A new framework for understanding inequalities between expatriates and host country nationals

An interdisciplinary theoretical framework is proposed for analysing justice in global working conditions. In addition to gender and race as popular criteria to identify disadvantaged groups in organizations, in multinational corporations (MNCs) local employees (i.e. host country nationals (HCNs) working in foreign subsidiaries) deserve special attention. Their working conditions are often substantially worse than those of expatriates (i.e. parent country nationals temporarily assigned to a foreign subsidiary). Although a number of reasons have been put forward to justify such inequalities—usually with efficiency goals in mind—recent studies have used equity theory to question the extent to which they are perceived as fair by HCNs. However, since perceptual equity theory has limitations, this study develops an alternative and non-perceptual framework for analysing such inequalities. Employment discrimination theory and elements of Rawls’s ‘Theory of Justice’ are the theoretical pillars of this framework. This article discusses the advantages of this approach for MNCs and identifies some expatriation practices that are fair according to our non-perceptual justice standards, whilst also reasonably (if not highly) efficient.

The impact of career capital on expatriates’ perceived marketability

We examine how the development of three types of career capital (knowing how, knowing whom, and knowing why) during an international assignment affects the perceived marketability of organizational expatriates. Using the perceived marketability perspective and long-term follow-up data, we show that knowing how is seen as the most transferable type of career capital, while the development of other aspects of career capital has little impact on perceived marketability. We also show that career capital development is more recognized in the external market than by current employers. Our findings expand our understanding of long-term career marketability among people who have completed international assignments.

The career competencies of self-initiated and assigned expatriates: assessing the development of career capital over time

Building on a modern careers approach, we assess the effects of working abroad on individuals’ career capital. Given the dearth of longitudinal studies, we return to a sample of economics graduates in Finland eight years later. We measure changes in three dimensions of career capital; ‘knowing how’, ‘knowing whom’, ‘knowing why’ and find that company assigned expatriates learn more than self-initiated expatriates. All three career capital areas benefit from international experience and all are increasingly valued over time. Based on our findings we conclude that a dynamic notion of career capital acquisition and use is needed. Managerial implications include the need for a wider view of talent management for international businesses.

Working abroad : competencies expatriates need to successfully cope with the intercultural experience

With the rapid increase in globalisation over the past two decades, an ever growing number of individuals are being expatriated overseas leading to increased contact in a business context among people from different cultural backgrounds (Zakaria, 2000). Unfortunately, there still appears to be a high incidence of expatriate failure. One of the most commonly cited factors to expatriate failure, is associated with cultural differences between the expatriate and host country nationals. In this paper, we discuss the impact that cultural differences can have on Australian expatriates in Asia and Thailand in particular and the intercultural competencies it is important for these expatriates to have to overcome these problems. Interviews with Australian expatriates and Thai nationals in Thailand, are used to provide practical examples of how the possession of these intercultural competencies will facilitate expatriates to successfully cope with the intercultural experience and reduce the likelihood of expatriate failure.

The experience of Asian expatriates in Australia

Workforces in individualistic countries, such as the US, the UK and Auslralia, are becoming increasingly culturally diverse. In Australia, the population now comprises people from more than 220 nationalities, approximately 45% of whom were born overseas. It is expected that. by the year 2030, 25% of the Australian population will be of Asian origin Nankervis. Compton, & McCarthy, 1999). Despite large Asian expatriations, the small number of Asian permanent residents in Australia (i.e. 4.7% of 18m people) infers that Asians may be having difficulty fitting into the Australian context. This paper will highlight the unaddressed racial tension in Australian workplaces and discuss the experience of Asian expatriates in light of the racial and value dissimilarity associated with Asian (collectivist) and Australian (individualist) cultures.

Evidence for crossvergence in the perception of task and contextual performance : a study of western expatriates working in Thailand

The applicability of the Western model of task and contextual performance to the context of Thai and Western managers, professionals and consultants working together in Thailand is addressed in this research. The results show a clear difference in the factor structure of how Western and Thai managers perceive the importance of performance factors. Moreover, the task and contextual factor structure found for Western managers working in a Western culture did not hold for Westerners working within the Thai cultural environment. These findings provide evidence of adaptation by the Westerner to the Thai cultural environment, supporting the notion of crossvergence.

An analysis of household beef consumption of Japanese expatriates in U.S.: implications for future beef consumption in Japan

This paper uses a novel approach to investigate how food consumption in Japan may change as Japanese consumers become more westernised in their tastes and preferences for food. It is widely believed that as food prices in Japan fall to international levels and as Japanese consumers become more westernised in their taste and preferences for food, their meat consumption patterns, in particular, will approach those of western countries. The approach undertaken in this paper involves a comprehensive survey of Japanese expatriates in Los Angeles, California, regarding their food consumption habits. The findings are interesting as they shed some light on the changing nature of food consumption of accultured Japanese faced with competitive food prices. The results indicate that although household meat consumption of Japanese expatriates have changed, it remains debatable, however, that their food consumption habits will approach those of western consumers in the foreseeable future. The findings have important implications for food marketeers in Japan and elsewhere, particularly as further liberalisation of food import in that country gains momentum.

Differences in doing business in Brazil and norway: evidence from norwegian expatriates

With more and more business being done between Brazil and Norway we are seeing an increasing number of expatriates from Norway moving to Brazil!to work. Most!are!related!to!the!oil!and!gas!industries.!With!the!two!cultures,! countries!and!backgrounds!being!so!different!what!are!some!of!the!issues!and! challenges!that!arise? Using!existing!literature!as!well!as!faceRtoRface!interviews!of!Norwegian! expatriates!working!in!Rio!de!Janeiro!this!thesis!tries!to!compare!the!two! countries!and!at!the!same!time!explore!some!of!these!potential!issues.!The! research!focuses!on!differences!in!trust,!negotiation!style,!planning,!organization,! conflict!as!well!as!general!cultural!challenges. Analysis!of!the!responses!shows!that!for!some!issues!there!are!no!clear!problems! or!challenges!but!for!others!there!are.!Specifically!the!treatment!of!time!and!the! general!timeliness!in!Brazilian!society!seems!to!be!a!challenge!for!Norwegian! expatriates.!Secondly!and!equally!as!challenging!is!the!hierarchical!way!of! organizing!businesses!in!Brazil!compared!to!the!flatter!structure!found!in! Norwegian!businesses.!With!the!hierarchy!comes!also!bureaucracy,!another! factor!that!the!subjects!in!this!thesis!found!to!be!difficult!to!deal!with. The!thesis!is!divided!into!6!chapters!starting!with!“introduction”,!followed!by! chapter!2!“Literature!review”.!Chapter!3!is!“Research!Methodology”!followed!by! chapter!4!“Data!presentation”.!Finally!the!results!are!discussed!in!chapter!5! “Analysis!and!discussion” and!concluded!in!chapter!6.

Cultures at work: the case of italian expatriates in Brazil

Esta tese de mestrado tem por intenção entender quais são as mais importantes diferenças culturais para os expatriados Italianos que trabalham no Brasil e aprender as implicações práticas para o ambiente de trabalho. O método utilizado foi qualitativo, com 23 entrevistas em profundidade com expatriados italianos de nível médio ate top management, com experiência de trabalho no Brasil. Os resultados indicam que os expatriados Italianos experimentam dificuldades com as diferenças em termos de comunicação, distinção entre as esfera profissional e privada, distancia do poder e planejamento. Em contrapartida, outros fatores como a discriminação positiva para os estrangeiros, diferenças em geneder equality e masculinidade, assim como com a atitude positiva dos workplaces e uma economia em crescimento, todos influenciam de maneira positiva a experiência do expatriado. Enfim, algumas sugestões práticas sobre os efeitos das diferenças culturais e sobre a estruturação de um possível cross-cultural training são expostas.

Expatriates-Training = Expatriates-Einsatzerfolg? Eine Metaanalyse

Diese Studie untersucht im Rahmen einer Metaanalyse den Zusammenhang zwischen dem Training und dem Einsatzerfolg von Expatriates. Bisherige Metaanalysen zu diesem Thema haben mehrheitlich Studien mit einem Fokus auf Soldaten, Ärzten und Schülern berücksichtigt. Um weitere Erkenntnisse auf Unternehmensebene zu gewinnen, berücksichtigt diese Metananalyse 28 Studien, die alle einen Fokus auf Managern haben. Die Ergebnisse zeigen einen positiven und signifikanten Effekt von Training auf die Arbeitszufriedenheit und das Commitment von Expatriates. Weiterhin zeigen die Ergebnisse, dass Training die Abbruchabsicht von Expatriates verringert. Betrachtet man Anpassung als Erfolgskriterium, so besteht kein signifikanter Zusammenhang zwischen Training und Arbeits- und Interaktionsanpassung. Hinsichtlich der kulturellen Anpassung zeigen die Ergebnisse lediglich einen schwachen Zusammenhang.