Mentoring,skill development,and career success of foreign expatriates

Previous literature on foreign assignments shows a high relevance of mentors for expatriates’ success. In this study we analyse the impact of different mentor-related factors on skill and career development. Drawing on social exchange theory, we develop five research hypotheses and test them using a sample of 59 US expatriates on assignments in Germany. Linear regression modelling reveals that organizational distance between the mentee and the mentor as well as the mentor’s involvement in career planning are positively related to skill development. Furthermore, there is a positive relationship between skill development and career development. We derive important implications for the implementation of mentoring in multinational corporations. The study is of value for researchers and practitioners in the areas of human resource management and organization.     

The ISO 9000 international quality registration: An empirical analysis of implications for business firms

The purpose of this article is to explore managerial perceptions of ISO 9000 standards. Previous surveys found general agreement that ISO 9000 registration influenced supplier selection, improved customer satisfaction, and enhanced operating efficiency. The present survey of production managers in 212 U.S. locations gathered data related to the perceived impact of registration on their businesses. Data analysis suggests strong agreement with benefits provided by improved documentation, the use of ISO 9000 as a marketing tool and greater export potential as a result of implementing these standards. Respondents did not agree that ISO 9000 provides positive benefits in product development or reduces production time. Annual sales were included to determine if there is a difference in perceived impacts based on firm size. Managers of smaller firms held a stronger belief that ISO 9000 registration results in cost reduction and increases export potential than did large firm managers. Small firms with less well developed export connections may find ISO 9000 registration useful in helping to establish a reputation that will help make the necessary connections in the export markets. The improvements in documentation of products and process may highlight areas of potential production efficiencies and possible cost reductions.     

Strategic planning for international business

Although international business is old, today's problems deserve careful thought: the methods by which international strategic plans are made are capable of improvement in many companies. Further, much of today's international business has to face up to being multi-national, rather than international, which means that it exists in an environment which in many ways is not in step with its aims. The legal, political, social and economic climates bring many problems to the group which is endeavouring to be multi-national, problems which will be discussed later in this paper.     

The international training of expatriates in Western subsidiaries of emerging multinational enterprises: A knowledge-based perspective

There is a considerable gap in academic theoretical literature about the international training of expatriates in multinational enterprises (MNEs). While the majority of research has focused on developed (Western) multinationals operating in developing countries, very limited research has been conducted on emerging multinational enterprises (EMNEs) operating in developed countries and the expatriates who work in them. In this study, we explore the international training of expatriates in Indian MNEs from the information technology industry operating in Australia to examine how they provide training to their expatriate staff who are sent on international assignments. We collected qualitative data in the form of multiple case studies via interviews with senior executives based in the Australian subsidiaries. Our findings reveal that Indian IT MNEs provide a variety of centralised training programmes for their managerial and technical expatriates and use training as a key instrument to leverage and transfer home country knowledge to their Australian subsidiaries. We also found that each stakeholder involved in the training process plays a distinct role in the knowledge transfer process, which allows Indian EMNEs to integrate the training with their people-centred business model to deliver IT services in host countries.     

Adjustment and work outcomes of self-initiated expatriates in the United Arab Emirates: Development and testing of a model

Drawing upon anxiety/uncertainty management (AUM) theory and organization support theory (OST), we developed and tested a model on how globally mobile talent – in this instance, self-initiated expatriates (SIEs) - stay and perform well in the organization. We collected data from 276 superior-subordinate dyads, which were analyzed using structural equation modeling (SEM). Our results suggest that role clarity mediates the influence of perceived organizational support and work adjustment. Furthermore, we found that work adjustment mediates the influence of role clarity on task performance and organizational citizenship behavior. We draw out the implications for advancing theory and practice in expatriate management.     

Charisma and rhetoric: Communicative techniques of international business leaders

Although powerful rhetoric is often associated with charismatic leadership, little explanation is available of why leader rhetoric is related to charisma. One of the first studies to explicitly address this topic focused on speech content (Shamir. Arthur & House, 1994). Other elements contributing to the strong motivational and emotive effects of charismatic rhetoric are construction of the message, style and delivery. CEOs play an important part in creating and dispersing organizational values and visions to organization members and the external environment. Their speeches within and outside the company are important to motivate others and gain support for their vision. The CEOs in this study are from companies seeking different degrees and types of international involvement. Their corporate visions reflect different international business mentalities. This study explores how these charismatic CEOs rhetorically construct message content in their speeches, focusing on how their attitude towards internationalization and international business strategy is reflected. First, international strategy and attitudes towards internationalization as well as vision, charisma and rhetoric are discussed. Discourse analysis is described and examples of rhetorical devices are given from the analyzed speeches of the CEO's. Finally, part of a more extensive analysis of examples from speeches showing the rhetorical construction of messages reflecting their international strategy and management mentality are presented.     

Frontiers of research in international business

Multinational enterprises (MNEs) are networked firms whose subsidiaries act as nodes embedded in a variety of local contexts. This allows them to tap into many local systems of innovation to access diverse knowledge bases and integrate them to create new competencies. Currently technology is altering our conception of space and forcing us to recognize that it is a multi-dimensional concept, incorporating geographic space, technological space and personal network space. At the corporate level, MNE managers need to understand comparative strategic management, constantly looking for arbitrage opportunities that arise due to differences in resources, capabilities and institutions across the local contexts. At the functional level, in order for the MNE to integrate knowledge from diverse geographic locations, managers must recognize that valuable knowledge resides in invisible communities of practice where narrow technological specializations, personal connections and information sharing are critical means of access.     

The developing world to 1990: Trends and implications for multinational business

The strategic postures of multinationals in the Third World are affected by three broad environmental variables. They are political-legal, economic-technological, and socio-cultural variables. In this article, past and future trends and implications of these variables for the multinationals are discussed.     

NGOs and international business research: Progress,prospects and problems

Civil society, and non‐government organizations (NGOs) in particular, have become a research interest in international business (IB). The purpose of this paper is to review scholarly understandings of the nature and significance of NGOs in IB. Contributions from complementary research domains are also explored with a view to encouraging greater interdisciplinary integration in analysing the NGO sector and in particular its relations with multinational enterprises (MNEs). These domains are: strategic alliances and resource dependency; global governance and multilateralism; public management; and regulation theory. The primary argument is that such interdisciplinarity may facilitate more innovative IB treatments of the role of NGOs, reflecting more adequately their strategic environment and motivations. Moreover, including a multitude of perspectives helps to address broader issues identified by scholars as pivotal to the future standing of the field: the nature of strategic agency among organizations other than MNEs; the interpretation of globalization and its implications for organizations; and whether IB is too isolated from the other social sciences.     

Confucian values and the implications for international HRD

Abstract

The consideration of cultural issues has become increasingly important in scholarly inquiry and explorative practice in international human resource development (HRD). We review and explore the core characteristics of Confucian-based culture in relation to organizations and unfold how these Confucian values may affect organizational and management practices in China and other Asian countries. Five major aspects of Confucianism are examined. They are: (a) hierarchy and harmony, (b) group orientation, (c) guanxi networks (relationships), (d) mianzi (face) and (e) time orientation. The impact of these values on management practices in the Chinese organizational context is presented in four areas: (a) working relationships, (b) decision-making processes, (c) ruling by man (ren zhi) instead of by law (fa zhi) and (d) HR practices. Implications for organizations and international HRD are also discussed.     

Heuristics in international business: A systematic literature review and directions for future research

This paper aims at depicting the status of research on heuristics in the international business domain to understand the main topic areas in which heuristics are addressed and delve into the types of heuristics used by managers and entrepreneurs when dealing with international business activities. These are characterized by a high degree of uncertainty, drawing attention on the adoption of heuristics for decision-making. To this aim, the paper systematically reviews studies published in top-ranked international business journals between 1997 and 2018. The systematic literature review shows that the main research areas in which heuristics are developed concern foreign market entry, post-entry international expansion, foreign market selection, and international entrepreneurship. The paper also discusses the type of heuristics that are utilized by decision-makers when dealing with the uncertainty related to the internationalization process. The results of this study show that the international business literature develops the concept of heuristics in very various ways, tending to develop a plurality of approaches, without recurring or dominant forms. It is, however, possible to identify the types of heuristics and heuristically-based decisions, and a significant subset of the analyzed studies show a positive view on their effectiveness in the uncertainty of internationalization processes.     

Short-term international assignments. Military perspectives and implications for international human resource management

Short-term international assignments have been under-explored in international human resource management (IHRM) literature and research. Equally, there is a dearth of studies on international mobility beyond multinational corporations. Drawing on an exploratory study of short-term international assignments in the Irish Defence Forces, this paper considers the implications for IHRM.     

Globalization and cultural change in international business research

The four articles in this special issue invite the reader to reflect on the impact of global business on values, ideas, and ethics around the world. In this comment, I advance four arguments that question assumptions regarding the impact of global business on culture. First, national cultures are not homogeneous and the impact of globalization on heterogeneous cultures is not easily predicted. Second, culture is not the same as cultural practice. The spread of practice does not equate with the spread of culture. Third, globalization does not represent a rupture with the past but is a continuation of prior trends. Fourth, globalization is only one of many processes involved in cultural change. By questioning these assumptions, we can build on the work of the authors of this special issue in order to develop a more accurate understanding of cultural change around the world.     

Recent advances in HRD in Australia: application and implications for international HRD

Using a sample of 563 Australian professionals currently working overseas, we investigate the relationships between intention to repatriate and national identity, demographic variables, quality of life, career advancement, personal networks, social context, and situational characteristics. Our findings show that national identity, length of time already spent overseas, quality of life available in the home country, employment in a multinational enterprise (MNE) and expatriate location were predictive of intention to repatriate to Australia. This research has implications for individuals, employers and government policy with regard to the management of talent flows of skilled workers.     

Trans-ideological business values in international codes of conduct

Traditionally, scholars of international business have been unconcerned with ethics and values, in part due to the widely-held belief that standards vary across cultures and ideologies. Recently, however, business ethicists have considered whether there are some business-related values that are shared across cultures. Through an analysis of the codes of conduct for multinational enterprises of four international organizations, five trans-ideological business values are discovered. They are national sovereignty, social equity, human rights, market integrity and organizational autonomy. The consensus in values is critically important for both scholarship and management.An earlier version of this paper was presented at the Second Annual Meeting of the International Association of Business and Society (March 1991). The author would like to thank three anonymous reviewers for their helpful comments on earlier drafts.     

Janus and the Delphi Oracle: Entering the new world of international business research

Globalization and other dramatic, world-changing developments have all too frequently taken academic researchers by surprise. Within this dynamic, turbulent environment, international business (IB) researchers must comprehend increasingly complex, multicultural, cross-border activities and organizing systems while providing relevant results to the field. To build and sustain relevance, the international research paradigm must expand to incorporate not only the analysis of historical trends and events but also research frameworks and methods geared to investigation of the future. With this expanded research ‘tool kit’, we will be better able to anticipate and address the ‘Big Questions’ confronting global business operations in the twenty-first century.This paper examines the capabilities of the Delphi Method of scientific inquiry as one such tool which is responsive to the challenging demands of our discipline and describes recent innovations that enhance the Delphi's application to international management research. As this paper demonstrates, the Delphi Method is particularly well-suited to emerging research themes that call on IB researchers to interpret intricate sets of entities, activities, and relationships. Based on conclusions drawn from a summary of recent Delphi studies, recommendations are offered for maximizing the benefits of this method for international research.