International human resource management policies and practices of South Korean MNEs: a review of the literature

This paper systematically reviews the literature on international human resource management (IHRM) policies and practices of South Korean multinational enterprises (MNEs). It reveals that South Korean MNEs adopt an ethnocentric staffing approach, but are increasingly using more host-country nationals (HCNs). Korean MNEs pay great attention to language training for expatriates, and there is an emphasis on international experience when selecting expatriates. South Korean MNEs tend to adopt home-oriented selection procedures and criteria, performance appraisal and reward-and-compensation schemes for HCNs. A range of training and development programmes are provided to HCNs in order to develop more local managers. However, studies concerning IHRM of South Korean MNEs are scarce and only a few expatriate-related IHRM issues have been empirically examined. As a result, how South Korean MNEs manage IHRM and what is the rationale of their IHRM policies and practices remain largely unknown. This review paper calls for more empirical research and discusses the implications for future research.     

International Training and Management Development Policies and Practices of South Korean MNEs in China

International training and management development has to date received little research attention. This study aims to contribute to the international human resource management literature by empirically exploring international training and management development policies and practices for both expatriates and host‐country nationals (HCNs) of South Korean multinational enterprises (MNEs) operating in China. The data for this study were collected through in‐depth interviews with both HCN managers and expatriate managers of 10 Korean MNEs. The results show that in our sample, South Korean MNEs provide expatriates with inadequate and low‐rigor predeparture cross‐cultural training and leadership training. However, the sample MNEs provide extensive predeparture and postarrival language training and regular postarrival technical and professional training. On‐the‐job training is provided mainly to HCN production workers in order to improve productivity and work safety. Selected high‐performance HCN middle managers and employees are sent back to headquarters for training. This, however, is not regarded for career development but for rewarding good performance. The sample South Korean MNEs pay little attention to management development for both expatriates and HCNs. Consequently, this has a negative effect on employees’ organizational commitment and retention. © 2015 Wiley Periodicals, Inc.     

Antecedents and characteristics of informal relation-based networks in Korea: Yongo,Yonjul and Inmaek

Although there has been a large amount written about Chinese Guanxi networks, a detailed debate concerning Korean informal relation-based networks is by comparison under-represented in the international business literature. This paper introduces and distinguishes between three forms of informal relation-based networks in Korea: (1) Yongo, (2) Yonjul and (3) Inmaek. Inmaek describes a social network in general, while Yongo networks draw primarily on existing kinship-, university/school- and regional origin-based ties. Contrary to Yongo ties, Yonjul ties exist for a purpose, often to secure personal gains and benefits. In all three forms, kinship-, university/school- and regional origin-based ties play primary, but not exclusive, roles. A better understanding of Korean informal relation-based networks helps contribute to the advancement of knowledge about the anatomy of informal institution, as well as to the growing field of indigenous management research, by identifying and analysing an influential contextual factor in Korea. In addition, it underlines important implications for management practices in Korea.     

Managing diversity: Impact of religion in the Indian workplace

Religious diversity in India stems from centuries of foreign traders and invaders ranging from the Mongols to the Mughals, French and British who came with their faiths. Religious diversity has created much political conflict and bloodshed in society at large (e.g. the recent blasts in Mumbai), but many differences have been reconciled in the workplace over time. MNCs seeking to engage in the Indian economy are attracted by the intellectual capital of this diverse nation. I examine the presence of religion in the Indian workplace through cultural values, beliefs and management practices and their impact on IHRM practices in managing diversity.     

Interstate competition in the US South for South Korean auto investments: a US perspective

Multinational corporations (MNCs) recognize the importance of optimizing their international site-selection decision(s). Similarly, host regions recognize the potential economic benefits of securing ‘greenfield’ investment projects. Thus, there is intense intra-regional competition to secure ‘trophy investments’. The extant research offers little insight to the very final stages of the site-selection negotiation process. No previous study has examined in detail the final stages of international site-selection negotiations involving South Korean MNCs. This paper focuses on the role of US government officials and Southern state stakeholders seeking to secure investments by Hyundai Motors and Kia Motors. It offers an exploratory eclectic theory to explain site-selection decisions.     

The effect of host country Internet infrastructure on foreign expansion of Korean MNCs

This study examines the effect of host country Internet infrastructure on a multinational corporation (MNC) foreign expansion. Using Heckman’s selection model on a sample of 2589 subsidiaries of 487 Korean MNCs between 1990 and 2011, we find that host country Internet infrastructure is important in MNC expansion decisions. In addition, we find that a well-developed Internet infrastructure within a host country leads to more investments from MNCs producing consumer over industrial goods and is more attractive to domestic market followers than market leaders. We find that the host country’s Internet infrastructure is important for an MNC foreign expansion decision, suggesting that efficient communication within an MNC is critical in coordinating globalized MNC subsidiary operations.     

Financial Liberalisation and the South Korean Financial Crisis: An Analysis of Expert Opinion

This paper provides a novel analysis of the South Korean financial crisis drawing on the findings of a unique survey of IMF/World Bank and South Korean experts. The survey reveals that over‐optimism and inadequate recognition of financial risks inadvertently led to excessive risk‐taking by Korean financial intermediaries. It also indicates that the sources of over‐optimistic assessments of East Asian economies were mainly to be found outside East Asia and included the Bretton Woods Institutions themselves, Western media and analysts. In Korea, weaknesses in risk management were the result of (i) lack of expertise in relation to handling the risks associated with capital flows, and (ii) disincentives to manage risks emanating from a relatively successful history of government‐provided safety nets for both industry and banking. Financial liberalisation widened risk‐taking opportunities, by allowing Korean financial institutions to both borrow from and lend to institutions outside Korea. It also created additional disincentives for managing risk by intensifying competition and eroding bank franchise values. Weaknesses in prudential regulation allowed bank portfolios to become riskier, especially in terms of increased liquidity risk as a result of maturity mismatches between dollar‐denominated assets and liabilities. The liquidity crisis, which followed the re‐assessment of the South Korean economy by international lenders in late 1997, triggered a full‐blown financial crisis because of the absence of an effective international lender of last resort.     

Approaching Korean Business and Management Ideals through the Lens of Yongo: A Scholar–Practitioner Perspective

By adopting the insider perspective based on participant observations, this article explores a new dimension of management ideals in South Korea. In particular, it proposes an important cultural context extension to the conventional collectivism paradigm that is often used to explain Korean management. By introducing the term yongo, which denotes exclusive and informal social networks based on (pseudo-) family, university alumni, and regional connections, challenges for management practices can be reported, including, for example, the difficulties that foreign managers face in accessing these networks to establish high-trust ties and influence business decisions.     

Do board directors affect the export propensity and export performance of Korean firms? A resource dependence perspective

Using the Heckman two-stage method, this study empirically investigates whether board directors’ work experience in government and multinational corporations (MNCs), as well as the proportion of outside directors affects export propensity and export performance based on a sample of Korean firms. We find that the Korean firms with former government officials on the board are more likely to engage in exporting, although there is no empirical evidence supporting export performance. The findings also show that firms with former MNC employees on the board demonstrate higher levels of export propensity and export performance. Similarly, firms with a higher proportion of outside directors exhibit a higher level of export propensity and export performance. These findings highlight the importance of the board of directors in Korean firms’ first stage of internationalization and provide new insights into which type of board members can benefit their firms in terms of export propensity and export performance.     

Facing complexity,crisis, and risk: Opportunities and challenges in international human resource management

International human resource management (IHRM) as a field of practice involves heightened levels of complexity compared to domestic HRM based on the multitude of contexts in which multinational firms operate. As complexity increases, so do levels of risk and the chance the firm must deal with crisis situations. Based on articles presented at the 3rd Global Conference on IHRM, this special issue focuses on how IHRM can contribute to organization success when faced with extreme operating conditions. This editorial provides a backdrop to the articles by describing the challenging economic, political, and social environments impacting organizations, exploring conditions from the recent past and current day such as the global financial crisis, trends toward political nationalism, aging populations, and growing immigrant workforces. The focus lies on exploring how HRM can respond to such challenging external contexts to continue to contribute added value to the firm.     

Comparing international human resource management practices between Yaohan and Jusco in Hong Kong

The performance of Jusco and Yaohan in Hong Kong was examined and compared by exploring their international human resource management (IHRM) practices in terms of recruitment and selection, compensation, and training and development. Yaohan and Jusco employed different IHRM systems as a response to their contextual factors – history and background of the company, and competitive environment and business strategy, especially the use of retail technology. The results show that the IHRM systems employed by Yaohan and Jusco affect the performance of the company, and explain the factors contributing to Yaohan's bankruptcy and Jusco's increasing profitabiliry.     

Multinational Corporations and the Transforming Operational Environment in China

China and the multinational corporations (MNCs) have had a long period of close relationship. In locating operations in China, MNCs beneficially followed the principle of least‐cost location. However, China's economic and business environment has been undergoing a striking transformation. The Chinese economy is losing some of its beneficial emerging‐market traits. Many foreign business enterprises and MNCs have experienced deep erosion of profits. This article first focuses on the growing importance of China and the Chinese markets for foreign business firms and MNCs. The sheer size of the market naturally draws them in. Next, it dwells on the challenges that have evolved over the years and the budding new business environment, often referred to as “the new normal.” Many MNCs realize the need to adapt to the new operating environment in China. This article proposes a list of adaptive and coping measures for the foreign enterprises and MNCs. © 2015 Wiley Periodicals, Inc.     

Transmission of central bank communication to emerging economies: Evidence from the Korean stock market

This study analyzes the impact of US central bank communication on financial markets in emerging economies. We find that informal communication from the Fed positively influences the Korean stock market at a greater magnitude than the US stock market. The results show that the Korean stock market experienced higher excess return when Korea's monetary policy decisions are uncertain, suggesting that central bank communication in central countries could transmit to emerging economics through their monetary policy decisions and uncertainty. In addition, various portfolios and individual equities have a positive market risk-return tradeoff in the presence of Fed communication only.     

Internationalization of Chinese and Korean firms

This article compares and contrasts the growth of Chinese and Korean multinational enterprises (MNEs). The article identifies the similarities and differences between Chinese and Korean MNEs in terms of motivations for internationalization, expansion strategies, and paths. The goal of this article is to contribute to the literature by shifting focus on host‐country conditions to home‐country conditions in explaining the drivers for firms' internationalization. We conclude that firms are motivated to expand abroad when faced with domestic competitive disadvantages resulting from absence or deficiency of one or more of Porter's Diamond attributes in their domestic market. Implications for further studies are also explored. © 2009 Wiley Periodicals, Inc.     

New perspectives on human resource management in a global context

In the past three decades or so, globalization/regionalization, migration and reverse migration (also referred to as “brain circulation”), the ascendancy of emerging markets, the demand for people with a global mindset, and the worldwide war for talent have brought about fundamental changes to the nature, magnitude, and raison d’etre for human resource management (HRM) in a global context. These changes require us to adopt new lenses to fully understand the dynamics that impact international human resource management (IHRM) policies and practices. This paper presents new perspectives on IHRM as they relate to research on multicultural teams under the three dimensions of diversity (separation, variety, and disparity) posited by Harrison and Klein (2007), and brain circulation in the context of movement of peoples across countries. These perspectives go toward the traditional approach of studying expatriates, whether company-sponsored or self-initiated assignments. The paper discusses how these new perspectives can set the agenda for future research on IHRM.     

Designing the Supply Chain for Success at the Bottom of the Pyramid

The bottom of the pyramid—that is, the world's four billion consumers who live on $5 or less per day—is one of the last untapped markets for multinational companies (MNCs) to drive revenue and profit growth. However, most MNCs have found it difficult to make money “solving the pressing needs of low‐income communities.” We explore why the bottom of the pyramid has become a strategic focal point. We also identify and discuss fundamental differences and trade‐offs MNCs encounter in meeting the demands of the world's lowest‐income consumers. Drawing on the experience of exemplar case studies, we describe how MNCs can leverage resources to build the infrastructures needed to think differently about how to measure financial performance, design products differently to leverage both customization and standardization, and deliver differently to compensate for infrastructural deficiencies. Finally, given much of the product acceptance‐and‐profitability challenge falls under the purview of supply chain decision makers, we call for research in specific operational and relational domains to help companies design supply chain networks and processes for success at the bottom of the pyramid.     

Going abroad to play: Motivations,challenges, and support of sports expatriates

Professional athletes moving abroad for their career is a novel phenomenon in international human resource management (IHRM). This exploratory article charts the motivations of sports expatriates to move abroad to play, as well as adjustment challenges and sources of support. A survey was conducted with 77 professional athletes in 10 different sports. The main motivations to move abroad were interest to experience life abroad, followed by the search for new challenges. In terms of challenges, different coaching style and communication issues were most often mentioned. Support was mainly informal, through team mates rather than professional providers. Our article contributes to the literature because it is one of the first studies focusing on sports expatriates from an international HR perspective. Our study provides information on a vulnerable group of expatriates; they are young in age and under extreme performance pressure. Sports expatriates need all the support they can get, and yet, little professional support is offered.     

Developing an Integrative International Human Resource Model: The contribution of Chinese Multinational Enterprises

This study develops an integrative international human resource IHRM framework in Chinese MNEs mainly by examining the relationship between the intervening factors and IHRM policies and practices. It confirms that IHRM is associated with a variety of contextual and firm-specific factors, including political, legal, economic, socio-cultural factors, international strategy, organizational structure, organizational culture, stage and mode of internationalization, type and niche of industry, international experience, size of international operation, the reliance on international markets and top management perceptions of home HRM systems. These factors have differentiated impact and are changing over time. It also explores the impact of IHRM policy and practice on each other, arguing that there is interplay between IHRM policies and practices.     

Why on Earth Should Foreign Banks Invest in Africa's Financial Services Sector? Evidence from Financial Multinationals in Ghana

While sub‐Saharan African countries have been able to attract some degree of resource‐seeking foreign direct investment (FDI) due to their abundant natural resources, financial FDI inflows have proved to be elusive for the region, in spite of the widespread financial‐sector adjustment programs that offer attractive incentive packages for financial multinational corporations (MNCs). Literature surrounding the determinants of FDI inflows has mainly focused on manufacturing and real production activity. We analyzed the root causes of the weak administrative and institutional framework in Africa's banking industry, using Ghana as a case in point. Focusing on two financial MNCs as case studies, this article validates the significance of a thorough qualitative investigation in evaluating the explanations as to why most foreign banks do not invest in sub‐Saharan Africa and why the few that do have relatively insignificant operations. The study also reveals that despite the far‐reaching reforms, there are several structural constraints and deficiencies placed on financial MNCs that affect the size of the business they can conduct and their future investment decisions. One of the major issues prior to the financial‐sector reforms in Africa was disintegration, and the restructuring was not designed to create an attractive location for foreign capital; hence, the low financial FDI inflows to Ghana in particular and Africa in general. © 2015 Wiley Periodicals, Inc.     

Understanding fashion communication between Korean middle‐aged mothers and daughters

Daughters can be considered important social role models for middle‐aged mothers in fashion communication such as the clothing purchase or conformity. This study explores antecedents (trust in daughters as fashion informants and internalized social pressure for appearance management) and outcomes (solidarity between mother and daughter, psychological well‐being of mother) of fashion communication (mother–daughter shopping, clothing conformity) between middle‐aged mothers and daughters. The data were collected using a self‐administered online survey of 307 middle‐aged Korean women between ages of 45 and 65. The result shows that mothers’ trust in daughters as fashion informants and internalized social pressure for appearance positively influence mother–daughter shopping and mothers’ clothing conformity to daughters. Next, mother–daughter shopping and mothers’ clothing conformity have a positive influence on the solidarity of mothers and daughters. When solidarity becomes stronger, the degree of the mothers’ psychological well‐being increases.