Personal characteristics and adjustment of Chinese mainland business expatriates in Hong Kong

Selmer, Jan; Ebrahimi, Bahman P.; Li, Mingtao

doi:10.1080/095851900339846

Cited by 15 publications

(6 citation statements)

References 27 publications

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“…There has been little recent research, however, that investigates the effect of national origin itself (for exceptions, see Selmer, Ebrahimi, & Mingtao, 2000a, 2000bSelmer, Ling, Shiu, & de Leon, 2003).…”

Section: National Originmentioning

confidence: 99%

The effects of expatriate demographic characteristics on adjustment: A social identity approach

Olsen

Martins

2009

Human Resource Management

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As demand increases for expatriates to manage far-fl ung operations in a global economy, scholars and practitioners are focusing their attention on the factors that contribute to expatriate success. One such factor is the support that expatriates receive from host country nationals (HCNs) with whom they work. Researchers interested in understanding expatriate success have not closely examined the phenomenon from an HCN perspective, however. At the same time, although we have gained a signifi cant understanding of the roles of psychological, organizational, and contextual variables in the international assignment, there is still much to be understood about how expatriates' demographic characteristics affect their experiences in international assignments. Current fi ndings regarding the effects of demographic characteristics often are inconsistent, highlighting the need for more complex theorizing. This article reviews recent research on the effects of expatriate demographic characteristics and proposes a social identity approach to understanding how these characteristics affect HCN support for the expatriate. It also seeks to develop a theory that addresses discrepancies in extant empirical fi ndings, provides propositions to guide future research in the study of expatriates, and discusses implications for both researchers and practitioners.Expatriates are "employees of business organizations, who are sent [to another country] on a temporary basis to complete a time-based task Few researchers … have examined how HCNs might contribute to adjustment or the factors that determine HCN support for an expatriate.

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Section: National Originmentioning

confidence: 99%

The effects of expatriate demographic characteristics on adjustment: A social identity approach

Olsen

Martins

2009

Human Resource Management

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“…Knowing how to attract, motivate and retain such talent is imperative for the MNCs. While most existing research on such expatriates has focused on issues related to successful foreign assignment, such as knowledge transfer (Chang and Smale ), training (Zhang and Fan ) and adaption (Selmer, Ebrahimi and Li ); few studies have examined compensation disparity between Chinese expatriates and local employees and its implications for Chinese expatriates’ perceived justice and job satisfaction.…”

mentioning

confidence: 99%

Moving from the developing to the developed: compensation disparities of Chinese expatriates

Shen

Xie

2016

Asia Pac J Human Res

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This research examines Chinese expatriates working in Chinese multinational companies subsidiaries in the United Arab Emirates. We identify three salient social referents used by Chinese expatriates to assess distributive justice, i.e. employees working in mainland China, locals from the host country, and employees working in developed country multinational companies in the host country. For each referent, we explore the determinants of perceived distributive justice. The results show that equity and non-monetary rewards are stable and influential factors for perceived distributive justice. Compensation disparity vis-a-vis employees working in mainland China and in international multinational companies has a significant effect on perceived distributive justice. However, compensation disparity is not used when it comes to assessing perceived distributive justice compared to locals in the host country. Finally, our findings suggest that only equity and non-monetary rewards have significant effects on expatriation satisfaction, not perceived distributive justice.

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“…First, Chinese assignees tend to be younger than their western counterparts, largely because many companies prefer unmarried employees to reduce family complexities (Qin and Baruch ). For example, the studies of Selmer, Ebrahimi and Li () and Wang, Freeman and Zhu () both reported an average assignee age of 32–33 years, significantly younger than similar studies of western assignees (e.g. Doherty, Dickmann and Mills ; Pinto, Cabral‐Cardoso and Werther ).…”

Section: Methodsmentioning

confidence: 91%

Exploring motivations in Chinese corporate expatriation through the lens of Confucianism

Yao

Arrowsmith

Thorn

2015

Asia Pac J Human Res

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There is increasing interest in the human resource management strategies and practices of Chinese multinationals, including the important area of overseas assignments. This article focuses on the neglected area of employee perspectives, in particular workers' motivations for accepting an international assignment (IA). It is based on qualitative interviews with 31 individuals recruited through a snowball technique. In contrast to the established (western) literature which understands IA motives from an individual rational-instrumental perspective, this study stresses the importance of Confucian values on motivations and in particular how these relate to perceived collective obligations to the family, the organisation and society. It is argued that the results add a different perspective for the academic study of IAs and have implications for the successful management of IAs more generally.

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Personal characteristics and adjustment of Chinese mainland business expatriates in Hong Kong

Cited by 15 publications

References 27 publications

The effects of expatriate demographic characteristics on adjustment: A social identity approach

The effects of expatriate demographic characteristics on adjustment: A social identity approach

Moving from the developing to the developed: compensation disparities of Chinese expatriates

Exploring motivations in Chinese corporate expatriation through the lens of Confucianism

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