Employee Development and Expatriate Assignments

Mendenhall, Mark E.; Kühlmann, Torsten M.; Stahl, Günther K.; Osland, Joyce S.

doi:10.1002/9781405164030.ch9

Cited by 45 publications

(23 citation statements)

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“…Several studies have shown that an assignee selection was largely influenced by cross‐cultural adjustment to the new culture (Mendenhall, Kuhlmann, Stahl, & Osland, ). Mol et al () find that local language ability is a positive factor in assignee selection.…”

Section: Qualifications For International Assignmentsmentioning

confidence: 99%

“…Recognizing that this negatively affects a company's competitive posture (Feely & Harzing, 2003;Kefales, 1998;Paul, 2000), such ethnic minorities may be overlooked for certain destinations. Several studies have shown that an assignee selection was largely influenced by cross-cultural adjustment to the new culture (Mendenhall, Kuhlmann, Stahl, & Osland, 2002). Mol et al (2005) find that local language ability is a positive factor in assignee selection.…”

Section: Destinationmentioning

confidence: 99%

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What do managers look for in candidates for international assignments?

Kandoğan

2017

Thunderbird Intl Bus Rev

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Globalization of business highlights the need for individuals with the right skills and experiences for international assignments. Gender, age, ethnicity, family situation, professional qualifications, past international experiences, as well as psychological characteristics can be counted among the selection criteria of a candidate for such assignments. This current study examines the role of assignment context and selecting manager characteristics in the selection process. First, these candidate characteristics are considered together with features of the assignment such as duration, destination, and task performed to examine if their consistency are critical. Second, whether managers draw from their own past and consider their own family situation and international experiences, or select a candidate with same gender, age, or ethnicity is investigated. The findings suggest that without matching manager characteristics and assignment features, candidate characteristics are of little importance.

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Section: Qualifications For International Assignmentsmentioning

confidence: 99%

Section: Destinationmentioning

confidence: 99%

What do managers look for in candidates for international assignments?

Kandoğan

2017

Thunderbird Intl Bus Rev

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“…This study adopted a qualitative descriptive approach, in which in-depth, semi-structured interviews were the primary data collection strategy [19][20][21]. Conventional content analysis was used to analyze the data.…”

Section: Methodsmentioning

confidence: 99%

Influencing Factors for Expatriation Willingness of Chinese Medical Aid Team Members (CMATMs) in Africa: A Qualitative Descriptive Study

Chen

Liu

Mao

2020

IJERPH

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Chinese medical aid team members (CMATMs) play an important role in the implementation of China’s health assistance strategies in Africa. This paper explored the influencing factors of expatriation willingness for Chinese medical aid team members (CMATMs). We employed a qualitative descriptive study using semi-structured interviews with twenty-five participants. Participants included hospital directors and local Health and Family Planning Commission (HFPC) officers who were in charge of CMATMs dispatching, and CMATMs that had returned from medical aid service. Six influencing factors emerged: career advancement, loneliness, living conditions, personal safety, family–work conflict, and doctor–patient relationship. Career advancement is the most important factor and concern for doctor CMATMs. Social use of Internet is on the core of entertainment. Enhancing technical title promotion policies is the most important motivator. This study obtained baseline information that is useful to relevant stakeholders in their attempts to improve CMATMs’ expatriation willingness.

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“…Postarrival training is regarded as effective in expatriate adjustment due to the fact that expatriates may have trouble applying structured predeparture training to their unstructured and unpredicted expatriate experience. However, postarrival training enables expatriates to combine explicit knowledge and information from their prior knowledge with real experience (Gudykunst, ; Mendenhall, Kuhlmann, Stahl, & Osland, ; Selmer, Torbiorn, & de Leon, ). In contrast to predeparture training, postarrival training gives expatriates an opportunity to evaluate any emerging stressors and problems (Sanchez, Spector, & Cooper, ).…”

Section: Literature Reviewmentioning

confidence: 99%

International Training and Management Development Policies and Practices of South Korean MNEs in China

Kang

Shen

Gao-jian

2015

Thunderbird International Business Review

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International training and management development has to date received little research attention. This study aims to contribute to the international human resource management literature by empirically exploring international training and management development policies and practices for both expatriates and host‐country nationals (HCNs) of South Korean multinational enterprises (MNEs) operating in China. The data for this study were collected through in‐depth interviews with both HCN managers and expatriate managers of 10 Korean MNEs. The results show that in our sample, South Korean MNEs provide expatriates with inadequate and low‐rigor predeparture cross‐cultural training and leadership training. However, the sample MNEs provide extensive predeparture and postarrival language training and regular postarrival technical and professional training. On‐the‐job training is provided mainly to HCN production workers in order to improve productivity and work safety. Selected high‐performance HCN middle managers and employees are sent back to headquarters for training. This, however, is not regarded for career development but for rewarding good performance. The sample South Korean MNEs pay little attention to management development for both expatriates and HCNs. Consequently, this has a negative effect on employees’ organizational commitment and retention. © 2015 Wiley Periodicals, Inc.

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Employee Development and Expatriate Assignments

Cited by 45 publications

References 0 publications

What do managers look for in candidates for international assignments?

What do managers look for in candidates for international assignments?

Influencing Factors for Expatriation Willingness of Chinese Medical Aid Team Members (CMATMs) in Africa: A Qualitative Descriptive Study

International Training and Management Development Policies and Practices of South Korean MNEs in China

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