Broadening international mentoring: contexts and dynamics of expatriate and HCN intercultural mentoring

Bakel, Marian van; Vaiman, Vlad; Vance, Charles M.; Haslberger, Arno

doi:10.1108/jgm-06-2021-0065

Cited by 9 publications

(5 citation statements)

References 107 publications

(164 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Therefore, it implies that more employees will seek expatriate assignments as a way to obtain the valuable global mindset because previous studies (e.g. van Bakel et al. , 2022) have shown interactions with stakeholders in the host-country context play a major role in contributing to expatriate’ global mindset development.…”

Section: The Importance Of Social Relations For Expatriatesmentioning

confidence: 99%

A process perspective on the expatriate social capital – knowledge transfer and expatriate adjustment relationships

Wang,

Chen

2024

JGM

View full text Add to dashboard Cite

PurposeThe purpose of this study is to develop a conceptual model explicating the development of expatriate social capital and its influence on expatriate effectiveness in terms of knowledge transfer and adjustment. Drawing upon social capital theory and weak tie theory, we elucidate the process through which expatriate social capital facilitates expatriate knowledge transfer and adjustment via greater access of role information and social support.Design/methodology/approachThis study reviews and distills research on expatriate social capital development and proposes a conceptual model of expatriate effectiveness and suggests potential research avenues for global mobility scholars.FindingsThis study contributes to the understanding of the development of expatriate social capital in the host country and its impacts on expatriate effectiveness as a process. With regard to expatriates’ social capital accumulation, this study also highlights the important but less-known role of accompanying spouse/family members as expatriates’ weak tie enablers. We articulate a framework that outlines the sources of social capital for expatriates and the processes through which social capital transmits (via expatriates’ access to role information and social support) and then enhances expatriate effectiveness. This conceptual model aims to establish a basic “roadmap” for use by practitioners and researchers.Research limitations/implicationsBefore the proposed conceptual model can be theoretically refined or extended by future research, its veracity needs to be tested empirically. Although we do not incorporate “time,” “personal characteristics” and “context” in our model, we recognize their potential importance and urge future researchers to incorporate them in studying the role of social capital on expatriate effectiveness.Practical implicationsA conceptual model is presented that enables multinational corporations (MNCs) to map their current (and future) strategies to enhance expatriate effectiveness by further strengthening the expatriate social capital.Originality/valueDrawing upon social capital theory and weak tie theory, this paper links various sources of expatriate social capital to expatriates’ access to role information and social support in supporting expatriate effectiveness. From this, several avenues of future research are drawn.

show abstract

Section: The Importance Of Social Relations For Expatriatesmentioning

confidence: 99%

A process perspective on the expatriate social capital – knowledge transfer and expatriate adjustment relationships

Wang,

Chen

2024

JGM

View full text Add to dashboard Cite

show abstract

“…HR plays a pivotal role in facilitating collaboration by creating platforms for knowledge-sharing, fostering cross-cultural teams, and encouraging mentorship relationships that bridge cultural gaps. By emphasizing the value of diverse perspectives, HR can promote a culture of innovation where different viewpoints contribute to creative problem-solving and enhanced decision-making (Chaudhuri, Park & Johnson, 2022, Van Bakel, et. al., 2022.…”

Section: Globalization and Cultural Dynamicsmentioning

confidence: 99%

The future of work and human resources: A review of emerging trends and HR's evolving role

Latifat Omolara Ayanponle,

Oluwafunmi Adijat Elufioye,

Onyeka Franca Asuzu

et al. 2023

Int. J. Sci. Res. Arch.

View full text Add to dashboard Cite

In the dynamic landscape of the 21st century, the intersection of technology, globalization, and shifting societal expectations is reshaping the future of work. This paper delves into the multifaceted dimensions of this transformation, offering a comprehensive review of emerging trends and the evolving role of Human Resources (HR) in navigating this new era. The rise of automation, artificial intelligence, and remote work has led to a paradigm shift in organizational structures and employee expectations. As organizations strive to remain competitive, the integration of advanced technologies necessitates a reevaluation of traditional HR practices. This paper explores the impact of technological advancements on job roles, skill requirements, and the overall employee experience. Globalization has blurred geographical boundaries, fostering diverse and multicultural workplaces. HR professionals are confronted with the challenge of managing a workforce that spans across different time zones and cultural contexts. The paper examines the strategies HR departments employ to foster inclusivity, cross-cultural collaboration, and effective communication in this globalized work environment. The evolving nature of work also brings forth the importance of employee well-being and mental health. As organizations recognize the link between employee satisfaction and productivity, HR plays a pivotal role in implementing initiatives that prioritize the holistic well-being of the workforce. Furthermore, the paper explores HR's shifting role from a transactional function to a strategic partner in organizational decision-making. HR leaders are increasingly called upon to contribute to business strategy, aligning human capital with overall corporate goals. This paper provides a forward-looking perspective on the future of work and the evolving role of HR. By dissecting emerging trends, technological influences, and the changing expectations of the workforce, it offers valuable insights for HR professionals, organizational leaders, and researchers navigating the transformative landscape of work in the 21st century.

show abstract

“…In this context of multiculturalism, companies are beginning to see an opportunity to develop cultural intelligence by, for example, peer mentoring (van Bakel et al, 2022) and also by training (which, unfortunately is more time-consuming and costlier than mentoring). It is very important especially where the skill to move about in the cultural diversity is a challenge for many employees (Desai et al, 2018).…”

Section: The Hrm System In Slovak and Polish Companiesmentioning

confidence: 99%

The Human Resources Management System in Slovakia and Poland – Chosen Aspects

Misiak-Kwit,

Wlodarczyk,

Mazur-Wierzbicka

et al. 2023

ERSJ

View full text Add to dashboard Cite

Purpose:The primary objective of this paper is to identify similarities and differences between Slovak and Polish companies for selected elements of HRM. Design: Literature review and questionnaire research were conducted among 811 Polish and Slovak companies. The possibility of comparing these countries resulted mainly from the fact that both countries underwent transformation at the beginning of the 1990s and were struggling with similar problems resulting from political, economic, social and cultural changes. Findings: The paper presents the results of research on job descriptions, evaluation of employees, financing employee development and employing talented and intercultural people. The analysis and assessment of data obtained in the course of research has proved the existence of statisticall significant differences in selected elements of the system of HRM in Slovak and Polish companies. Practical Implications: For employees of HR departments, the results of the conducted research may indicate the directions of changes to clarify expectations for employees, ways to use the employee evaluation, financing employee development and employment of talents and people with intercultural skills. For business owners and management staff, the results of conducted research may be helpful in determining the consistency of the general strategy of the company with the adopted HRM strategy in the company and to indicate the directions of future changes in the HRM system in order to achieve compliance of these strategies. Originality Value: The findings allowed to suggest relevant recommendations for Slovak and Polish companies. A comparison of activities related to the functioning of selected aspects of the HRM system provided an opportunity to exchange good practices and experiences. This paper also indicates the need to constantly monitor the entire HRM process and its individual elements in the company.

show abstract

Broadening international mentoring: contexts and dynamics of expatriate and HCN intercultural mentoring

Cited by 9 publications

References 107 publications

A process perspective on the expatriate social capital – knowledge transfer and expatriate adjustment relationships

A process perspective on the expatriate social capital – knowledge transfer and expatriate adjustment relationships

The future of work and human resources: A review of emerging trends and HR's evolving role

The Human Resources Management System in Slovakia and Poland – Chosen Aspects

Contact Info

Product

Resources

About