Lessening the divide in foreign subsidiaries: The influence of localization on the organizational commitment and turnover intention of host country nationals

Hitotsuyanagi-Hansel, Azusa; Froese, Fabian Jintae; Pak, Yong Suhk

doi:10.1016/j.ibusrev.2015.09.011

Cited by 33 publications

(55 citation statements)

References 65 publications

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“…Indeed, HCNs in general were less attracted to foreign than domestic congruent HRM practices, organizational culture, and work environments. Related research has provided evidence for the positive effects of localization on organizational performance in the host market (Newman & Nollen, ) and the organizational commitment of HCNs (Hitotsuyanagi‐Hansel, Froese, & Pak, ). Building on P–O fit theory, this study also extends prior research by showing that the attractiveness of organizational characteristics is perceived differently by HCNs.…”

Section: Discussionmentioning

confidence: 99%

Foreign and domestic company attractiveness to host national employees in Japan: A person–organization fit and image theory perspective

Peltokorpi

Bader

Froese

2019

Int J Selection Assessment

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This study contributes to research on organizational attractiveness and human resource management (HRM) by drawing on image theory to examine the effect of organizational characteristics (foreign vs. domestic company country‐of‐origin, HRM practices, organizational culture, and work environment) on organizational attractiveness perceptions by host country national (HCN) employees. Drawing on person–organization fit theory, we also examine the moderating effects of HCNs' demographic characters (age and gender), work‐related skills (English proficiency and international experience), and value orientations (individualism and risk aversion) between the relationship of these organizational characteristics and organizational attractiveness. A between‐subject scenario‐based experiment with 800 HCN employees in Japan suggest that not the company country‐of‐origin, but the local adaptation of organizational culture, HRM practices, and work environment influence HCNs' organizational attractiveness perceptions. HCNs' demographic characteristics, work‐related skills, and value orientations had moderating effects between these organizational characteristics and organizational attractiveness perceptions.

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Section: Discussionmentioning

confidence: 99%

Foreign and domestic company attractiveness to host national employees in Japan: A person–organization fit and image theory perspective

Peltokorpi

Bader

Froese

2019

Int J Selection Assessment

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“…Finally, localization (i.e. replacing expatriates with host country nationals and perceived host ethnocentrism) has also been found to influence OC in MNCs (Florkowski & Fogel, 1999;Hitotsuyanagi-Hansel et al, 2016). Table 4 summarizes the organizational antecedents of OC in MNCs.…”

Section: Organizational Antecedentsmentioning

confidence: 99%

“…Researchers have examined the influence of OC on employees' job attitudes in MNCs such as intentions to leave (turnover intentions) (Garcia-Cabrera & Garcia-Soto, 2011;Hitotsuyanagi-Hansel et al, 2016;Newman et al, 2011;Zhang et al, 2016), willingness to stay (Gamble & Huang, 2008), and job satisfaction (Paik et al, 2007). In doing so, they have generally relied on social exchange theory (Blau, 1964) to argue that committed MNC employees tend to exhibit positive job attitudes.…”

Section: Job Attitudesmentioning

confidence: 99%

“…Social exchange theory (Blau, 1964) proposes that employees reciprocate positive treatment from the organization through higher levels of OC. Other studies used social identity theory (Hitotsuyanagi-Hansel, Froese, & Pak, 2016;Johnson, Korsgaard, & Sapienza, 2002;Rupert, Jehn, van Engen, & de Reuver, 2010) to argue that OC results from the process of self-conceptualization when interacting with a social group. As argued by Tajfel (1982), social identity is developed when one identifies with the salient characteristics of a social group.…”

Section: Introductionmentioning

confidence: 99%

“…While some empirical studies (e.g. Cullen, Parboteeah, & Victor, 2003;Garcia-Cabrera & Garcia-Soto, 2012;Hitotsuyanagi-Hansel et al, 2016) utilized the 15-item full scale of Mowday et al (1979), others adopted the 18-item scale of Meyer and Allen (1997) or 24-item scale of Allen and Meyer (1990), which include the three sub-dimensions AC, CC and NC. A number of studies adopted an abbreviated version of Mowday et al's (1979) scale of six to nine items ( Kim & Mauborgne, 1993;Kirkman et al, 2001;Leung et al, 2009;Raub & Robert, 2013).…”

Section: Introductionmentioning

confidence: 99%

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Organizational commitment in the context of multinational corporations: a critical review and directions for future research

Presbitero

Newman

et al. 2018

The International Journal of Human Resource Management

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The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single country or region, studies have also emerged examining the OC of employees working in multinational corporations (MNCs). However, there has been no attempt to comprehensively review and synthesize the literature in this area, limiting our understanding on how to effectively manage OC in MNCs. The present study conducts a systematic review of empirical literature on OC in the MNC context. We review literature on the theoretical foundations, antecedents and outcomes of OC in MNCs, and evaluate empirical papers that expand our understanding of the nomological network of constructs to which OC is related in the MNC context. Building on the review, we then present a future research agenda, which targets opportunities for empirical and theoretical advancement of research on OC in the MNC setting.

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Psychological contract breach and organizational cynicism and commitment among self-initiated expatriates vs. host country nationals in the Chinese and Malaysian transnational education sector

2020

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In today's global economy, self-initiated expatriates (SIEs) and host country nationals (HCNs) both represent critical human resources for organizations operating globally. Yet, because these two groups of employees have been studied separately, little is known about how SIEs' and HCNs' perceptions of, and attitudes towards the organization compare and diverge (vs. converge) in terms of implications for human resource management. This study aims to contribute to fill this gap by examining psychological contract breach, organizational cynicism, and organizational commitment components (i.e., affective, normative, and continuance) among a sample of 156 SIEs and HCNs working in the Chinese and Malaysian transnational education sector. Using a one-year time-lagged study, we found that compared to HCNs, SIEs experienced more organizational cynicism and less affective, normative, and continuance commitment. Moreover, the breach-organizational cynicism relationship was stronger (i.e., more positive) among SIEs than HCNs. The indirect relationships between breach and affective and continuance commitment, as mediated by organizational cynicism, were also stronger (i.e., more negative) among SIEs than HCNs. Implications for human resource management are discussed under the lens of Conservation of Resources theory. Keywords Self-initiated expatriates. Host country nationals. Psychological contract breach. Organizational cynicism. Organizational commitment. China and Malaysia In a context of globalization, many organizations, from established multinational corporations to smaller enterprises and international joint ventures, seek to attract international talents (Collings, Scullion, & Morley, 2007). Along with those, talented

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Lessening the divide in foreign subsidiaries: The influence of localization on the organizational commitment and turnover intention of host country nationals

Cited by 33 publications

References 65 publications

Foreign and domestic company attractiveness to host national employees in Japan: A person–organization fit and image theory perspective

Foreign and domestic company attractiveness to host national employees in Japan: A person–organization fit and image theory perspective

Organizational commitment in the context of multinational corporations: a critical review and directions for future research

Psychological contract breach and organizational cynicism and commitment among self-initiated expatriates vs. host country nationals in the Chinese and Malaysian transnational education sector

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