A test of the relationship between person–environment fit and cross-cultural adjustment among self-initiated expatriates

Understanding an expatriate's cross-cultural adjustment to the various aspects of their host environment and organization has been a focal point of research for several decades. Person–environment (PE) fit refers to the degree of fit an individual has with various dimensions of their host environment, and past research suggests that successful PE fit positively influences adjustment. However, the strength of these relationships remains under-researched. Drawing upon data gathered from 369 self-initiated expatriate doctors working in Ireland, we examine the strength of the relationship between PE fit and cross-cultural adjustment. Our results suggest that dimensions of PE fit influence cross-cultural adjustment to varying degrees. Thus, person–job needs-supplies fit was the only fit dimension to influence interaction adjustment, while person–job demands abilities influenced both work adjustment and, to a lesser extent, interaction adjustment. Person–organization fit influenced work adjustment, while person–supervisor fit had no relationship with adjustment. These findings have implications for organizations when recruiting and supporting self-initiated expatriates.     

Does it really work? Re-assessing the impact of pre-departure cross-cultural training on expatriate adjustment

Cultural adjustment is considered to be a prerequisite for expatriate success abroad. One way to enhance adjustment is to provide employees with knowledge and awareness of appropriate norms and behaviours of the host country through cross-cultural training (CCT). This article analyses the impact of pre-departure CCT on expatriate adjustment and focuses on variations in participation, length and the comprehensiveness of training. Unlike previous research, the study focuses on the effectiveness of pre-departure CCT for non-US employees expatriated to a broad range of host country settings. Employing data from 339 expatriates from 20 German Multinational Corporations (MNCs) the study finds CCT has little if any effect on general, interactional or work-setting expatriate adjustment. However, a significant impact of foreign language competence was found for all three dimensions of expatriate adjustment. We used interviews with 20 expatriates to supplement our discussion and provide further implications for practice.     

The influence of entrepreneurs’ social referents on start-up size

This paper uses social comparison theory to explore the effect that the average size of established businesses at the regional (provincial) level may have on start-up size. It is argued that established entrepreneurs at the regional level become referents of new entrepreneurs, influencing not only the decision to become entrepreneurs but also the characteristics of the new venture, such as its initial size. Specifically, the greater the average size of established businesses at the provincial level, the bigger the start-up size of new ventures. This paper further considers how this effect is moderated by two key individual level variables: knowing an entrepreneur personally (i.e., close social referent), and being the owner and manager of an existing business (i.e., past entrepreneurial and managerial experience). Predictions are tested using data that combine individual- and provincial-level information in Spain over the period 2008–2014. The results show the positive relationship of the average size of established businesses on new venture start-up size, and that this effect decreases when the entrepreneurs have previous entrepreneurial experience.     

The implementation of monetary policy in New Zealand: What factors affect the 90-day bank bill rate?

This paper discusses the implementation of monetary policy in New Zealand and its flow-on effects on the 90-day bank bill rate over the 1999–2005 period. The effects of external factors are considered as well. Our findings indicate that the maturity spectrum ratio exerted a positive effect on the 90-day bank bill rate while the allotment ratio did not. This interest rate had a tendency to revert to the level set by its Australian counterpart, though at a relatively slow speed. No such link exists between the NZ 90-day rate and the U.S. 90-day rate. Neither the maturity spectrum nor the allotment ratio contributed to the volatility of the most important short-term interest rate in New Zealand.     

Does cross-cultural adjustment coincide with career capital growth? Evidence from Vienna,Austria

Using a sample of 154 employed expatriates, who have lived in Vienna, Austria, for up to 10 years, this paper explores if and to what extent career competency growth and cross-cultural adjustment coincide. Cognitive and affective aspects of cross-cultural adjustment to relationships, day-to-day interactions and general living conditions are analysed. The study uncovers details about the relationship between the cognitive and affective dimensions of cross-cultural adjustment and the development of knowing-how, knowing-whom and knowing-why. The most important result is that principally the affective dimension of cross-cultural adjustment relates to gains in career capital.     

Who am I? The influence of social identification on academic entrepreneurs’ role conflict

Academic entrepreneurs are the key actors in academic entrepreneurship. However, the individual level of research on academic entrepreneurship remains undeveloped. To better understand the micro foundation of academic entrepreneurship, we investigate the influence of social identification on academic entrepreneurs’ role conflict. Using data from 246 academic entrepreneurs, we explore the effects of scholarly identification, entrepreneurial identification, and social identity continuity on academic entrepreneurs’ role conflict. The results suggest that, entrepreneurial identification and social identify continuity are both negative related to identify conflict, while a scholarly identification is positively related to role conflict. In addition, the interaction of scholarly identification and entrepreneurial identification is negatively associated with role conflict. We also investigate the performance implications of such a role conflict and show that it is negatively related to academic entrepreneurship performance. We discuss the theoretical and practical implications of these findings.

     

The influence of entrepreneurs’ immigrant status and time on the perceived likelihood of exporting

We contribute in this paper to the scant literature on the factors and conditions influencing the development of different perceptions of potential international opportunities for immigrant and native entrepreneurs in the pre-internationalization phase. Specifically, we investigate what factors influence the perceived likelihood entrepreneurs have of exporting. Building on entrepreneurial intentions and opportunity-based entrepreneurial processes, we propose a cognitive account of perceived likelihood of exporting based on entrepreneurs’ perceptions of the desirability and feasibility of export opportunities. We investigate how the immigrant status (i.e., individual characteristics) and time (i.e., contextual factors) influence the relationship between the desirability and feasibility of exporting, and entrepreneurs’ perceived likelihood of exporting. We employ an experimental design on a matched-pair sample of 108 native and immigrant entrepreneurs in domestic technology-based firms. The results are a unique account of the cognitive antecedents of the perceived likelihood of exporting under different temporal conditions, comparing immigrant and native entrepreneurs. We discuss theoretical and practical implications.

     

The influence of industry concentration on merger motives—empirical evidence from machinery industry mergers

By linking industrial organization theory and capital market research, we provide empirical evidence that merger motives of firms are influenced by underlying industry concentration. Analyzing wealth effects on target, acquirer and rival firms in the machinery industry, we observe significant different capital market reactions among merger announcements in dependence of underlying industry concentration. suggesting that different takeover motives prevail in fragmented and concentrated industries. In contrast to previous studies, we find besides efficiency motives evidence for monopolistic collusion motives in fragmented industries. Mergers in concentrated industries are primarily motivated to achieve productive efficiency gains. The absence of collusion motives may be an indication for a successful enforcement of antitrust legislation. Our results suggest that the magnitude of the influence of industry concentration in empirical merger motive research may have been previously under-estimated leading to a potential distortion of results.     

The influence of co-location in higher education institutions on small firms’ perspectives of knowledge transfer

Since 1980, the UK has experienced a dramatic growth in firms and employment in information–intensive business services, such as management consultancy and market research. Recent expansion of new and small firms operating in these sectors is the focus of a major ESRC–sponsored research project currently under way at Cambridge University Small Business Research Centre.

Small business service firms are able to compete successfully with large firms due to the imperfect nature of the market which characterizes business services demand and supply, together with specialization of expertise. The success of small business service firms depends on informal person–to–person networks, word–of–mouth recommendation and repeal business based on successful earlier assignments or personal contacts acquired, for example, while working in a large consultancy or market research company. This paper examines the types of networks utilized by small business service firms and argues that two distinct types exist: demand– and supply–related networks; the former involves links with clients, the latter links and co–operation between complementary small business service firms.     

The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes

Finding a balance between work and home continues to be a challenge for many employees. The influence of work–family conflict both from work interfering with family (WIF) and from family interfering with work (FIW) on employee outcomes is not well understood. Although substantial empirical research supports the general view that work–family conflict results from employees having conflicting roles, many previous studies examine work–family conflict and outcomes in the same, or ‘matching’ domains. Some studies on work conflict also have found cross domain outcomes that are largely unexplained. This research addresses this gap in the field by developing and testing the hypothesis that cross domain relationships will be mediated by conflict in the matching domains. Specifically, this study proposes that WIF mediates the relationship between FIW and four employee work outcomes (job satisfaction, organizational commitment, organizational citizenship behavior and task performance), and that FIW mediates the relationship between WIF and life satisfaction. This research also examines the moderating role of gender on the relationships while controlling for age and family status. The results of this study using a sample of 435 full time employees in the US provide support for most of the hypothesized relationships. The theoretical and practical implications of these findings are discussed.     

The effect of mergers on firms’ costs: evidence from the HMO industry

We examine the effect of mergers on firms’ costs, using a national data set that contains information on both pre- and post-merger costs for firms in the Health Maintenance Organization (HMO) industry. By utilizing data on all HMOs that operated in the United States from 1985 to 1997, we observe enough mergers to obtain estimates of both short-run and relatively permanent merger effects. On average, we do not find evidence that mergers allowed HMOs to realize greater economies of scale or that mergers improved efficiency by shifting the cost function. On the other hand, mergers between HMOs that produce Medicare and other products are likely to create dis-economies of scope that increase costs.     

The timing of retirement — New evidence from Swiss female workers

We investigate the responsiveness of individual retirement decisions to changes in financial incentives. A reform increased women's normal retirement age (NRA) in two steps from age 62 to age 63 first and then to age 64. At the same time retirement at the previous NRA became possible at a benefit discount. Since the reform affected specific birth cohorts we can identify causal effects. We find strong and robust behavioral effects of changes in financial retirement incentives. A permanent reduction of retirement benefits by 3.4% induces a decline in the age-specific annual retirement probability by over 50%. The response to changes in financial retirement benefits varies with educational background: those with low education respond most strongly to an increase in the price of leisure.     

The effects of financial liberalization on productivity: Evidence from India’s manufacturing sector

Using a panel of India’s registered manufacturing firms and both economy-wide and firm-level financial data, we investigate the effects of India’s financial liberalization on the productivity of its manufacturing sector in the 1990s and 2000s. Our dynamic panel analysis shows that the series of financial liberalization policies/measures, at both the macro and micro levels, significantly enhanced the productivity of the manufacturing sector. Total factor productivity increased for all firms, including those owned by the state government, with greater gains for the firms in the private and foreign sectors. Our results suggest that policies favoring financial liberalization should be pursued further in order for India to foster higher economic growth.     

Strategic substitutes or complements? The game of where to fish

The “global game with strategic substitutes and complements” of Karp et al. (2007) is used to model the decision of where to fish. A complete information game is assumed, but the model is generalized to S>1$S>1$ sites. In this game, a fisherman’s payoff depends on fish density in each site and the actions of other fishermen which can lead to congestion or agglomeration effects. Stable and unstable equilibria are characterized, as well as notions of equilibrium dominance. The model is applied to the Alaskan flatfish fishery by specifying a strategic interaction function (response to congestion) that is a non-linear function of the degree of congestion present in a given site. Results suggest that the interaction function may be non-monotonic in congestion.     

The impact of innovation on companies’ cross-border mergers and acquisitions: evidence from China

Quality & Quantity - This paper contributes to the literature on the effects of companies’ current innovation capability on cross-border M&A initiation decisions by providing...     

The influence of organizational context on the managerial turnover–performance relationship

This study performs a comprehensive examination of organizational context in the relationship between managerial turnover and organizational performance. Using theoretical frameworks of human and social capital, we focus on the moderating roles of entity size, employment system, industry brand, and location. To test our hypotheses, we worked with the company records of a multinational fashion retail group with more than 4,000 stores grouped into eight different brands and 100,000 employees in more than 31 countries. To estimate the causal contextual effects of the relationship between voluntary managerial turnover and organizational performance, we designed a quasi-experiment using propensity score matching analysis. Our results show that the dysfunctional side of managerial turnover is significant for stores that are large, for stores managed under a primary employment system, for brands operating with higher levels of service orientation, and for countries with more restrictive employment protection legislation. We discuss the implications of these findings for practice and for future research.     

What factors influence the organizational commitment of public sector employees in China? The role of extrinsic,intrinsic and social rewards

This study investigates the relationship between extrinsic, intrinsic and social rewards, and the organizational commitment of 239 Chinese public sector employees. Hierarchical regression analysis revealed that although variables included to measure extrinsic and social rewards were strongly related to organizational commitment, variables included to measure intrinsic rewards had limited influence. These findings suggest that the antecedents of organizational commitment in the Chinese public sector are significantly different from those in the Chinese private sector and public sector organizations in the West.     

Testing a new measure of work–life balance: a study of parent and non-parent employees from New Zealand

The present study extends the established theoretical lenses for understanding the work–family interface beyond conflict and enrichment, suggesting role balance as a theory for understanding how balance among roles can be beneficial for employees. The present study develops a measure of work–life balance and tests whether work–life balance is beneficial beyond conflict and enrichment for all employees. Two employee studies were conducted on (1) 609 parents and (2) 708 non-parents, and structural equation modeling confirmed that the balance dimension was distinct from other work–life dimensions and outcomes, and the analysis of multiple models showed that work–life balance plays a significant indirect mediation effect between conflict and enrichment toward outcomes. Overall, work–life balance was important and broadly identical for both samples with consistent effects toward job and life satisfaction, and psychological outcomes, with work–life conflict being detrimental, work–life enrichment beneficial and work–life balance providing additional benefits, especially toward life satisfaction. The findings provide greater generalizability and highlight the importance of balance for all employees, especially those typically excluded in the work–family literature such as single and childless employees.