Exploring the role of the spouse in expatriate failure: a grounded theory-based investigation of expatriate' spouse adjustment issues from India

This paper applied the grounded theory method in a study of the expatriates' spouses' relocation adjustment process and the impact of such adjustment problems in expatriate failure. A qualitative enquiry approach using open-ended questions in the form of personal interviews was adopted. Iteratively, the questions were changed to reach theoretical saturation and we allowed the respondents to lead us through the data collection process during our eventual theory development process. An action diagram technique was used to help structure and process the data. The study was conducted with 26 Indian origin spouses who had to encounter relocation issues one time or the other. We found the spouses' perceived gender role ideology to play a critical part in their adjustment process. Other factors that influenced the adjustment process in expatriate assignments were personality factors such as extraversion, organizational and family support, country demographics and pre-departure training.     

Organizational Commitment

This study measures and compares levels of organizational commitment of American expatriates and host country nationals employed by U.S. in Egypt It also examines lhe nature of relationships among several variables and organizational commitment. The findings suggest that country of origin is a strong predictor of organizatipal commitment, lower commitment levels than their Egyptian counterparts. Some explanations as well as limited generalizations and implications are developed.     

员工社会网络对外派适应的影响及文化距离的调节效应——基于中国跨国公司外派人员的实证研究

随着中国企业的全球化扩张,中国企业外派人员数量也在不断增长,但对中国企业外派人员的调查研究仍处于空白阶段。采用问卷调查法对中国跨国公司外派人员在海外情况进行调查,并以探索性因素分析、验证性因素分析、层次回归和多方差分析等多种统计方法进行检验。结果显示:外派人员和东道国居民的社会网络在外派适应中具有不同的功效,文化距离在网络紧密度对一般适应影响中具有显著的正向调节效应,而在互动频率对工作适应中产生显著的负向调节效应。     

关于提高跨国公司外派效果的思考

在全球战略和知识经济时代,成功的“外派”是跨国公司保持竞争优势的关键。但是,目前,跨国公司发现留住外派人员越来越难,外派人员回国后的流失现象也经常发生。该文从跨国公司全球化发展和团队管理国际化两方面阐述了跨公司外派产生的根源,分析了以美国、日本和德国为代表的跨国公司外派的总体情况,从跨国公司与外派人员的利益关系分析了外派效果不佳的原因及外派失败的认识误区,并提出了提高跨国公司外派效果的具体对策,为我国跨国公司的发展提供了借鉴意义。     

领导力与组织创新：外派管理人员回任适应的调节作用

随着全球化的不断推进,创新能力成为跨国公司获取国际竞争优势的核心要素,外派管理人员所形成的领导力对母公司在全球竞争中维持与提高创新能力产生重要影响,研究外派管理人员领导力、回任适应及其对母公司组织创新的作用关系,成为现阶段中国企业获取创新优势需迫切探讨的问题.研究表明：回任适应对组织创新中管理创新维度和技术创新维度没有直接作用,但在共启愿景和回任工作绩效维度的交互作用中,在回任工作绩效高的情况下,共启愿景越高,管理创新就越强;在激励人心与回任工作满意度的交互作用中,在回任工作满意度高的情况下,激励人心越高,技术创新就越强.