What makes organization-assigned expatriates perform in the host country? A moderated mediation analysis in the India-China context

Panda, Madhusmita; Pradhan, Rabindra Kumar; Singh, Sanjay Kumar

doi:10.1016/j.jbusres.2022.01.010

Cited by 11 publications

(7 citation statements)

References 95 publications

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“…The bilingual questionnaire (Arabic-English) was initially administered during Summer-Fall 2020 and subsequently re-launched in January 2021 to align with the curfew in KSA. In order to enhance the response rate, we applied the snowball methodology to ask the initial survey participants to share the questionnaire with willing to participate in the study (Panda et al ., 2022). We dispatched over 500 invitations via participants' professional emails, LinkedIn accounts and other social networking platforms (e.g.…”

Section: Methodsmentioning

confidence: 99%

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Does the overall justice climate enhance self-initiated expatriates' creativity during uncertain times ? The mediating role of cross-cultural psychological capital

Amari,

Berraies,

Alshahrani

et al. 2023

JGM

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PurposeBuilding on the conservation of resources (COR) theory, this study aims to explore how overall justice climate (OJC) and cross-cultural psychological capital (CCPsyCap) help highly skilled expatriates develop creative behaviours despite disruptive global macro-events. This topic has not been extensively researched in the context of expatriation, especially amongst self-initiated expatriates (SIEs) from the Middle East and North Africa (MENA) countries.Design/methodology/approachThe data were collected through a web-based questionnaire from 307 SIEs coming from the MENA region and working in different sectors of the Kingdom of Saudi Arabia. The responses were analysed via partial least squares-structural equation modelling (PLS-SEM).FindingsEmpirical evidence shows that no significant direct correlation exists between the OJC and the creativity of SIEs. However, the results demonstrate that this relationship was completely mediated by CCPsyCap.Practical implicationsThe context of high uncertainty may limit individuals' cognitive abilities amongst individuals, in turn, reducing their level of creativity. In this regard, this study identifies the need for host organisations to develop fair human resource policies to enhance creative behaviours amongst SIEs in such a context. It also underlines the role of psychological resources as a coping mechanism that helps those expatriates cope with the diverse challenges of their international assignments.Originality/valueThis study offers new theoretical support for understanding how the combination of OJC and psychological resources constitutes a springboard for enhancing SIEs' creativity in a context of hardship. This study also advances the COR theory by adopting a “cross-level resources caravans” approach.

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Section: Methodsmentioning

confidence: 99%

“…Cross-cultural psychological capital : Hope, Selfefficacy, Resilience and Optimism (Panda et al, 2022). We dispatched over 500 invitations via participants' professional emails, LinkedIn accounts and other social networking platforms (e.g.…”

Section: H2 H3mentioning

confidence: 99%

Does the overall justice climate enhance self-initiated expatriates' creativity during uncertain times ? The mediating role of cross-cultural psychological capital

Amari,

Berraies,

Alshahrani

et al. 2023

JGM

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“…Psychological empowerment is considered to be one of the most influential factors affecting employees' innovative behavior [83]. The literature has identified a positive relationship between psychological empowerment and individual performance outcomes, such as job satisfaction [84], task performance [85], and job performance [86]. Psychological empowerment has also been shown to affect creativity [87], innovative behaviors [88], and employee career success [89].…”

Section: The Mediating Role Of Psychological Empowermentmentioning

confidence: 99%

Double-Edged Sword Effect of Flexible Work Arrangements on Employee Innovation Performance: From the Demands–Resources–Individual Effects Perspective

Wang

Xie

2023

Sustainability

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This study explores the double-edged sword effect of FWAs on employee innovation performance based on the Demand–Resource–Individual Effect (DRIVE) model. A total of 411 valid questionnaires from knowledge-based employees were collected in three stages through a survey of technology-based companies in China. The data were analyzed using SPSS 25.0 and AMOS 22 software, and multi-level linear model analysis was conducted to test the double mediating effect of psychological empowerment and role ambiguity and the moderating effect of role breadth self-efficacy. This study found that, in terms of the job demand path, flexible work arrangements (FWAs) increased employees’ role ambiguity, which in turn decreased their innovation performance; in terms of the job resource path, FWAs increased employees’ psychological empowerment, which in turn increased their innovation performance. From the perspective of individual differences, under the flexible work system, employees with high role breadth self-efficacy can enhance their psychological empowerment and reduce role ambiguity, thus promoting their innovation performance. This study is the first to analyze the “double-edged sword” effect of FWAs on employee innovation performance based on the DRIVE model, which effectively extends the moderating variable of role breadth self-efficacy in the model and helps to understand the impact of different types of FWAs on employee innovation performance. In addition, this study provides a reference for technology-based companies to strengthen their digital capabilities and regulation of FWAs, which is conducive to achieving sustainable business development.

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“…A key research topic in literature regarding international mobility is the success/ failure of expatriation assignments. (See, for example, Bednarova et al, 2018;Tahir & Egleston, 2019;Fu & Charoensukmongkol, 2019;Setti et al, 2020;Panda et al, 2022) Expatriate success is determined by the combination of individual, organisational and context related factors. Assignments are often characterized by so called expatriate crises that can evolve at micro (personal and family), meso (network and organisational domains) and macro (host country) levels.…”

Section: Literature Reviewmentioning

confidence: 99%

Relationship between Cultural Origin of Multinational Companies and Employing Expatriates in Foreign Subsidiaries in Central and Eastern Europe

Fehér

Kollár

Szobi³

et al. 2022

Zagreb International Review of Economics and Business

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In the present study, we examine the question of whether the cultural characteristics of the country of the parent company are related to the posting practices of the parent company. According to our hypothesis, the management culture of the sending (parent) company influences the employment of foreign expats in local subsidiaries. In this research we use interviews and multivariate statistical analysis of survey data from five CEE countries, an important but relatively less examined region for global HR mobility. We found a significant relationship between cultural differences and expatriate assignment practices of MNCs. However, based on the strength of the relationship, we can conclude that in addition to management culture, other influencing factors typically influence posting decisions. Our results support Hofstede’s suggestion about the cultural dependence of management methods from a specific, management of expatriates, perspective.

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What makes organization-assigned expatriates perform in the host country? A moderated mediation analysis in the India-China context

Cited by 11 publications

References 95 publications

Does the overall justice climate enhance self-initiated expatriates' creativity during uncertain times ? The mediating role of cross-cultural psychological capital

Does the overall justice climate enhance self-initiated expatriates' creativity during uncertain times ? The mediating role of cross-cultural psychological capital

Double-Edged Sword Effect of Flexible Work Arrangements on Employee Innovation Performance: From the Demands–Resources–Individual Effects Perspective

Relationship between Cultural Origin of Multinational Companies and Employing Expatriates in Foreign Subsidiaries in Central and Eastern Europe

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