customer-centric HRM practices can support more cost-effective and accommodating adaptations in the organization's governance of its relationships with customers. We complement these propositions with practical examples illustrating how customers who take different cooperative roles will increasingly become valuable organizational assets. The collaborating customers not only provide the information necessary for the successful performance of the service exchange, but also contribute human and social capital in performing tasks that are a complement to or a substitute for employee tasks. In conclusion, we outline implications for international human resource management (IHRM), as well as future research directions for examining the relationships among customer governance, role configurations, and IHRM practices.     

Inter-organizational geographical proximity and local start-ups' knowledge acquisition: a contingency approach

Entrepreneurship studies offer conflicting answers to a key research question: What impact does geographic proximity have on the process of knowledge acquisition by start-ups? This study proposes a new, dynamic framework of three interrelated factors that may moderate this impact; it anticipates that the importance of local and distant knowledge networks depends on the life cycle stages reached by both start-ups and industrial clusters, as well as on the dyadic relationships between local start-ups and their business partners. Some additional variables help strengthen the conceptual model and the key research propositions. This study thus offers a new perspective on entrepreneurship research, namely the configuration of start-ups in both spatial and social contexts. Such a view offers two substantial benefits: a greater understanding of the role played by geographical proximity in knowledge acquisition and an impetus for further empirical research in this field. This article concludes with various implications of the proposed model for both theoretical and managerial purposes.     

A class of statistical models to weaken independence in two-way contingency tables

In this paper we study a new class of statistical models for contingency tables. We define this class of models through a subset of the binomial equations of the classical independence model. We prove that they are log-linear and we use some notions from Algebraic Statistics to compute their sufficient statistic and their parametric representation. Moreover, we show how to compute maximum likelihood estimates and to perform exact inference through the Diaconis-Sturmfels algorithm. Examples show that these models can be useful in a wide range of applications.     

The causal analysis of contingency tables: A return to first principles

Given the undoubtedly major advances in the analysis of contingency tables which have been achieved over the past ten years or so (see for example, Fienberg, 1980; Upton, 1978; Everitt, 1977; Haberman, 1978, 1979), it might seem rather unnecessary to want to return to first princples again. However, the need arises precisely because of these advances; for progress in the specifically causal analysis of contingency tables has not matched the other advances at all. Whilst Fienberg devoted a chapter to causal analysis, he made it clear that he views “the assignment of numerical values [to the arrows in a path diagram] as problematic, and [he] would limit [the analysis] to an indication of sign for causal relationships, in a fashion similar to that described by Blalock (1964)” (Fienberg, 1980, pp. 91–92). Considering how far quantitative-variable causal analysis has developed since Blalock (1964), it becomes clear that the causal analysis of qualitative data is still at a rather primitive stage. Indeed, Haberman (1978, 1979), in his two-volume survey of the analysis of qualitative data, does not mention it at all. The problem, I believe, is that log-linear and logit methodology are not particularly suited to the logic of causality in contingency tables. In order to derive a suitable method, it is necessary to uncover the logic underlying causality when applied to qualitative variables. A few others have taken seriously the idea that a direct analysis of the form of a contingency table can lead to fruitful results (see, especially, for example, Boudon, 1967), but their work has been overshadowed by the statistically more profound advances made in log-linear methods. This article is an attempt to provide a statistically rigorous analysis based on the direct interpretation of causality embodied in a contingency table.     

Internationalisation of Chinese banks and financial institutions and its implications for IHRM

Abstract

In this special issue (SI), we aim to advance the theoretical and empirical knowledge of emerging market service firms by analysing some of the key IHRM implications of the internationalisation of Chinese banks and financial institutions (BFIs). The selected articles in this SI provide rich insight into the human resource management (HRM) challenges these firms face when they establish operations in overseas markets and draws attention to trends and developments which challenge the way HRM has been understood in Chinese multinational enterprises (MNEs). The articles address the importance of Chinese BFIs relationship with the state and the influence of political ties in the formation of management leadership styles and managerial mindset. Included, as part of our contribution to this SI, is an analysis of a major Chinese bank’s subsidiary operation highlighting its human resources practices, adaptation strategies and relationship with its head office.     

Multinational corporation management strategies and international human resources practices: bringing IHRM to the bottom line

This paper examined the relationship between multinational corporations' global management strategies and the resulting international human resource practices. Four global strategies, which vary in their extent of global integration and local responsiveness, were examined (ethnocentric, regiocentric, polycentric and geocentric). Data from international human resource professionals in forty-six companies generally supported the hypothesis that HR practices (recruitment, selection, socialization) varied by global strategy. In particular, strategies varied especially between the ethnocentric and geocentric companies. These strategies were further found to be related to a composite Multinational Corporation Success Index of economic variables (return on capital, sales growth, return on equity, profit margin). Companies which had ethnocentric strategies were found to be less successful than companies operating under any of the other three strategies. Findings suggested that local responsiveness should be incorporated into the global strategy of multinational companies. Recommendations for international human resource practices based on these results have been given.     

Learning in a competitive field: MBA students' improvised case studies of IHRM

Recent management research on improvisation has sought to identify ways that unplanned change and structure are linked when novel solutions appear and develop during action. This article examines an improvised learning approach to the traditional case study method, in which Master of Business Administration (MBA) students learn through preparing and delivering their own case studies. The process of improvised learning is explained within the context of teaching international human resource management/organizational behaviour and analysed by applying Bourdieu's theory of practice which understands the participants' learning to be situated within a competitive social field.

It is concluded that MBA students learn from this improvised approach provided that the professor's role accommodates being a case study expert with the roles of teaching and learning consultant. The concept of competitive field is recommended as a tool for management educators' reflection upon enabling MBA students to develop their capabilities in designing and delivering management learning sessions.     

A geometric approach to temptation

We provide a simple geometric proof of the Gul and Pesendorfer’s (Gul and Pesendorfer, 2001) utility representation theorem about choice under temptation without self-control. We extract two incomplete orders from preferences: temptation relation and resistance relation. We characterize those relations geometrically and obtain temptation utility using a separation method à la Aumann (Aumann, 1962).     

A quality approach to airport management

This paper discusses aspects of airport service quality evaluation using fuzzy multicriteria analysis and the alpha-cut concept. It presents a fuzzy multicriteria methodology for analysing a complex set of quality variables. This methodology develops a step by step set of indicators that allow managers have a holistic view of the quality dimension. It also helps the understanding of cause and effect relation, it helps tracking service quality problems and benchmarking them. From the alpha-cut concept, by defining upper and lower limits, this approach seeks to assist managers in evaluating a complex number of quality criteria and decision-makers’ behaviour. This approach gives managers a broader view of comparative perceptions of quality among the airports in a given sample, by presenting the results of the analysis in fuzzy form and allowing managers to consider different styles of evaluation. The methodology discussed is applied to six Brazilian international airports.     

A nonlinear approach to US GNP

A univariate nonlinear model is estimated for US GNP that on many criteria outperforms standard linear models. The estimated model is of the threshold autoregressive type and contains evidence of asymmetric effects of shocks over the business cycle. In particular the nonlinear model suggests that the post-1945 US economy is significantly more stable than the pre-1945 US economy.     

A quantitative approach to stakeholder interests

In an age when the role, behaviour and performance of the firm are under greater scrutiny than ever before, it is important to pursue quantitative empirical research in the area of social auditing. Using data relating to one particular company, the various inputs and outputs attributable to the firm's different stakeholders, (shareholders, employees, consumers and the community) are examined and corresponding rates of return calculated. Considerable methodological and data problems arise and consequently the results need careful interpretation.     

A network approach to work-family conflict

Most human behaviours, including those instrumental for reducing Work–Family Conflict (WFC), take place in the context of social relationships. However, the role of social networks in an individual's WFC goal pursuit process has not received sufficient attention, as most current research is dominated by an agentic perspective that argues that individuals possess the capabilities to change the demands and resources associated with their roles freely. We believe that the reality faced by many workers is more composite, as the various work and family stakeholders present in an individual's network can create significant constraints and opportunities that are capable of inhibiting or enhancing their agency. In this paper, we aim to examine how the ecosystem of network relationships in an individual’ social network can influence his or her overall capability to minimise WFC. Building on insights from dynamic network theory, a recently introduced framework in the social network literature, we propose a conceptual model that explains the specific roles that work and family stakeholders (i.e., supporters, preventers, resistors, reactors, negators, interactants, or observers) can assume with respect to goal strivers' attempts to manage WFC. Building on prior work-family and social network research, we illustrate how two characteristics of the network in which an individual is embedded (i.e., centrality and density) can shape the magnitude of social network influence on WFC. Implications for theory and practice are also discussed.