Repatriation: what do we know and where do we go from here

Abstract

The unparalleled growth in multinational corporations in recent decades has witnessed a commensurate rise in the deployment of expatriates to foreign subsidiaries and their subsequent repatriation. However, despite considerable progress in our understanding of the expatriation phase of international assignments, the literature on repatriation remains fragmented and incomplete. Plagued with problematic re-adjustments, high turnover rates, and a range of other obstacles, there is an urgent need for an improved understanding of repatriation. This study systematically reviews the repatriation literature over the previous four decades, identifies its major themes, gaps and limitations, and provides a framework that consolidates the literature and prompts future work in several important new directions.     

Enhancing adaptive transfer of cross-cultural training: Lessons learned from the broader training literature

Drawing insights from the broader training literature, we argue that evaluation of cross-cultural training effectiveness should adopt comprehensive criteria, including cognitive, skill-based, and affective learning outcomes as well as adaptive transfer. We propose that the integration of an error management supplement in cross-cultural training can enhance trainee acquisition of self-regulation skills and self-efficacy that facilitate adaptive application of learning to novel cultural situations. In addition to the traditional error management training designs (i.e., positive error framing), the current paper describes additional design elements to promote acquisition of cognitive strategies, prevent premature automaticity, alleviate concerns about error occurrence during learning, and enhance readiness to transfer. In addition, we offer propositions regarding the effects of the supplement on learning and transfer outcomes, along with implications for future research and practice on cross-cultural training.     

The mediating effects of cross-cultural dynamic competencies on the relationship between multicultural personality and cross-cultural adjustment

Although the mediating effects of dynamic competencies on the relationship between personality traits and cross-cultural adjustment have been conceptually judged by several scholars, none of them have been empirically validated. Consequently, this study examines the mediating effects of dynamic cross-cultural competencies including general self-efficacy, relational skills and non-ethnocentrism on the relationship between multicultural personality traits and cross-cultural adjustment. The empirical results provide some support that relational skills and general self-efficacy mediate the relationship between multicultural personality traits and certain facets of cross-cultural adjustment. Relational skills completely mediate either the relationship between social initiative and interaction adjustment or that of cultural empathy and interaction adjustment. General self-efficacy partially mediates the relationship between emotional stability and psychological adjustment. However, the results suggest that multicultural personality traits have direct effects on cross-cultural adjustment. The practical implications of these findings for dynamic and stable cross-cultural competencies are discussed.     

培训效果评估的理论和研究

文章回顾了国外近年来对培训效果评估的研究,重点讨论了培训效果评估的主要评估模式,分析了培训效果评估的发展趋势,最后指出了培训效果评估研究中应当注意的问题。     

运用现代信息技术提升企业培训绩效

文章着重分析了利用现代信息技术提高企业培训绩效的可操作性及具体应用。     

Control of subsidiaries of MNCs from emerging economies in developed countries: the case of Taiwanese MNCs in the UK

There has been considerable research over the past few decades on the process through which headquarters of multinationals from developed economies exercise control over their network of subsidiaries in foreign countries. However, little research has been conducted on multinationals from emerging economies operating in developed countries. In this article, we examine the motives for, and mechanisms by which, headquarters of Taiwanese multinationals exercise control over their subsidiaries in the UK. The article draws on data collected through 66 interviews with top managers and human resource managers from four UK based subsidiaries of Taiwanese multinationals. The study reveals that Taiwanese multinationals use both output control and behaviour control to manage their subsidiaries in the UK.     

The politics of HRM: waiting for Godot in the Moroccan civil service

This study illustrates the fundamental importance of a political understanding in order to improve HRM in both public and private organizations. It complements studies that have found a statistical relationship between public staff management and economic growth by presenting a case study of Morocco, using the strategic human resource management (SHRM) model as a framework.

There are several reasons why HRM in the Moroccan civil service has stagnated, notably unfamiliarity with HRM models and the French administrative heritage. But the fundamental reason is Morocco's political system, where real power resides in the Palace, and where political actors are reluctant to take bold initiatives. Thus a focus on the management level is currently misplaced, and fundamental political action harnessing the authority of the Palace without disempowering other political actors is needed.

The study implies that a political analysis is sometimes a prerequisite for improving HRM in both public and private organizations.     

供电企业基层班组技术技能培训方法改进探讨

文章通过对基层供电企业在班组培训工作中存在的问题进行了分析,提出了合理的改进方法与措施,对提高基层供电企业班组培训将起到积极的改善作用。     

基于“紧贴现场”的企业职工教育培训实践

企业职工教育培训的重要特点是教育与企业发展、市场需求之变化紧密结合,要求员工不断接受新知识和新技能,以满足企业自身生产经营的发展。如何使培训工作真正有效地服务于企业的生产经营和技术服务,文章结合笔者多年职工培训的管理实践,剖析石化改制企业如何使职工教育培训紧贴现场,以及如何系统有效运行的对策。     

International human resource management in the introductory HRM course

This paper explores the extent to which students in the introductory HRM course in US institutions are likely to be exposed to information on international and cross-cultural aspects of HRM. Two methods are used: (1) an analysis of international content in fifteen popular introductory HRM textbooks and (2) a survey of professors teaching introductory HRM. The vast majority of responding instructors said their classes got some exposure to international issues in HRM, and most introductory texts included some relevant content. Critiques of international boxed features and dedicated IHRM chapters are provided, and suggestions for improving the quality and depth of IHRM content in introductory textbooks are made.     

以点带线思维方式在传统推销培训中的应用

推销在经济全球化的背景下日益广泛流行,并带动了推销培训市场的发展,传统的培训主要针对与客户面对面的销售技巧,往往忽视了客户背后潜在的巨额市场。文章主要阐述了以点带线思维方式在传统推销培训中的应用,即以拉网式深挖潜在市场,大幅提升业绩。     

The changing nature of expatriation: exploring cross-cultural adaptation through narrativity

This paper describes an exploratory research study to develop a typology showing the diversity of expatriation from the viewpoint of cross-cultural adaptation. The study draws on a narrative approach and concentrates on not-for-profit organizations, which have been overlooked in prior research. We conducted 30 in-depth interviews in an Israeli-Palestinian context for the study. Based on a narrative analysis of these we defined four types of expatriates: global careerists; balanced experts; idealizers; and drifters. The study indicates that cross-cultural adaptation does not necessarily require deep involvement or communication with the host society, as has traditionally been assumed in the literature. Cross-cultural adaptation does, however, require a focus which the expatriate can find meaningful in the long run. Three such focuses were identified: career advancement; local host community; and ideology. Our results suggest that the definition of expatriation needs to be expanded to cover the heterogeneity of expatriates.     

情景模拟教学与管理人才培养研究

管理人才是当前人才需求的重要部分。高校在管理人才的培养中,如何适应社会需要,培养出既具有扎实的理论功底又具有实践能力的学生,成为了管理类课程教学的紧迫任务。情景模拟教学法是管理课程教学中实践教学方式的一种新形式。通过此教学方法,能达到理论与实践的结合、教与学互动的结合和素质教育与社会需要结合的目的,对当前管理课程的教学具有重要的实践意义。     

油田物资采办中管理系统的应用

文中主要分析了管理信息系统在我国油田物资采办中应用的现状及应用中存在的主要问题,进而提出了促进我国油田物资采办中管理系统有效实施的措施。     

Screening and training inter-cultural competencies: evaluating the impact of national culture on inter-cultural competencies

Inter-cultural competencies have become increasingly important for international personnel selection and training. The purpose of this article is to evaluate psychometric data regarding the controversy as to whether inter-cultural competencies are culture-free or culture-bound. In two empirical research projects in the USA and Germany national differences in inter-cultural competencies are evaluated. National culture is indicated as a significant independent variable for inter-cultural competencies in both studies. However, the impact of national culture on inter-cultural competencies seems to be minor in relation to the impact of gender culture as well as of organizational culture. Therefore, inter-cultural competencies are judged to be culture-general in the two nations. Conceptual conclusions as well as practical conclusions for IHRM are discussed, based on the results. Finally, the limitations of the studies are pointed out.     

论战略管理会计理论在银行中的应用

随着市场经济的发展,管理会计作为企业管理的重要手段,特别是它对企业运行的贡献已在西方经济的发展中得到印证。战略管理会计理论和技术方法在商业银行的应用,使之能成为推动商业银行制度创新和管理发展的有力工具。     

运用现代信息技术提升企业培训绩效

文章着重分析了利用现代信息技术提高企业培训绩效的可操作性及具体应用.     

清洁生产审核培训的技巧

做好清洁生产宣贯培训是决定清洁生产审核顺利、有效进行的关键。清洁生产审核咨询师在这一过程发挥着重要作用,文章探讨培训在清洁生产审核中的作用,清洁生产审核培训中存在的问题,最后结合笔者实际工作经验提出提高培训效果的方法和措施。     

优化医院管理专业研究生培养模式的探讨

文章基于当前医学院校医院管理专业研究生培养中存在的问题以及医院管理专业的特点,从专业培养目标、培养计划、课程设置、培养管理机制等方面提出了改革的方法和措施,从而优化了医院管理专业研究生的培养模式,提高了该专业研究生的培养质量。