Contingent Expatriate Training Strategies with Examples of Taiwan MNEs

Chen, Haiming; Chang, Che-Cheng

doi:10.4236/jhrss.2016.41001

Cited by 6 publications

(5 citation statements)

References 45 publications

(57 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Evidence suggests that training and development programs for migrants are becoming more widespread [24]. Migration is a stress-inducing phenomenon [25,26] and migrant workers have to cope with psychologically stressful conditions, for example, lack of preparation and difficulties in adjusting to the new environment, which may lead to depression and anxiety [25,27].…”

Section: Discussionmentioning

confidence: 99%

Nepali Migrant Workers and the Need for Pre-departure Training on Mental Health: A Qualitative Study

Regmi

Aryal

Teijlingen

et al. 2019

J Immigrant Minority Health

View full text Add to dashboard Cite

Every year around 1000 Nepali migrant workers die abroad. Every one in three females and one in ten males commit suicide, reflecting a high mental health risk among Nepali migrant workers. This study aims to identify triggers of mental ill-health among Nepali migrant workers and their perceptions on the need of mental health components in the pre-departure orientation programme. We conducted five focus group discussions (FGD) and seven in-depth interviews with Nepali migrant workers and eight semi-structured interviews with stakeholders working for migrants. Participants were invited at Kathmandu's international airport on return from abroad, at hotels or bus stations near the airport, through organisations working for migrants, and participants' network. All FGD and interviews were conducted in Kathmandu and audio recorded, transcribed and translated into English. Data were analyzed thematically. High expectations from families back home, an unfair treatment at work, poor arrangements of accommodation, loneliness and poor social life abroad were frequently reported factors for poor mental health. Access to mental health services abroad by Nepali migrant was also poor. We found little on mental health in the pre-departure orientation. We need to improve our knowledge of mental health risks to provide better, more focused and more up-to-date pre-departure training to new migrant workers leaving Nepal.

show abstract

Section: Discussionmentioning

confidence: 99%

Nepali Migrant Workers and the Need for Pre-departure Training on Mental Health: A Qualitative Study

Regmi

Aryal

Teijlingen

et al. 2019

J Immigrant Minority Health

View full text Add to dashboard Cite

show abstract

“…Continuous cultural adaption requires expatriates to develop new skills. Recent research is advocating CCT to be integrated with the individual's psychological needs while in their host country, that is, the receipt of CCT training post-arrival (Chen and Chang 2015). Informed by this research, our second research question, therefore, is:…”

Section: Psychological Adjustmentmentioning

confidence: 99%

Psychological Adjustment and Post-Arrival Cross-Cultural Training for Better Expatriation

Gai

Brough

Gardiner

2021

Handbook on Management and Employment Practices

View full text Add to dashboard Cite

Globalization has produced increasingly multicultural workplaces, resulting in a proliferation of cross-cultural difficulties for expatriate employees and their work organizations. Expatriate workers often experience high levels of stress, and because of this, the rate of mental ill-health among expatriates is increasing. The review argues that examining psychological adjustment can advance our understanding of the role of mental health in expatriate success. Thus, this review first examines the prevalence and significance of measuring the psychological adjustment dimension among multinational corporation (MNC) expatriate workers in the cross-cultural literature. Second, this review examines the role of cross-cultural training (pre-departure and post-arrival) and its effectiveness on expatriation success. This review analyzed 22 empirical studies published between 1994 and 2020 that examined either or both: (1) cross-cultural adjustment, emphasizing the psychological adjustment component, and (2) crosscultural training, emphasizing the effectiveness and impact of pre-departure and post-arrival cross-cultural training on long-term expatriation success among MNC expatriate workers. This review was conducted with a specific goal of increasing our understanding of the role of psychological adjustment and how appropriate cross-cultural training may increase expatriate success.

show abstract

“…Another study shows that companies in many US countries use expatriate training programs less frequently than European and Japanese firms (32 percent compared to 69 percent). This condition does not make things a problem considering the current conditions are all digital where all employees can still update themselves with the help of technology (Chen and Chang, 2016). Even though such training is generally recognized, a significant percentage of US corporations do not provide it.…”

Section: Expatriate Educationmentioning

confidence: 99%

How Multinational Companies Entrust Digital Applications in Upgrading Employees' Human Resources

Mulyono

2021

covalue

View full text Add to dashboard Cite

Background: The problem of International Human Resources management is inseparable from cultural factors. Due to the cultural differences of each country, it is necessary to adjust the differences with modernization solutions and changing patterns of technological solutions. The purpose of the study: Finally, we set the goal of this study to gain a new understanding of how and why international HR can be solved with digital applications Research method: We have analyzed with the help of the Google translation application if there are difficulties in understanding terms and content, then examine the data and evaluation and conclude based on valid and reliable information accuracy. Because we found this data from the results of previous studies, we say our study is secondary data following experts' opinions. Then we also process this study as a qualitative and descriptive study. The results of the study: digital technology can convince companies to train their HR; among others, companies can easily prepare their HR upgrades when they apply their digital technology applications. Furthermore, technology also has an essential role in implementing and corporate human resources training, including international companies. Digital has also been proven to be able to transform human resources for international companies. Our findings hope that they will become essential inputs and contributions for further studies and corporate policy issues Conclusion: we come to our conclusion that the understanding that we get from the study of many papers published in well-known journals is that the purpose of our study has been obtained, which, among other things, we conclude that digital applications can increase the human resources of international companies because digital applications are indeed an essential element so that companies can easily believe in its superiority.

show abstract

Contingent Expatriate Training Strategies with Examples of Taiwan MNEs

Cited by 6 publications

References 45 publications

Nepali Migrant Workers and the Need for Pre-departure Training on Mental Health: A Qualitative Study

Nepali Migrant Workers and the Need for Pre-departure Training on Mental Health: A Qualitative Study

Psychological Adjustment and Post-Arrival Cross-Cultural Training for Better Expatriation

How Multinational Companies Entrust Digital Applications in Upgrading Employees' Human Resources

Contact Info

Product

Resources

About