An Examination of Perceived Organizational Support as a Multidimensional Construct in the Context of an Expatriate Assignment

We examined a multidimensional measure of perceived organizational support (adjustment POS, career POS, and financial POS) within an integtrative stress model of expatriate success. Expatriate success was defined in terms of multiple criteria and the predictors included role stressors, situational stressors, supervisor support, and POS. Hypotheses were tested with 230 expatriate-supervisor dyads and S.E.M. analyses. Support was found for a partially mediated model. The results showed that the POS dimensions differentially predicted expatriate success criteria.     

The Contingent Effects of Role Ambiguity and Role Novelty on Expatriates' Work‐related Outcomes

Research on work stress has highlighted its negative outcomes for both individuals and their employers. Overseas assignments are more stressful than domestic assignments, and their relatively high failure rates are well documented. We suggest, however, that certain types of stress can positively affect expatriate performance. Based on role theory and the distinction between hindrance and challenge stressors, we develop hypotheses regarding the influence of role ambiguity and role novelty on expatriate success. We also conceptualize and empirically investigate the moderating influence of expatriates' perceptions of organizational support and supervisor support. Our hypotheses are tested using a sample of 125 Japanese expatriate managers in Germany. We find that role ambiguity is a hindrance stressor and negatively affects job satisfaction and work adjustment, while role novelty acts as a challenge stressor and positively affects job satisfaction, task performance and work adjustment. Our findings also show that perceived organizational support attenuates the negative effects of role ambiguity on work adjustment and strengthens the positive effect of role novelty on job satisfaction. We also find that supervisor support positively moderates the positive effect of role novelty on job satisfaction and work adjustment.     

Consequences of expatriate top manager replacement on foreign subsidiary performance

Integrating expatriate staffing and leadership succession literature, this study investigates the influence of expatriate top manager replacement on foreign subsidiary performance and the moderating effects of subsidiary context. Building on a refined understanding of agency theory and evidence from 2113 firm-year observations, including 260 expatriate successions, this study shows that when expatriates are replaced, regardless by whom (either host-country national or expatriate manager), the performance of the subsidiaries declines, suggesting that the departure of expatriate top managers often see subsidiaries being left in a less than favorable condition. If the subsidiary's prior performance has been unsatisfactory, the newly appointed expatriate might not be able to prevent further deterioration of its performance. Replacing expatriates with host-country national managers can help improve subsidiary performance, but this usually happens in older, more established subsidiaries. These findings framed in a refined agency theory provide us a more in-depth understanding of expatriate staffing failure.     

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.     

Sustainable expatriate compensation in an uncertain environment

This study examines an important area of strategic global human resource management - expatriate managers' compensation in times of global business uncertainty. While expatriation has numerous well-documented benefits for multinational corporations (MNCs), it is incredibly costly. In consequence, when global business conditions become uncertain, the expatriate program in MNCs is typically one of the first budget centres to be targeted for cost savings. The MNC typically radically restructures expatriate remuneration. The resultant effect of these actions is a negative impact on the relationship between the expatriate and the MNC, ultimately reducing expatriate performance and thereby abating the many advantages that the expatriate program brings to MNCs. Social Exchange Theory and Real Options theory help to provide a theoretical framework to understand how expatriate compensation decisions can help to create a desirable sustainable expatriate program in MNCs.     

英国政府现行公务员绩效评估制度概述

从5个方面概述了英国政府现行公务员绩效评估制度,即领导公务员绩效评估的机构;公务员绩效评估的内容;组织公务员绩效评估的程序;实施绩效评估的标准;公务员的绩效评估与晋职加薪挂钩,可供我国在完善公务员制度以及促进公务员队伍的考评工作时借鉴参考。     

Expatriate family adjustment: How organisational support on international assignments matters

This research examines how organisational support mechanisms extended to expatriate families influence the adjustment of the expatriate, the spouse, and accompanying children. We present data from 173 accompanying expatriate spouses in China and 135 expatriates employed in foreign and local multinationals in China. We report on expatriates' perceptions about the impact of organisational support on the adjustment of their spouse and children. We also report on their perception of how organisational support influences their own adjustment. Our study reveals that organisational support positively influences the adjustment of expatriates, their spouses and children, although the dynamics among family members differ. Noteworthy results include that children's adjustment impacts the expatriate spouse directly and the expatriate's adjustment indirectly, emphasizing the importance of direct organisational support for the family unit beyond the expatriate. The paper offers implications for international human resource management researchers and practitioners.     

The Alignment between Organizational Critical Success Factors and Information Technology Capability in Academic Institutions*

Alignment between organizational critical success factors (CSFs) and competencies is widely believed to improve performance. This study examines the performance implications of alignment between CSFs and one source of competence, the organization's information technology (IT) capability. The effects of three antecedent factors–environmental uncertainty, integration, and IT management sophistication–are also examined. This paper uses survey data from 244 large academic institutions, along with some secondary data. Following the profile deviation approach to measure alignment, the academic institutions are divided into three clusters based on their CSFs: the academic comprehensives, the reputed giants, and the small educators. The ideal profile of IT capability is next developed for each cluster in terms of four dimensions: information retrieval, electronic communication, computing facilities for students, and computer-aided education. Alignment is then computed for each institution as the proximity of its IT capability profile from the ideal IT capability profile for the cluster to which it belongs. The results suggest that alignment facilitates both perceived IT success and organizational performance. Moreover, sophisticated IT management facilitates both alignment and perceived IT success, environmental uncertainty facilitates perceived IT success but not alignment, and integration facilitates neither alignment nor perceived IT success.     

A TOTAL QUALITY MANAGEMENT-BASED INCENTIVE SYSTEM SUPPORTING TOTAL QUALITY MANAGEMENT IMPLEMENTATION

Although there have been many cases of total quality management (TQM) success, embracing TQM does not always lead to performance improvements. Many companies resist the changes in organizational processes such as compensation and performance appraisal systems that are required to link TQM efforts to bottom-line performance. We present the basic structure of a TQM-based compensation system that can provide incentives based on a variety of performance measures, including an explicit incentive for the reduction of variability in product variables. As a result, this approach encourages the continuous improvement central to the TQM philosophy, rather than serving as a disincentive for such improvement as do many traditional compensation systems. The set of performance measures can be adjusted periodically to focus on those measures deemed most likely to yield significant increases in customer satisfaction, further supporting the core elements of TQM. The approach is described using examples from the paper manufacturing operation where it has been successfully implemented. A longitudinal analysis of several performance measures is used to demonstrate the effectiveness of the new compensation system.     

The cross-cultural adjustment process of expatriate families in a multinational organization: a family system theory perspective

This case study examined the relationship between the family flexibility of expatriates in a multinational corporation and their cross-cultural adjustment, as well as the stressors experienced by the expatriate, spouse, and children during the international transition. Family flexibility was negatively correlated with cross-cultural adjustment as perceived by the participating expatriates. All five cross-cultural adjustment dimensions (cultural, psychological, organizational, personal and relational) had a statistically significant relationship with family flexibility. Expatriate families identified cultural, relational, and psychological stressors as having the greatest impact on their cross-cultural adjustment. The components of family flexibility (roles, rules, assertiveness and leadership) played a key role in the cross-cultural adjustment of the expatriate, spouse and children. These findings provide insights to organizations and their human resource development professionals as well as to expatriates and their families on how family flexibility impacts cross-cultural adjustment – insights that could lead to the development of appropriate support and development mechanisms.     

绩效评价对组织公民行为的影响:组织承诺的中介作用

本文构建了一个结构方程模型,探讨了组织承诺在绩效评价和组织公民行为关系之间的中介作用。研究结果显示：绩效评价对组织公民行为产生正向影响,而组织承诺对绩效评价和组织公民行为间的关系具有中介作用。组织承诺的中介作用在绩效评价的不同层面上有所区别：对绩效评价系统与组织公民行为的关系,具有完全中介作用;对绩效评价程序与组织公民行为的关系,具有部分中介作用。以此为基础,本文对今后同类研究的方向和管理实践提出了建议。     

Expatriate adjustment and effectiveness: The mediating role of managerial practices

The purpose of this study was to examine the mediating effects of relations-oriented managerial behaviors on the relationship between two modes of expatriate adjustment—role innovation and personal change—and contextual performance. Using data from 194 expatriates and 505 of their subordinates, we found evidence of full mediation for the role innovation–performance relationship. For ratings of expatriate effectiveness, recognizing and team building behaviors appear to fully mediate the role innovation–performance relationship. For ratings of supervisor satisfaction, inspiring, supporting, and team building appear to fully mediate the role innovation–performance relationship. No significant results were found for the personal change–performance relationship. The results provide insights for extending current models of the expatriate adjustment process, and understanding the means by which expatriates fulfill their responsibilities.     

绩效管理的取向对团队绩效影响的实证研究

基于个人的绩效考核是一种必要的管理工具,但同时它可能对团队合作和绩效产生负面影响.为解决这个问题,本文提出并实证检验了员工发展取向的绩效考核能够促进员工的合作,进而有利于形成正向的人际互动和提高团队绩效;相反,评估对比取向的绩效考核会增加员工的竞争,从而带来负向的人际互动关系和降低团队绩效.本研究在拓展现有理论的基础上,对企业如何在团队中有效实施基于个人的绩效考核制度提供借鉴.     

Creating clover

This study empirically examines how different types of leadership behaviour affect perceived job performance of leaders in different cultures, specifically comparing the U.S. and four Confucian Asian countries. Using a large archival database of a multisource feedback instrument assessing leadership behaviours and overall perceived job performance of managers in these countries, this study analyses the influence of leadership behaviours on perceived job performance. The results suggest that charismatic and directive leadership behaviours are positively related to perceived job performance of leaders in all countries studied, whereas the influence of supportive leadership behaviour is not as strong as charismatic and directive leadership behaviours. Surprisingly, participative leadership behaviour is not associated with perceived job performance of leaders in the countries studied except for Japan. Research implications and limitations are discussed.     

Expatriate mangers: A historical review

As expatriate managers continue to be a viable means for exercising control over foreign operations, they can have a direct impact on organizational performance, and therefore a delineation of the history of these key leaders in order to enhance our understanding of their continued significant impact is a laudable goal. The paper discusses each stage of the human resource management process, beginning with the identification and concluding with the repatriation stage of expatriate managers. Each stage is discussed in terms of the successes as well as problems/failures associated with the individual, organizational, environmental and systemic unit in mind. The paper concludes with future implications emphasizing the necessity to create new and/or enhance current practices relating to the development of expatriate managers' maximum global impact depending on the evolving nature of the globalization of business.     

Increasing performance appraisal effectiveness: matching task types, appraisal process, and rater training

The search for one best performance appraisal format ignores differences among jobs. A performance appraisal system tailored to fit ratee task characteristics is proposed. This approach, which involves systems designed to deal with tasks where both availability of reliable and valid performance measures and knowledge of the transformation process may be either high or low, is expected to increase the relationship between observational accuracy and accuracy in rating performance, as well as to improve ratees' future performance.     

绩效考核政治性对个体知识共享行为影响的实证研究

随着组织政治和管理伦理成为理论界和实践界共同关注的热点问题,越来越多的学者开始研究管理者在绩效考核过程中的政治性操作对员工工作场所行为的影响.基于结构方程技术的实证分析发现,积极绩效考核政治性对员工知识共享行为具有显著正向作用,消极绩效考核政治性对员工知识共享行为具有显著负向作用;绩效考核政治性通过成就感知、个人兴趣、集体情感与责任动机的完全中介作用间接影响员工知识共享行为;绩效考核政治性与员工知识共享动机和行为之间的关系并不随着员工工作控制点的差异而变化.研究结论既具有理论价值,又富含管理启示.     

Improving Expatriation Success: The Roles of Regulatory Focus and Burnout

The study empirically and theoretically contributes to the human resource management discipline by developing and testing a cohesive model drawing on the pertinent literature from expatriate management, burnout and regulatory focus theory. Drawing on data from 233 expatriate managers, the study aims to examine the relationships between expatriate adjustment and the outcomes of job satisfaction and withdrawal cognitions via expatriate burnout. Specifically, the findings reveal that (a) higher levels of both work adjustment and interaction adjustment lead to reduced expatriate burnout, with the former having a greater effect on burnout than the latter; (b) burnout serves as a full mediator between work adjustment and withdrawal cognitions, and a partial mediator between work adjustment and job satisfaction; and (c) regulatory focus serves to moderate expatriate adjustment–outcome consequences, i.e. promotion‐focused (as opposed to prevention‐focused) expatriates demonstrate a stronger burnout–job satisfaction relationship. Several implications are extracted from the study for regulatory theory, burnout and expatriation management practices as well as suggested avenues for future research.     

An empirical investigation of technology strategy in computer software initial public offering firms

Strategic management of technological resources plays a significant role in the success of firms in computer-related industries. To expand the literature on technology management in growing organizations, this paper presents a study of the relationships among select technology strategy dimensions and perceived performance of initial public offering (IPOs) computer software firms. Using content analysis, technology strategy data were collected from the prospectus of 31 computer software firms who committed IPOs in 1996. Empirical analysis shows support for propositions that a firm's technology posture and executive level technology experience influence investor reactions to IPOs.     

移动商务网站关键成功因素研究

基于DeLone和McLean的信息系统成功模型、TAM(技术采纳模型)及信任理论,分析了移动商务网站关键成功因素(CSF)及其作用机理。模型假设作为关键成功因素的网站质量(包括系统质量、信息质量、服务质量)通过有用性、易用性和信任影响用户满意度。通过对收集的数据采用SEM进行分析,发现系统质量是影响网站易用性的主要因素,而信息质量是影响网站有用性的主要因素,服务质量显著影响用户信任和网站易用性,但对网站有用性没有显著作用。网站有用性、易用性、用户信任三者共同决定满意度。