Expatriates' developmental networks: network diversity, base, and support functions

Shen, Yan; Kram, Kathy E.

doi:10.1108/13620431111178317

Cited by 75 publications

(108 citation statements)

References 71 publications

(99 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…These active and sometimes informal "support groups" appear to provide an advantage to women following both CAE Downloaded by [University of Nebraska, Lincoln] at 12:23 24 August 2015 and SIE tracks: men seem to be limited to the more general chamber of commerce and trade association forums for networking, or to their formal company-sponsored networking and mentoring arrangements. Although others (e.g., Shen and Kram 2011) point to the rather limited role of formal networking and mentoring efforts in expatriates' (both male and female) overseas adjustment and relocation success, our findings contradict this view.…”

Section: On-site Networkingcontrasting

confidence: 99%

Why and How Women and Men Acquire Global Career Experience

Vance

McNulty

2014

International Studies of Management & Organization

View full text Add to dashboard Cite

Building on prior research on expatriation, this qualitative study applies the Vance (2005) pre-expatriation international career development model to examine the experiences arising from women undertaking self-initiated expatriation (SIE). Utilizing a mixed sample of female and male expatriates, the authors interviewed 45 American expatriates in five major cities in Western and Central Europe to determine similarities and differences across gender in the selection and effective utilization of the SIE track to acquire international competencies and career development. Findings show that female expatriates:(1) experience fewer encounters with gender bias in the international business environment than prior research suggests; (2) have a tendency toward self-initiated expatriation over assigned expatriation as a way to obtain valuable international work experience; (3) rely heavily on entrepreneurship and on-site networking to further their self-initiated expatriate experience; (4) experience dual-career-couple issues; and (5) often gain important sources of support from local close personal relationships in the host location. Our study, which has important implications for both women and men in guiding international career planning, also addresses three limitations of the original Vance (2005) model upon which the study is based by: (1) extending the model beyond East Asia to another region (Europe) in order to enhance its generalizability; (2) broadening the concept of "expatriate" from the traditional narrow parent-country national characterization to include in our Downloaded by [University of Nebraska, Lincoln] at 12:23 24 August 2015 Why And hOW WOMEn And MEn ACqUIrE GlOBAl CArEEr ExpErIEnCE 35 sample both company-assigned and self-initiated expatriates; and (3) significantly increasing female sample representation.Current research emphasizes the importance of developing international competencies for enhancing individual career success within an increasingly global marketplace (Cao, Hirschi, and Deller 2012). Organizations similarly place a premium on acquiring staff with these competencies in order to compete effectively in global and domestic markets and to enhance multinational firm performance (Maddux, Galinsky, and Tadmor 2010). There is nonetheless some evidence that organizations generally do an inadequate job in helping their employees develop these important skills (McNulty, De Ceiri, and Hutchings 2013). As a result, individuals are assuming more personal responsibility in the development of these competencies, consistent with a broader, growing trend toward boundaryless and protean careers (Arthur 2008; Biemann and Andresen 2010; Inkson 2006) and self-initiated expatriation (Andresen, Biemann, and Pattie 2012).The purpose of this qualitative study is to apply the Vance (2005) pre-expatriation international career development model to examine similarities and differences across gender in the selection and effective utilization of self-initiated expatriation to acquire individual international compet...

show abstract

Section: On-site Networkingcontrasting

confidence: 99%

Why and How Women and Men Acquire Global Career Experience

Vance

McNulty

2014

International Studies of Management & Organization

View full text Add to dashboard Cite

show abstract

“…Expatriate management scholars have shown much interest in how networks and ties impact on adjustment in the host country environment (e.g. Fahr, Bartol, Shapiro, and Shin, 2010;Liu and Shaffer, 2005;Osman-Ghani and Rockstuhl, 2008;Shen and Kram, 2011). There has also been some interest in the impact of networks on expatriate career competencies, opportunities and advancement (Barhem, Younies, and Smith, 2011;Cao, Hirschi, and Deller, 2012) as well as on the diffusion of international business norms (Nolan, 2011).…”

Section: Expatriation and Networkmentioning

confidence: 99%

Towards an understanding of social networks among organizational self-initiated expatriates: a qualitative case study of a professional services firm

Richardson

McKenna

2014

The International Journal of Human Resource Management

View full text Add to dashboard Cite

Drawing on a qualitative case study of 51 organizational self-initiated expatriates (OSIE) in a professional services firm, this article investigates the role of networks during expatriation and, specifically, in the development of learning that is beneficial to both the individual expatriate and the global operations of the firm. First, we investigate the extent to which individual motivations to engage in OSIE impact on the development of networks. Second, we investigate individual's experiences of network development. Third, we investigate individual perceptions of the benefits of networks for both organizations and individual actors. The paper will report that professionals initiating their own expatriation develop continually expanding and composite networks such that mobility and networks evolve in a seemingly symbiotic relationship. In doing so, it contributes to our understanding of the role of agency in network development and extends our understanding of organizational self-initiated expatriation as a relatively underresearched phenomenon.

show abstract

“…The mentor builds empathy for the protégé's personal concerns and establishes clarity about the protégé's ego. This psychosocial mentoring includes counseling affirmation and friendship based on a sense of trust [39]. In an early study [40], role modeling was included in the psychological functions of mentoring.…”

Section: Mentoringmentioning

confidence: 99%

Exploratory Study Examining the Joint Impacts of Mentoring and Managerial Coaching on Organizational Commitment

Woo

2017

Sustainability

View full text Add to dashboard Cite

A number of organizations have adopted coaching and mentoring interventions to discover and foster the potential capabilities of employees. These practices are seen as competitive drivers to cultivate innovation and creativity in turbulent business environments. However, the literature has not investigated the question of how coaching and mentoring are interrelated. By examining this connection, this study explores the joint effects of these practices on the organizational commitment of employees. The results from survey data of 247 employees, who were coachees as well as protégés at the same time, from 17 companies in South Korea suggested that mentoring moderates the positive relationship between managerial coaching and organizational commitment. In addition, the moderating effects also depended on the extent of the homogeneity of their coach and mentor. The positive relationship between managerial coaching and organizational commitment strongly increased with conditions of higher mentoring and lower homogeneity of coach and mentor. Conversely, the relationship became negative when both mentoring practice and the homogeneity of coach and mentor were low. These results could provide practical implications to organizations that are concurrently adopting both coaching and mentoring programs by helping managers to better understand their joint effects.

show abstract

Expatriates' developmental networks: network diversity, base, and support functions

Cited by 75 publications

References 71 publications

Why and How Women and Men Acquire Global Career Experience

Why and How Women and Men Acquire Global Career Experience

Towards an understanding of social networks among organizational self-initiated expatriates: a qualitative case study of a professional services firm

Exploratory Study Examining the Joint Impacts of Mentoring and Managerial Coaching on Organizational Commitment

Contact Info

Product

Resources

About