Managing expatriates to achieve mutual benefits: An integrative model and analysis

Fan, Di; Wu, Sihong; Su, Yiyi; Li, Yang

doi:10.1016/j.intman.2021.100882

Cited by 12 publications

(10 citation statements)

References 67 publications

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“…The mutual-benefits perspective is essential to managing sustainable international operations, because a sustainable business should satisfy multiple stakeholders (e.g., firms and their employees), rather than merely maximize shareholders' interests per se (Maley et al, 2020). Also, mutual-beneficial outcomes lead to social legitimacy, which is critical for the public's acceptance of, and support for, and opportunity-enhancing practices (e.g., broader job design, employee participation) (Fan et al, 2022).…”

Section: An International Lens To Sustainable Hrmmentioning

confidence: 99%

“…Also, mutual‐beneficial outcomes lead to social legitimacy, which is critical for the public's acceptance of, and support for, an MNE in the host environment. Continuing this line of research, Fan et al (2022) empirically test the mutual‐benefit perspective and develop a sustainable expatriation management system, which emphasizes three dimensions of expatriation practices to achieve both subsidiary economic performance and expatriates' quality of work‐life overseas. These practices refer to ability‐enhancing practices (e.g., selective recruitment, extensive training), motivation‐enhancing practices (e.g., egalitarian codes, internal promotion, and appraisals), and opportunity‐enhancing practices (e.g., broader job design, employee participation) (Fan et al, 2022).…”

Section: An International Lens To Sustainable Hrmmentioning

confidence: 99%

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Advancing the sustainability agenda through strategic human resource management: Insights and suggestions for future research

Ren

Cooke

Stahl

et al. 2023

Human Resource Management

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How can human resource management (HRM), as both a scholarly discourse and a corporate strategic function, advance the sustainability agenda? We endeavor to answer this question by drawing together insights gleamed from the emerging sustainable HRM literature. First, we synthesize various conceptualizations and theoretical perspectives on the topic, including frames of reference from strategic HRM, institutional theory and institutional logics, stakeholder theory, and sustainable careers/life cycle theory. Second, we unpack and contextualize the sustainable HRM literature through the lens of international HRM. Third, we consolidate the extant literature and present an agenda for future research, calling for further exploration of topics that are likely to hit the next high wave of generating new strategic HRM insights and sustainable HRM knowledge.

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Section: An International Lens To Sustainable Hrmmentioning

confidence: 99%

Section: An International Lens To Sustainable Hrmmentioning

confidence: 99%

Advancing the sustainability agenda through strategic human resource management: Insights and suggestions for future research

Ren

Cooke

Stahl

et al. 2023

Human Resource Management

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“…Subsidiary performance refers to a set of outcomes used to measure whether firms can lay out their production or service structure to improve their competitive advantages when operating in a foreign country (Fang et al. , 2010; Fan et al. , 2021).…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

“…, 2017), which results in a lack of consensus on the antecedents of expatriate adjustment. Moreover, studies on expatriate adjustment mainly discuss the individuals' work performance, but neglect subsidiary-level outcomes (Fan et al. , 2021; Wu and Fan, 2021).…”

Section: Introductionmentioning

confidence: 99%

Expatriate adjustment and subsidiary performance: a motivation-hygiene perspective

Wu¹,

Fan

Dabasia³

2022

IJM

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PurposeDrawing on Herzberg's motivation-hygiene perspective, this study examines the factors affecting expatriate adjustment and the relationship between expatriate adjustment and subsidiary performance of emerging market multinational enterprises (EMNEs).Design/methodology/approachUsing structural equation modeling, this study tests a proposed conceptual model based on a matched dataset collected from 38 EMNEs.FindingsThe findings reveal that perceived organizational support (POS) and family adjustment are positively associated with expatriate adjustment, while remuneration and job burnout have no significant relationships with expatriate adjustment. In addition, expatriate adjustment is positively associated with the foreign subsidiary performance of EMNEs.Originality/valueThis study contributes to expatriate adjustment research in the EMNE context by distinguishing motivators and hygiene factors in affecting the expatriates' attitudes toward international assignments. Empirical evidence of expatriate adjustment-subsidiary performance relationship also enriches the authors’ knowledge of EMNEs' expatriation practices.

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“…Compared with the research on human resource management of MNEs in developed countries, there are relatively few studies on the overseas human resource management of EMNEs and their impact (Fan et al 2021;Schaefer 2020;Zhu et al 2018). Many previous studies have examined the factors affecting the expatriates of MNEs, such as entry mode, corporate strategy and size (Dörrenbächer et al 2013;Gong 2003b;Schmid and Kretschmer 2010).…”

Section: Introductionmentioning

confidence: 99%

Subsidiary staffing strategy and innovation performance in Chinese multinational enterprises: the moderating effect of institutional distance

She

Yuan

Jiang

2022

Asia Pac J Human Res

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This article examines the impact of the staffing of foreign subsidiaries of multinational enterprises (MNEs) on the innovation performance of the parent company and the moderating effect of the institutional distance between the host country and the home country. This paper conducts an empirical analysis on the data of 59 mature Chinese MNEs and their 872 overseas subsidiaries over the past 11 years and obtains some interesting results. The results show that the proportion of host country nationals (HCNs) in overseas subsidiaries has a significant positive impact on the innovation performance of the parent company and that it is not a simple linear relationship but rather an inverted U‐shaped relationship. As HCNs increase, the ability to acquire knowledge is increasing, while the ability to integrate knowledge is decreasing. Thus, multiplicative combinations of latent mechanisms result in an inverted U‐shaped relationship. However, the institutional distance between countries negatively moderates the effect of subsidiary HCN proportions on parent company innovation performance. The findings have important practical implications for the multinational innovation strategies of Chinese MNEs and governments.

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Managing expatriates to achieve mutual benefits: An integrative model and analysis

Cited by 12 publications

References 67 publications

Advancing the sustainability agenda through strategic human resource management: Insights and suggestions for future research

Advancing the sustainability agenda through strategic human resource management: Insights and suggestions for future research

Expatriate adjustment and subsidiary performance: a motivation-hygiene perspective

Subsidiary staffing strategy and innovation performance in Chinese multinational enterprises: the moderating effect of institutional distance

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