Expatriates play the critical role and are expected to demonstrate performances. Therefore, providing sufficient quantity and quality trainings to expatriates is critical for MNEs. With qualitative approach, this paper proposes four expatriate training strategies which consist of pre-departure training and supportive training for different internationalization situations after the literature review. We selected 4 presentative international companies from 2014 Outward Investment Directory of Taiwan as examples to explain four expatriate training strategies with different internationalization situations. We hope the contingent expatriate training strategies will facilitate MNEs to create and maintain competitive advantages.
In this increasingly competitive era, internationalization strategy has adopted by firms and international human has been regarded as the essential factor that affects the operation of MNEs. Based on contingency theory and the induction method to analyze and collect data from the literature, this paper attempts to construct an International human strategies framework for different internationalization situations. Furthermore, we interviewed with related staffs in four Taiwan enterprises that adopted various International human strategies to correspond the four internationalization situations considered in this study. We hope this international human strategies framework will facilitate MNEs to create and maintain their competitive advantages.
The services sector—an essential pillar of Taiwan’s economy—accounts for 59.2% of the country’s employment and 63.2% of the national GDP. With individualism gaining momentum, many people employed in the booming services sector are seeking autonomy in their workplaces, where increased interaction time among colleagues underlines the importance of collaboration. Conflicts are inevitable in these interactions, particularly in today’s diversified society that embraces different ideas and values. Building on prior studies of intragroup conflict, we construct a model that depicts the relationship between financial services workers’ work autonomy and intragroup conflict. A questionnaire survey of workers in Taiwan’s financial institutions is conducted and 266 valid samples are collected. The empirical results obtained through structural equation modeling tests and analysis indicate that work autonomy negatively affects intragroup conflict.
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