Employer Attractiveness in Latin America: The Association Among Foreignness,Internationalization and Talent Recruitment |
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| Institution: | 1. Florida International University, Department of Management and International Business, RB-341B, 11200 S.W. 8th Street, Miami, FL 33199, United States;2. Baruch College — CUNY, Zicklin School of Business, Department of Management, One Bernard Baruch Way, Box B9-240, New York, NY 10010, United States;3. Florida International University, Department of Management and International Business, RB-310, 11200 S.W. 8th Street, Miami, FL 33199, United States;1. Asia Pacific, Pearson Education Asia Limited, 20/F, Cornwall House, Taikoo Place, 979 King''s Road, Quarry Bay, Hong Kong;2. School of Business Administration, University of Houston—Victoria, 14000 University Boulevard, Sugar Land, TX 77479, USA;3. College of Business Administration, King Saud University, Riyadh, Saudi Arabia;4. Sheldon B. Lubar School of Business, University of Wisconsin-Milwaukee, USA;1. University of Houston-Victoria, School of Business, 340 Brazos Hall, 14000 University Blvd., Sugar Land, TX 77479, United States;2. Old Dominion University, United States;3. Savannah State University, United States;1. University of North Carolina at Chapel Hill, Kenan-Flagler Business School, Campus Box 3490, McColl Building, Chapel Hill, NC 27599-3490, USA;2. Appalachian State University, Department of Management, ASU Box 32089, Boone, NC 28608-2089, USA;3. Appalachian State University, Department of Psychology, Boone, NC 28608, USA |
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| Abstract: | Rapid economic development is provoking a skilled talent shortage in Latin America, causing firms to compete intensely for scarce talent (Manpower Group, 2011). While foreign-headquartered firms may bear a “liability of foreignness” (Zaheer, 1995), the question remains whether this alleged liability extends to attracting workers in the Latin American context. We propose an interactionist model grounded on person–organization fit and marginalization theories. Our model, which distinguishes between foreignness and internationalization, argues that they interact with marginalization variables to impact employer attractiveness. Our multi-level analysis of 76,191 individual evaluations of 80 firms within five Latin American countries supported hypotheses that members of marginalized groups based on gender, education, and income were relatively more attracted to foreign headquartered and more international firms. Our findings contribute to an emerging body of evidence suggesting that the impacts of foreignness and internationalization are not necessarily monolithic across all contexts. |
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