Reducing inpatriate managers’ ‘Liability of Foreignness’ by addressing stigmatization and stereotype threats

Harvey, Michael; Novičević, Milorad M.; Buckley, M. Ronald; Fung, Helen

doi:10.1016/j.jwb.2005.05.004

Cited by 119 publications

(74 citation statements)

References 45 publications

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“…The disadvantages that immigrants encounter when competing against natives in the labor market of natives' country of citizenship may be hypothesized to reflect immigrant "liability-of-foreignness" (i.e., LOF; Harvey, Novicevic, Buckley, & Fung, 2005). The main assumption of this LOF hypothesis is that immigrants, facing the liability of being foreign when pursuing job opportunities in the labor market of a country that is not their own country of citizenship, will likely lack legitimacy and therefore achieve significantly lower levels of job success than natives when searching for jobs in 3 the local labor market (Brekke & Mastekaasa, 2008;Constant, Kahanec & Zimmermann, 2009;Millar & Choi, 2008).…”

Section: Introductionmentioning

confidence: 99%

Liability-of-foreignness effects on job success of immigrant job seekers

Fang

Samnani

Novičević

et al. 2013

Journal of World Business

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. We examined the liability-of-foreignness (LOF) hypothesis for immigrant and native job seekers by analyzing a national dataset that tracks their use of job-search methods and their associated job outcomes in the Canadian labor market. To our knowledge this is the first empirical test of LOF at the individual-level while controlling for variables at multiple levels. We found support for LOF when job applicants used the rich media job-search methods of social networks and recruitment agencies, but not when they used the lean media of newspaper ads and the internet. Study limitations, implications, and future research are discussed.JEL Classification: J15, J71, J78

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Section: Introductionmentioning

confidence: 99%

Liability-of-foreignness effects on job success of immigrant job seekers

Fang

Samnani

Novičević

et al. 2013

Journal of World Business

Self Cite

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“…In this regard, following Harvey, Novecevic, and Speier (2000), we use the term inpatriate to represent employees from multinational subsidiaries transferred to the HQ on a permanent or semi-permanent basis. Much of the extant research in this area has been conceptual in nature (Harvey, Buckley, & Fung, 2005;Harvey et al, 2000) and there has been relatively little empirical work (for exceptions, see Harvey & Miceli, 1999;Peterson, 2003;Reiche, 2006;Tharenou & Harvey, 2006). While these studies have considered issues including inter alia, acculturation issues of inpatriate managers (Harvey & Miceli, 1999), and the purposes and critical success factors of such assignments (Reiche, 2006), there is little, if any, available evidence on the extent to which MNEs actually utilize inpatriate assignments 1 (cf.…”

Section: Introductionmentioning

confidence: 99%

Swimming against the tide: Outward staffing flows from multinational subsidiaries

Collings

McDonnell

Gunnigle

et al. 2010

Human Resource Management

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Studying the flows of parent country nationals in multinational enterprises (MNEs) to subsidiary operations has a relatively long tradition. Studying flows of subsidiary employees to other subsidiaries, as third country nationals, and to the corporate headquarters, as inpatriates, however, has empirically, much less pedigree. Drawing on a large-scale empirical study of MNEs in Ireland, this paper provides a benchmark of outward flows of international assignees from the Irish subsidiaries of foreign owned MNEs to both corporate headquarters and other worldwide operations. Building on insights from the resource-based view and neoinstitutional theory, we develop and test a theoretical model to explain outward staffing flows. The results show that almost half of all MNEs use some form of outward staffing flows from their Irish operations. Although the impact of specific variables in explaining interorganization variation differs between the utilization of inpatriate and third country national assignments, overall we find that a number of headquarters, subsidiary, structural, and human resource systems factors emerge as strong predictors of outward staffing flows.

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“…Most companies pay their expatriates according to the wage structure of the employees' country of origin (KPMG, 2012, p. 31), although this can still put employees at a disadvantage, such as when employees who are working in another time zone are expected to work overtime because of the time difference, or when they are expected to use work practices that are not managed appropriately by using a transparent time account system. Intransnational organizations with a pronounced center-periphery structure, actors from the periphery might also be stigmatized or discriminated against; after all, such behavior would reflect the dominant transnational status structure and social structure within the organization (Harvey et al, 2005). In addition, employees from the periphery are often seen as competitors.…”

Section: Types Of Transnational Labor Mobilitymentioning

confidence: 99%

The Transnationalization of Labor Mobility: Development Trends and Selected Challenges Involved in Its Regulation

Pries¹,

Maletzky²

2017

RES

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Internationalization of value chains and of for-profit as well as non-profit organizations, and as a result of cheaper and safer mass migration, transnational labor mobility is of increasing importance. The article presents the development of the different types of cross-border labor mobility (from long-term labor migration over expatriats/inpatriats up to business traveling); it analyses crucial aspects of labor conditions and how the collective regulation of working, employment and participation conditions in general is affected: could local or national forms of labor regulation cope with these new conditions? What are the main challenges when it comes to collective bargaining and the monitoring of labor conditions? The article is based on a three year international and comparative research in Germany and Mexico. First, different ideal types of transnational labor mobility are distinguished that have emerged as a result of increasing cross-border labor mobility. Then potential sources of labor related social inequality and challenges in the regulation of the working, employment and participation conditions for transnational workers are discussed. Finally, some conclusions are drawn for further research.

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Reducing inpatriate managers’ ‘Liability of Foreignness’ by addressing stigmatization and stereotype threats

Cited by 119 publications

References 45 publications

Liability-of-foreignness effects on job success of immigrant job seekers

Liability-of-foreignness effects on job success of immigrant job seekers

Swimming against the tide: Outward staffing flows from multinational subsidiaries

The Transnationalization of Labor Mobility: Development Trends and Selected Challenges Involved in Its Regulation

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