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Author: Soo Min Toh
Publisher: Taylor & Francis
ISBN: 1000644782
Category : Psychology
Languages : en
Pages : 333
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Book Description
Multinational enterprises continue to rely heavily upon expatriates as part of their global workforce. These expatriates, whose exact employment contract may take different forms, are assigned to help them develop global skills as well as to foster knowledge transfer. But managing this expatriate workforce is extremely complex, requiring a questioning of assumptions and sensitivity to new social and cultural dynamics. This book sets out to examine the problem of expatriate management through an I/O Psychology lens. Each chapter draws upon the expertise of scholars from around the world to provide insights into the latest research findings and remaining needs, pertaining to a wide variety of issues. The contributors of this book review the current state of the research of the issue at hand and then make recommendations for where the new frontiers of the research should be in the coming decades. This volume covers four sets of issues pertaining to expatriate management and global mobility in depth. First, the different decision points organizations must make about assigning someone to an overseas location for some period of time; second the different categories of employees in the multinational corporation and their unique characteristics and challenges; third, the various issues and implications of managing a globally mobile workforce; and fourth, the unique contexts of global mobility. Overarching future research themes are identified that lay out the research agenda for the coming decades. By bringing together key research, this book aims to help I/O psychologists understand, explore, and identify new ways of contributing to the understanding of the issues involved in managing an expatriate workforce. Incorporating state-of-the art I/O psychology research in this unique context bears the promise of yielding important new paradigms and practices.
Author: Soo Min Toh
Publisher: Taylor & Francis
ISBN: 1000644782
Category : Psychology
Languages : en
Pages : 333
Get Book Here
Book Description
Multinational enterprises continue to rely heavily upon expatriates as part of their global workforce. These expatriates, whose exact employment contract may take different forms, are assigned to help them develop global skills as well as to foster knowledge transfer. But managing this expatriate workforce is extremely complex, requiring a questioning of assumptions and sensitivity to new social and cultural dynamics. This book sets out to examine the problem of expatriate management through an I/O Psychology lens. Each chapter draws upon the expertise of scholars from around the world to provide insights into the latest research findings and remaining needs, pertaining to a wide variety of issues. The contributors of this book review the current state of the research of the issue at hand and then make recommendations for where the new frontiers of the research should be in the coming decades. This volume covers four sets of issues pertaining to expatriate management and global mobility in depth. First, the different decision points organizations must make about assigning someone to an overseas location for some period of time; second the different categories of employees in the multinational corporation and their unique characteristics and challenges; third, the various issues and implications of managing a globally mobile workforce; and fourth, the unique contexts of global mobility. Overarching future research themes are identified that lay out the research agenda for the coming decades. By bringing together key research, this book aims to help I/O psychologists understand, explore, and identify new ways of contributing to the understanding of the issues involved in managing an expatriate workforce. Incorporating state-of-the art I/O psychology research in this unique context bears the promise of yielding important new paradigms and practices.
Author: Luísa Helena Pinto
Publisher: LAP Lambert Academic Publishing
ISBN: 9783838344881
Category :
Languages : en
Pages : 84
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Book Description
In the age of globalization, the management of international assignments is becoming central to both the competitive advantage of organizations and the mission of international human resource managers (IHRM). Managing international talent grows in importance; and so it does the interest in issues of cultural differences, expatriation and cross-cultural adjustment. This book, therefore, provides new insights on the organizational factors affecting the adjustment, satisfaction and withdrawal intentions of international employees. Two distinct and separate studies, involving expatriates and repatriates, explore the antecedents and outcomes of cross- cultural adjustment. The analyses show organizational culture affects cross-cultural adjustment, general assignment satisfaction, and withdrawal intentions; and yet, adjustment does not influence general satisfaction with the assignment. Besides, expatriates' satisfaction with the assignment predicts withdrawal intentions. Altogether, these results provide new insights on the question of expatriation success, and are especially helpful to International Managers, as to anyone aiming to do an international assignment.
Author: Linda K. Stroh
Publisher: Lawrence Erlbaum Assoc Incorporated
ISBN: 9780805850505
Category : Business & Economics
Languages : en
Pages : 281
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Book Description
The importance of International Human Resources cannot be overemphasized in our world of "global" markets. It is extremely important to develop globally competent leaders and managers. Stroh et al are noted researchers in the field. This book will serve as a wonderful textbook for courses in International Human Resources.
Author: Iris Koleša
Publisher: Springer Nature
ISBN: 3030873951
Category : Business & Economics
Languages : en
Pages : 333
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Book Description
The book discusses international assignment-related decision-making by emerging market firms and their employees. It reveals that the ongoing, reciprocal interactions between the organisational and individual discourses, structures, processes, and the wider macro context spark multilevel role transitions and identity work. The book uncovers the macro-, meso-, and micro-level factors of role transitions and identity work, as well as their outcomes for international staffing. It also expands on the role (transition), social categorisation, and social identity theories by applying them to international staffing. Finally, it presents practical insights for international human resources managers by presenting several 'soft' approaches to managing international employee mobility, such as employer branding, prioritisation of favourable discourses and identities, and encouraging role hybridisation.
Author: Martin Kremer
Publisher: GRIN Verlag
ISBN: 3638130665
Category : Business & Economics
Languages : en
Pages : 55
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Book Description
Seminar paper from the year 2000 in the subject Business economics - Business Management, Corporate Governance, grade: written part: 1.3; Term-grade 1, University of Applied Sciences Bremerhaven (Economics), course: IHRM, International Human Resources Management, language: English, abstract: Foreword Expatriate life in the past has been regarded as luxurious, exciting and dynamic. These perceptions, whether correct or not, have persuaded many people to work for multinational companies (MNC′s). On the one hand, an MNC′s recruitment strategy, however, do not occur in a vacuum and as a consequence changes in the international environment can have an important influence on their desire to employ expatriates. While, on the other hand, the proximity of the home culture and local culture definitely influence how the expatriate family adjust to their assignment abroad. This paper will discuss the advantages as well as the disadvantages of using expatriates for international assignments and it will explain the reasons for the most common failures. In addition, I will summarise the most useful lessons, which an international manager/expatriate has to know before going abroad (e.g. sending, entry, stay and re-entry). Finally, there will be a conclusion in which one can add his or her perception or ideas towards the individual case of assignment (whether it is long-termed or short-termed). For a start, I will give the reader some definitions, which are important to know when dealing with the subject of foreign assignments. (à to get a short overview one can turn to the attachment-section) [...]
Author: Theresa Möller
Publisher: GRIN Verlag
ISBN: 3668007217
Category : Business & Economics
Languages : en
Pages : 23
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Book Description
Seminar paper from the year 2014 in the subject Leadership and Human Resources - Miscellaneous, grade: 2,3, University of Kassel (Wirtschaftwissenschaften), course: International Human Resource Management, language: English, abstract: “The performance of global firms depends on their ability to cope with heterogeneous cultural, institutional and competitive environments.” In today’s world of globalization more and more people are sent abroad by their company. Most of these companies are multinational companies (MNEs) that have subsidiaries, cross-border alliances, international joint ventures or franchise partners. There are so many reasons why companies are sending employees abroad, for example for preparing and managing a merger and acquisition or just to make experiences abroad for a better intercultural understanding between the home company and the host company. The ultimate objectives are knowledge transfer and a common corporate management. As soon as a company leave the national borders it is predicted that it needs employees who are able to manage in an international environment. The IHRM (International Human Resource Management) of a company has therefore a difficult selection process to handle. In this term paper the targets and motivations for an international assignment will be outlined from the entrepreneurial as well as from the employee’s point of view and demonstrate how these motivations play a role for a successful international assignment. In the main part it will be shown which selection criteria are important concerning the selection of global managers. Here a global manager is synonymous with an international assignee or an expatriate because most of the assignees hold a leading position. This term paper is not concentrated on selecting for a special international assignment like for a merger and acquisition or a joint venture, but for selecting assignees for international assignments in general, trying to identify the concerning problems for a long-term assignment. It is to point out which are the criteria and requirements for global managers an international environment. Furthermore two important factors for selection will be pointed out more precisely, the cultural and the family adjustment. For the IHRM the political and juridical subject like international compensation or international contracts is an important issue but it would take us too far afield and thus unregarded here. In this text the female form is renounced for a better reading flow, but the male form always implies the female form, too.
Author: Gary Fontaine
Publisher:
ISBN:
Category : Business & Economics
Languages : en
Pages : 248
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Book Description
Author: Brenton M Wiernik
Publisher: Verlag Barbara Budrich
ISBN: 3847410172
Category : Social Science
Languages : en
Pages : 328
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Book Description
This volume provides in-depth examinations of a variety of individual, social, and environmental factors that contribute to the success of expatriate employees. Using data from numerous large-scale studies from both the public and private sectors, this volume provides valuable insights into expatriate success with implications for both theoretical understanding and practical management. The authors explore factors that influence employees to pursue expatriation, contribute to expatriate adjustment and satisfaction, and ultimately drive expatriate performance, well-being, and success. The chapters in this book consider the role of sociodemographic characteristics, personality and individual differences, training and preparation, and social and organizational support in contributing to each of these outcomes. Using findings from diverse countries and sectors and data-focused analytic techniques, this volume provides novel insights into factors promoting expatriate success.
Author: Cindy Zacker
Publisher: GRIN Verlag
ISBN: 3638282953
Category : Business & Economics
Languages : en
Pages : 62
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Book Description
Research Paper (undergraduate) from the year 2003 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,2 (A+), University of Applied Sciences Aalen (Business), course: Business English, language: English, abstract: This paper deals with the process of foreign assignments within the scope of IHRM. It will give a broad overview of the phases seen from the angle of reducing expatriate failure rates. The expatriation process can be divided into the following stages: personnel recruitment and selection, contractual conditions, preparation and support, as well as repatriation. An interview with a MNC compares theory and practice and points out possible reasons for failure.
Author: J. Stewart Black
Publisher: Jossey-Bass
ISBN:
Category : Business & Economics
Languages : en
Pages : 360
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Book Description
Helps executives, managers, and human resource professionals leverage each international assignment into a tool for competitive advantage. Looks beyond the simple logistics of setting up global programs to discuss such issues as how to balance family concerns with the demands of overseas assignments. Includes ground-breaking research on the repatriation of employees returning to Japan, the United States, and Finland. Turn every international assignment to your competitive advantage. This book looks beyond the simple logistics of setting up global programs to explore such issues as how to balance family concerns with the demands of oversees assignments, and explores the repatriation of employees returning home.
