international hrm insights for navigating the covid 19 pandemic implications for future research and practice we show the relevance of extant international business ib research and more specifically work on international human resources management ihrm to address covid 19 pandemic challenges decision makers in multinational enterprises have undertaken various types of actions to alleviate the impacts of the pandemic in most cases these actions relate in some way to managing distance and to rethinking boundaries whether at the macro or firm levels managing distance and rethinking boundaries have been the primary focus of much ib research since the ib field was established as a legitimate area of academic inquiry the pandemic has led to increased cross border distance problems e g as the result of travel bans and reduced international mobility and often also to new intra firm distancing challenges imposed upon previously co located employees prior ihrm research has highlighted the difficulties presented by distance in terms of employee selection training support health and safety as well as leadership and virtual collaboration much of this thinking is applicable to solve pandemic related distance challenges the present extreme cases of requisite physical distancing need not imply equivalent increases in psychological distance and also offer firms some insight into the unanticipated benefits of a virtual workforce a type of workforce that quite possibly will influence the new normal of the post covid world extant ihrm research does offer actionable insight for today but outstanding knowledge gaps remain looking ahead we offer three domains for future ihrm research managing under uncertainty facilitating international and even global work and redefining organizational performance

control and performance of international joint ventures control is a critical concept for successful management and performance of international joint ventures ijvs this paper reviews and synthesizes prior studies addressing the conceptualization and operationalization of control within ijvs as well as the ijv control performance relationship the paper also presents a new conceptualization of ijv control as well as a conceptual frame work for studying control of ijvs

host country national networks and expatriate effectiveness a mixed methods study this paper integrates research on personality dissonance and social networks to explore how expatriate interactions with host country nationals hcns are associated with expatriate effectiveness a mixed methods study with expatriates working in china reveals that extraversion is positively related to overall performance a paradox is also noted whereas higher network ties with hcn colleagues are positively associated with performance they are negatively associated with adjustment interviews extend the survey results and highlight how the unclear boundaries between work and home impact on hcn network relationships

nonmonetary effects of the financial crisis in propagation of the great depression this paper examines the effects of the financial crisis of the 1930s onthe path of aggregate output during that period our approach is complementary to that of friedman and schwartz who emphasized the monetary impact of the bank failures we focus on non monetary primarily credit related aspects of the financial sector output link and consider the problems of debtors as well as those of the banking system we argue that the financial disruptions of 1930 33 reduced the efficiency of the credit allocation process and that the resulting higher cost and reduced availability of credit acted to depress aggregate demand evidence suggests that effects of this type can help explain the unusual length and depth of the great depression this abstract was borrowed from another version of this item

work and family role adjustment of different types of global professionals scale development and validation although the original model of expatriate adjustment proposed by black and colleagues has received substantial empirical support it has come under increased academic scrutiny due to both the conceptual overlap among its dimensions and its limited applicability for global professionals who interact with individuals from diverse cultures drawing on role theory we conceptualize and develop a multidimensional scale of the work and family role adjustment of global professionals we assess this scale through five interlocking studies using data from a total of 1231 corporate and self initiated expatriates international business travelers and global domestics after confirming the scale s dimensionality we provide evidence for convergent discriminant nomological and predictive validity we also demonstrate differences in levels of adjustment and in relationships between work and family demands and resources and their respective forms of adjustment across various types of global professionals we contribute to international business research and the organizational behavior and work family literatures by offering a theoretically based scale that assesses adjustment to both work and family roles for a wide range of global employees our scale further lends itself as a diagnostic tool during the selection training and support of global professionals and their families

expatriate assignment adjustment and effectiveness an empirical examination of the big picture this study extends the international literature by empirically testing a model of expatriate adjustment that examines the relationships between organizational antecedents i e reasons for assignment a more comprehensive set of adjustment behaviors self reported performance and subordinate rated managerial effectiveness using data from 194 expatriate managers and 505 subordinates working in the multinational hotel industry structural equations modeling results supported the hypothesized model the conceptual and empirical contributions of this study as well as the managerial implications are discussed

career management issues facing expatriates this research explores expatriate assignments from a career development perspective first the article examines the impact of five organization level career development programs and policies on expatriate effectiveness then it explores the impact of five individual level career management strategies on the success of expatriate transitions data from 118 expatriates in saudi arabia europe south america and japan are presented to examine these career development issues

when do international human capital enhancing practices benefit the bottom line an ability motivation and opportunity perspective we study the conditions under which firms can capitalize on their international human capital ihc using the ability motivation opportunity amo perspective we conceptualize ihc as ability collaborative climate as motivation and the firm s level of internationalization as opportunity we test three alternative amo models the additive model main effect the combinative model two way interactions and the multiplicative model a three way interaction using a cross industry sample of south korean firms we find support for the multiplicative model specifically the relationship between ihc enhancement practices and firm performance is significant and positive only when both collaborative climate and internationalization are high

credit risk drivers evaluating the contribution of firm level information and of macroeconomic dynamics abstract understanding if credit risk is driven mostly by idiosyncratic firm characteristics or by systematic factors is an important issue for the assessment of financial stability by exploring the links between credit risk and macroeconomic developments we observe that in periods of economic growth there may be some tendency towards excessive risk taking using an extensive dataset with detailed information for more than 30 000 firms we show that default probabilities are influenced by several firm specific characteristics when time effect controls or macroeconomic variables are also taken into account the results improve substantially hence though the firms financial situation has a central role in explaining default probabilities macroeconomic conditions are also very important when assessing default probabilities over time

best of both worlds how embeddedness fit in the host unit and the headquarters improve repatriate knowledge transfer knowledge transfer within multinational enterprises is a source of competitive advantage however we know little about repatriates role in reverse knowledge transfer upon their return to headquarters hq using an organizational embeddedness perspective we conceptualized how embeddedness fit individuals perceived match between their knowledge and skills and the job requirements during the expatriation assignment and upon repatriation predicts repatriate knowledge transfer to test the hypotheses we collected multi wave survey data from 129 repatriates and their supervisors and developed a repatriate knowledge transfer scale the results show that perceived organizational support from hq positively influences embeddedness fit both in the host unit during expatriation and in the hq upon repatriation further embeddedness fit in the hq upon repatriation has a direct effect while embeddedness fit in the host unit during expatriation has an indirect effect on repatriate knowledge transfer via increased communication frequency with the former host unit in addition we found that knowledge transfer is particularly pronounced for repatriates with both high levels of embeddedness fit in the hq upon repatriation and frequent communication with colleagues in their former host unit our results highlight the critical importance of helping expatriates increase their perceived embeddedness fit for reverse knowledge transfer to occur

competition from specialized firms and the diversification performance linkage in this study we show that the effect of diversification on performance is not homogeneous across industries and explore analytically and empirically the implications of this finding for the diversification literature diversified firms perform better in industries with a small number of nondiversified competitors or equivalently when specialized firms have a small combined market share but worse as the presence of specialized firms increases in the industries in which they compete the results are robust to the use of methods that alleviate the self selection problem and call for a reassessment of the diversification performance relationship

organizational predictors of expatriate job satisfaction the study presented here attempted to identify the factors under the control of the organization that may predict expatriate job satisfaction the results indicate that both job task and organization characteristics are significantly related to both intrinsic and extrinsic job satisfaction the results appear to have both managerial and research implications

the other half of the picture antecedents of spouse cross cultural adjustment scholars have argued that the adjustment of the expatriate s spouse is an important factor in the success or failure of expatriates in overseas assignments however they have not empirically examined which factors are related to spouse adjustment this study is the first to systematically examine the antecedents of spouse cross cultural adjustment to interacting with host country nationals and to coping with the general foreign environment the results indicate that firms seeking the spouse s opinion about the international assignment the spouse s self initiated predeparture training and social support from family and host country nationals during the overseas assignment have a positive relationship with spouse interaction adjustment additionally firms seeking the spouse s opinion about the international assignment and standard of living have a positive relationship with spouse general adjustment while firm provided training and culture novelty have negative relationships with spouse general adjustment several important research and practical implications are explored

the u curve adjustment hypothesis revisited a review and theoretical framework the cross cultural adjustment research literature has largely been conducted from an atheoretical perspective when a theoretical framework is imposed the u curve adjustment theory has been the one most commonly used the lack of a comprehensive review of the empirical literature on the u curve adjustment theory has allowed scholars to accept or dismiss the theory on grounds other than that of empirical evidence this paper reviews the empirical literature and proposes a theoretical framework and research agenda for future research on cross cultural adjustment

a needs driven approach to expatriate adjustment and career development a multiple mentoring perspective although effective in improving socialization development and retention in the us domestic context mentoring would likely benefit expatriates and their firms but it remains theoretically underdeveloped in the international context we develop a theory of international mentoring by integrating current perspectives on protean and boundaryless careers with the literature on mentoring and expatriates expatriates need multiple mentors to assist their adjustment and development during the pre departure expatriation and repatriation stages of international assignments we discuss both hierarchical and peer and formal and informal mentoring relationships to delineate which relationships best address specific expatriate needs international mentoring may improve expatriate adjustment development and retention and thus may affect outcomes of international strategy we conclude by discussing implications and avenues for future research

resource and market based determinants of performance in the u s banking industry this paper explores the implications of studying industry competitive patterns at the level of resource accumulation and the relationship between resource endowments and firm performance outcomes in the u s banking industry it uses the strategic group framework to evaluate two models of rivalry and performance and concludes by discussing the implications of the findings for competitive analysis strategic group theory and the banking industry

job complexity and learning opportunities a silver lining in the design of global virtual work a vast majority of research on global virtual work focuses on the struggles for workers as they navigate geographic cultural language and time zone differences our research suggests that despite these struggles global virtual work may offer significant benefits to workers we interviewed 78 engineers about their experiences of working globally and then surveyed 515 knowledge workers who worked either with globally distributed or exclusively collocated colleagues global virtual work was associated with workers positive appraisal of the work s complexity and learning potential which in turn improved innovation satisfaction and engagement these effects however relied on workers off job recovery between workdays

an experimental investigation into cross national mail survey response rates this study investigates the effects of foreign and domestic source manipulations on cross national response rates of business people in two countries the united states and britain the hypothesis that managers from the u s a are more likely to respond than those from britain is also tested results suggest that foreign source effects do not raise response rates for british managers findings suggest that higher compliance results from the domestic source responses from usa managers were no higher than from their british counterparts the implications of these findings for cross national mail surveys are discussed

work role transitions a study of american expatriate managers in japan throughout the course of a career an individual must make numerous role transitions instigated through such events as overseas transfers domestic transfers promotions company reorganizations and inter company job changes this paper examines the relationships between several variables and work role transition in the case of an overseas assignment to japan role ambiguity and role discretion were found to influence work adjustment while predeparture knowledge association with local nationals and family s adjustment were found to correlate with general adjustment of american expatriate managers in japan

forecasting bank loans loss given default abstract with the advent of the new basel capital accord banking organizations are invited to estimate credit risk capital requirements using an internal ratings based approach in order to be compliant with this approach institutions must estimate the loss given default the fraction of the credit exposure that is lost if the borrower defaults this study evaluates the ability of a parametric fractional response regression and a nonparametric regression tree model to forecast bank loan credit losses the out of sample predictive ability of these models is evaluated at several recovery horizons after the default event the out of time predictive ability is also estimated for a recovery horizon of 1 year the performance of the models is benchmarked against recovery estimates given by historical averages the results suggest that regression trees are an interesting alternative to parametric models in modeling and forecasting loss given default

an architectural framework for global talent management a unique characteristic of the multinational corporation is that it comprises a geographically dispersed and culturally differentiated workforce that embodies both firm specific and location specific human capital this article takes an architectural approach to describe how different types of human capital develop from the individual level to the unit level and then to the firm level in order to build a talent portfolio for the multinational corporation depending on the company s strategy multidomestic meganational transnational different configurations of the talent portfolio tend to be emphasized and integrated to achieve competitive advantage implications for theory and practice are discussed and a research agenda is introduced

dual career expatriates expectations adjustment and satisfaction with international relocation dual career expatriate couples present a challenging set of problems for international human resource managers the results of a survey of husbands and wives in expatriate dual career couples are analyzed relative to 1 differences between the expatriates and their trailing spouses 2 differences between male and female led dual career couples 3 differences between dual career couples opinions prior to expatriation and upon repatriation the results of the study indicate dual career couples have relatively consistent concerns and expectations prior to expatriation and upon repatriation to their home country the significant differences observed were between male led dual career couples prior to expatriation when compared to male led dual career couples upon repatriation in addition the dual career expatriate respondents did not feel the mnc that transferred them overseas provided adequate training or social support during the international assignment

nonlinear influences of stressors on general adjustment the case of japanese expatriates and their spouses integrating research on parental demands learning and expatriate adjustment we examine potential nonlinear influences of two stressors parental demands and perceived culture novelty on general adjustment of expatriates and their spouses using a sample of 170 matched pairs of japanese expatriates and spouses assigned to the us we found a quadratic effect of parental demands and a cubic effect of cultural novelty on spouse general adjustment but not on expatriate general adjustment implications and directions for future research are discussed

collusion delegation and supervision with soft information this paper derives an equivalence principle between organizational forms of supervisory and productive activities we consider an organization with an agent privately informed on his productivity and a risk averse supervisor getting signals on the agent s type in a centralized organization the principal can communicate and contract with both the supervisor and the agent however these two agents can collude against the principal in a decentralized organization the principal only communicates and contracts with the supervisor who in turn sub contracts with the agent we show that the two organizations achieve the same outcome we discuss this equivalence and provide various comparative statics results to assess the e ciency of supervisory structures

dimensions determinants and differences in the expatriate adjustment process we comprehensively test the black mendenhall and oddou 1991 model of the dimensions and determinants of adjustment to international assignments we also expand the model to examine two individual factors i e previous assignments and language fluency and three positional factors i e hierarchical level functional area and assignment vector as moderators of adjustment determinants surveys were completed by 452 expatriates from 29 different countries assigned to 45 host countries by large multinational firms the multi dimensionality of adjustment was investigated and confirmed support for the expanded black et al 1991 model was found several significant moderating effects emerged showing different patterns of adjustment for those with different amounts of previous expatriate experience and levels of host country language fluency hierarchical level and assignment vector were also important moderators but the effects for functional area were generally weak

joint effect of financial fragility and macroeconomic shocks on bank loan losses evidence from europe abstract a reduced form model including nonlinearities is estimated from pooled data from nine european countries during 1982 2004 to show the effects of macroeconomic shocks and financial fragility on bank loan losses the main ingredients of the model are unanticipated output and interest rate shocks estimated from published macroeconomic and naive forecasts the model fits the data well capturing the extremely high levels of loan losses witnessed in different financial crises

bank fragility money under the mattress and long run growth us evidence from the perfect panic of 1893 abstract this paper examines how the us financial crisis of 1893 affected state output growth between 1900 and 1930 the results indicate that a 1 increase in bank instability reduced output growth by 2 5 a comparison of nebraska which had one of the highest bank failure rates with west virginia which did not experience a single bank failure reveals that disintermediation affected growth through a portfolio change among savers people simply stopped trusting banks time series evidence from newspapers indicates that articles containing the words money hidden significantly increase after banking crises then slowly die out

employees willingness to adopt a foreign functional language in multilingual organizations the role of linguistic identity language holds a central role in sustainable international expansion for multinationals the choice of the functional language can facilitate or hinder communication between headquarters and subsidiary locations in order to communicate effectively with the parent organization host country employees often have to adopt a language that is not native to the subsidiary region we take a subsidiary employee perspective in presenting an interdisciplinary theoretical model of host country employees willingness to adopt a foreign language in multinational organizations the construct of linguistic identity shaped by the linguistic landscape of the host location is introduced as an important determinant in this process specifically the foreign functional language may pose a threat to the employees existing linguistic identity willingness to adopt the foreign functional language may depend upon the extent of this perceived threat we incorporate the effects of foreign language proficiency and individuals motivation for enhancement in the theoretical model both high proficiency in a foreign language and need for social economic and career enhancements can increase individuals willingness to adopt the foreign functional language finally we develop and present implications of the linguistic identity processes for entry mode location and language strategies

international experience in the executive suite the path to prosperity attention is increasingly focused on the potential individual career and firm level benefits of international experience for upper level executives this research examines the relationships between ceo international experience ceo tenure firm internationalization succession events and corporate financial performance results indicate a significant interactive effect between ceo tenure and outside succession on ceo international experience in addition to a relationship with ceo international experience there are two additional interactive effects in the examination of corporate financial performance 1 ceo international experience and the degree of firm internationalization and 2 ceo international experience and ceo succession these interactive effects are evident in accounting and market indicators of corporate financial performance copyright 2000 john wiley sons ltd

from the editors common method variance in international business research jibs receives many manuscripts that report findings from analyzing survey data based on same respondent replies this can be problematic since same respondent studies can suffer from common method variance cmv currently authors who submit manuscripts to jibs that appear to suffer from cmv are asked to perform validity checks and resubmit their manuscripts this letter from the editors is designed to outline the current state of best practice for handling cmv in international business research

the impact of conglomeration on the option value of equity abstract using contingent claims analysis i quantify the effect of risk reducing corporate diversification on the value of equity as a call option on firm assets the impact of conglomeration on firm risk is heavily conditioned on firm size in contrast to small firms the risk of large firms does not decline with increasing conglomeration accounting for this effect the expected equity discount is much lower than commonly assumed and can even turn into a premium if the path dependency of equity is incorporated my results stand in direct contrast to those of mansi and reeb 2002 and caution against using asset substitution as a qualitative argument for explaining economy wide value phenomena

cultural intelligence a theory based short form measure this article reports the development and validation of a theory based short form measure of cultural intelligence sfcq the sfcq captures the original theoretical intent of a multifaceted culture general form of intelligence that is related to effective intercultural interactions the validity of the scale is established with 3526 participants in five language groups from around the world results provide evidence for construct and criterion related validity of the measure and indicate that cultural intelligence is a single latent factor reflected in three intermediate facets in support of construct validity the measure is modestly related to but distinct from emotional intelligence and personality and correlates positively with several indicators of multicultural experience with regard to criterion related validity it relates as predicted to several dimensions of intercultural effectiveness implications for the measurement and understanding of culture and the influence of culture on management practice are discussed

empirical evidence of recurring international compensation problems the expansion of international business necessitates an increased number of employees based in foreign markets these expatriates nationals and third country nationals represent unique and complex compensation problems this article addresses five of the recurring compensation problems reported by members of the society for human resource management international shrmi in a recent survey

the role of international assignees social capital in creating inter unit intellectual capital a cross level model we conceptualize international assignees as informational boundary spanners between multinational enterprise units and develop a cross level model that explores how assignees social capital translates into inter unit intellectual capital first as knowledge brokers assignees create inter unit intellectual capital by linking their home and host unit social capital thereby enabling cross unit access to previously unconnected knowledge resources second as knowledge transmitters assignees host unit social capital facilitates their creation of individual intellectual capital which in turn translates into inter unit intellectual capital we conclude that individual social capital needs to be explicitly transferred to the organizational level to have a sustained effect on inter unit intellectual capital

managing knowledge transfer in mncs the impact of headquarters control mechanisms in this paper we explore the impact of organisational mechanisms on inter unit knowledge flows in multinational corporations mncs a comprehensive model based on agency theory and socialisation theory is tested on a sample of 134 finnish and chinese mnc subsidiaries our findings indicate that mncs can influence inter unit knowledge transfer by specifying the objectives of the subsidiary and by utilising corporate socialisation mechanisms however we found no support for the hypothesised impact of management compensation systems and the use of expatriate managers on the extent of knowledge transfers from foreign subsidiaries to other parts of the mnc

managing the learning and transfer of global management competence antecedents and outcomes of japanese repatriation effectiveness this study examines predictors that lead to effective individual learning of global management competencies on expatriate assignments and the transfer i e the application of those competencies in new assignments upon repatriation a structural equation model based on data from 305 japanese repatriates identifies linkages from organizational support intercultural personality characteristics self adjustment and repatriation policies to outcomes of global competency learning and transfer which in turn lead to heightened job motivation and performance

why do international assignees stay an organizational embeddedness perspective we apply an organizational embeddedness perspective to examine international assignees retention with the organization specifically we hypothesize that assignees social ties within and their perceived fit with the host unit positively relate to two sacrifices on leaving the organization their firm specific learning during the assignment and their perceived career prospects in the organization perceived career prospects are expected to predict subsequent retention moderated by firm specific learning these hypotheses are tested using a sample of 143 inpatriates in 10 german multinationals with retention measured 2 and 4 years later we show that inpatriates trusting ties with hq staff and their fit with the hq positively relate to their firm specific learning and their perceived career prospects and that the latter predicts their retention 2 and 4 years later perceived career prospects mediate the direct relationship between inpatriates fit with the hq and inpatriate retention and the indirect relationship between inpatriates trusting ties with hq staff and their retention furthermore inpatriates firm specific learning mitigates the effect of perceived career prospects on retention decisions 2 years later we contribute to the organizational embeddedness careers and international business literatures by explaining when and how facets of organizational embeddedness relate to assignee retention

mentoring across global boundaries an empirical examination of home and host country mentors on expatriate career outcomes there has long been an interest in the effects of mentors on protege career outcomes and with scholars now beginning to examine mentoring across national boundaries using survey information as well as company records for 299 expatriates 163 men 136 women in 10 countries we examined the impact of home and host country mentors upon expatriate effectiveness we found that having a host country mentor had a significant positive effect on the expatriate s organizational knowledge organizational knowledge sharing job performance promotability and perceptions of teamwork having a home country mentor had a significant positive effect only on organizational knowledge job performance and promotability surprisingly our results revealed that having a home country mentor had a significant but negative effect on the expatriate s organization identification and job satisfaction contrary to the literature neither type of mentoring had a significant effect on job tension implications for practice as well as future research are detailed

individual organizational work and environmental influences on expatriate turnover tendencies an empirical study foreign postings for executives are costly undertakings for multinational corporations especially when they fail yet little research has been done on the causes of expatriate turnover this 155 expatriate survey assesses individual organizational work and environmental influences on both internal and external turnover tendencies it was found that job autonomy and material life satisfaction were key predictors for both internal and external turnover tendencies only for organizational turnover did job autonomy supersede material life satisfaction as the lead predictor of turnover tendencies american expatriates attach much importance to maintaining living standards in postings to foreign locations

the determinants of firms global diversification decisions why do some firms choose to be born global and become early internationalizing firms eifs while others choose to be born again global and develop into late internationalizing firms lifs wh

social business hybrids demand externalities competitive advantage and growth through diversification organization scholars have recently studied the internal challenges and opportunities faced by companies that combine business and social logics i e social business hybrids by adopting a demand side perspective this paper addresses the implications of hybridity for strategic choices with products and businesses by focusing on the role of social business hybrids customers in the conceptual framework social identity theory explains how hybridity generates both positive and negative demand side externalities thus hybridity can be a source of competitive advantage in the marketplace but also create hurdles to firms ability to scale up their business diversification represents a potential choice that simultaneously generates growth preserves hybridity and avoids negative demand side externalities this paper analyzes the optimal type timing and scope of such diversification

organizing knowledge processes in the multinational corporation an introduction this introduction discusses the contrast between on the one hand the current popularity of addressing mnc organization in knowledge terms and on the other the lack of adequate understanding of many of the causal mechanisms and contextual factors in relations between knowledge processes and organizational factors a number of the relevant research challenges are identified and it is clarified how the five articles in this focused issue addresses some of these

asymmetric effects of the business cycle on bank credit risk abstract prior empirical research on the relation between credit risk and the business cycle has failed to properly investigate the presence of asymmetric effects to fill this gap we examine this relation both at the aggregate and the bank level exploiting a unique dataset on italian banks borrowers default rates we employ threshold regression models that allow to endogenously establish different regimes identified by the thresholds over below which credit risk is more less cyclical we find that not only are the effects of the business cycle on credit risk more pronounced during downturns but cyclicality is also higher for those banks with riskier portfolios

qualified immigrants success exploring the motivation to migrate and to integrate high quality employees with international experience bring valuable advantages to internationally operating organizations the growing number and importance of immigrants and particularly qualified university educated immigrants deserves more attention from international business practitioners and scholars the market for highly qualified people within mncs is increasingly becoming international and ever more of them have migrated to a new country to advance their career such employees can be a source of competitive advantage for international firms we use qualitative research with qualified immigrants qis in france to argue that the success of qis depends in large part on their motivation to integrate into their host country which is largely explained by their motivation to migrate from the qualitative data we derive four different types of qualified migrant and suggest that the type will determine the success of the immigrant within and outside the organization the relationship between the motivation to migrate and the motivation to integrate is moderated by met expectations and organizational integration policies such that the effects of these in turn vary with type recognition of the types of qi and the moderating factors will be valuable for practitioners as well as opening up research avenues for scholars

a conceptual model of expatriate turnover many factors may contribute to the high rate of expatriate turnover experienced by u s multinational corporations the objective of this article is to present a comprehensive model of the expatriate turnover process by identifying the key contributing factors and suggesting intermediate linkages and relationships the model appears to have both managerial and theoretical implications

expatriation repatriation and domestic geographical relocation an empirical investigation of adjustment to new job assignments this research examines the relative impact of six sets of factors on multiple indices of adjustment to new job assignments these six sets of factors include demographic variables indices of the internationalness of the job change e g whether the job changer is an expatriate repatriate or domestic geographical relocator job characteristics variables types and amount of career development assistance degree of change between successive job assignments and types of individual coping strategies employed by job changers data were collected from 459 job changers from twenty six countries the results highlight both the commonalities among expatriates repatriates and domestic geographical relocators in adjusting to new job assignments as well as the differences among them

what you do depends on where you are understanding how domestic and expatriate work requirements depend upon the cultural context to empirically address the importance of the cultural context for successful assignments we conducted two studies using a large sample of public sector us professionals working in comparable jobs in 156 different countries the results provided direct evidence that social and perceptual skill reasoning ability and adjustment and achievement orientation personality requirements are higher in expatriate assignments which has implications for pre departure selection also the results partly supported the hypothesis that expatriates are required to adjust their behavior to be consistent with the local cultural values which has implications for post arrival behavioral training

achieving demand side synergy from strategic diversification how combining mundane assets can leverage consumer utilities we explore the overlooked issue of how certain strategic level interindustry diversification options might increase consumer utility discussions of inter industry diversification typically focus on producer synergies obtainable from economies of scope or from skill transfer across business units discussions of intra industry product diversification generally the province of marketing typically focus on synergies obtainable from product bundling which lowers producer costs or provides convenience for consumers we take a different tack by linking interindustry diversification and consumer utility we first separately examine two possible consumer benefits of interindustry diversification 1 facilitating consumers accomplishment of two tasks simultaneously or 2 attracting diverse consumer groups to a common platform when intergroup externalities exist we then assess a simple empirical context that shows potential for simultaneous consumer utilities and two sided market utility together we analyze this context and concurrently develop a mathematical model showing how these demand side synergies can create unique business value we next introduce asymmetric preferences among consumer subgroups and we refine our arguments by comparing their conclusions with the empirical data we learn that combinations of otherwise mundane i e commonplace assets can create consumer value superior assets are not necessary moreover common ownership is necessary for the pricing flexibility required to deliver and capture maximum value through interindustry diversification especially when consumer groups preferences may change the negotiations and settling up required for cooperation through alliances will without common ownership increase costs and reduce responsiveness we discuss the sustainability of demand side advantages and the implications of these ideas for future research and practice

revisiting repatriation concerns organizational support versus career and contextual influences this paper reviews and integrates two perspectives on repatriate retention a traditional one which suggests that the main determinant of repatriate retention is the availability of repatriation support programs and an emerging one which focuses on individual career activism in a changing employment context results of a study of 133 expatriates from 14 mncs indicate that both views contribute to our understanding of repatriate retention building on the results of our study we put forward a framework to guide future research

internationalization tacit knowledge and the top management teams of mncs this study investigates the effects of several dimensions of internationalization on the behavior of mncs top management teams the effects include top executives personal presence in foreign markets their participation in meetings about international strategic issues and their tacit knowledge of the firms international business activities

repatriation of corporate executives an empirical study the effective management of corporate executives returning from foreign assignments has received little attention from academic researchers this study is based on questionnaires completed by members of the american society of personnel administration international aspi the focus of the study was directed at problems that occurred in repatriating executives programs used by corporations to repatriate returning executives and examines why programs have not been instituted by multinational corporations

attitudes towards women s career advancement in latin america the moderating impact of perceived company international proactiveness while companies operating in latin america have witnessed increased female leadership participation the region remains characterized by traditional gender role attitudes this juxtaposition of traditional machismo attitudes towards women along with progress in women s leadership participation make this setting ideal for examining a topic of continued worldwide debate women s career advancement this study examines attitudes towards the career advancement of women a historically marginalized group in latin america building on the extant literature we test the negative association between traditional gender role orientations and attitudes towards women s career advancement both directly and via a mediated relationship through acceptance of women in the workplace we then theoretically and empirically extend this literature by examining an important context related moderator a company s international proactiveness which we contend serves as a mechanism for keeping traditional machismo attitudes from manifesting we examine these relationships within a sample of 973 respondents within the latin american countries of argentina bolivia brazil chile colombia dominican republic ecuador mexico panama peru and venezuela our findings support our hypotheses and provide practical insight into the important yet generally not considered effects of a company s internationalization efforts on attitudes towards the career advancement of women

you paid for the skills now keep them tuition reimbursement and voluntary turnover does investing in employees marketable skills reduce turnover this study uses insights from human capital theory to explain how general skill development and promotion relate to voluntary turnover data from 9 439 salaried employees of a large manufacturer show that participation in tuition reimbursement reduces turnover while employees are in school voluntary turnover increases when individuals earn graduate degrees but is significantly reduced if they are subsequently promoted

towards a renaissance in international business research big questions grand challenges and the future of ib scholarship in this article we review critiques of international business ib research with a focus on whether ib scholarship tackles big questions we identify three major areas where ib scholars have addressed important global phenomena but find that they have had little influence outside of ib and only limited effects on business or government policy we propose a redirection of ib research towards grand challenges in global business and the use of interdisciplinary research methods multilevel approaches and phenomena driven perspectives to address those questions we argue that ib can play a more constructive and vital role by tackling expansive topics at the business societal interface

toward a theoretical framework of repatriation adjustment although the increased internationalization of business has brought greater scholarly attention to the issue of adjustment to overseas assignments comparatively little research activity has been paid to the topic of adjustment back to the home country and home office repatriation adjustment in this article we argue that repatriation adjustment is sufficiently different from other forms of work adjustment e g domestic relocation and expatriate assignments to warrant separate theoretical and empirical investigation to facilitate this we propose an initial theoretical framework and set of derived propositions to guide and spark future research on this topic

another day another dollar enterprise resilience under terrorism in developing countries this study extends the literature on entrepreneurship in developing countries by offering a two stage explanation for the paradoxical observation that enterprise activities often flourish under extreme adversity our findings complement the base of pyramid and peace through commerce attention to the growing role of business in international development by fleshing out the functions of enterprise resilience under terrorism we first explain how terrorism conditions outbreak escalation and reduction may create psychological incentives for enterprise resilience then we show that controlling for ex ante terrorism conditions enterprise resilience yields more favorable economic payoffs at higher levels of terrorism especially for informal entrepreneurs

cross cultural competence in international business toward a definition and a model many international business failures have been ascribed to a lack of cross cultural competence cc on the part of business practitioners however the international business literature appears to lack an adequate conceptualization and definition of the term cc focusing instead on the knowledge skills and attributes that appear to be its antecedents in this conceptual study we propose a definition of cc as it applies to international business and develop a model for understanding how cc is nurtured in individuals linking our definition to the concept of cultural intelligence we discuss the components of the model and suggest that there are environmental and contextual impediments to the effective application of the requisite skills knowledge and attributes that have been identified as necessary for cc resulting in a gap between knowing and doing we conclude by discussing the implications of the model for practitioners and by suggesting appropriate directions for further research

loan growth and riskiness of banks we investigate whether loan growth affects the riskiness of individual banks in 16 major countries using bankscope data from more than 16 000 individual banks during 1997 2007 we test three hypotheses on the relation between abnormal loan growth and asset risk bank profitability and bank solvency we find that loan growth leads to an increase in loan loss provisions during the subsequent three years to a decrease in relative interest income and to lower capital ratios further analyses show that loan growth also has a negative impact on the risk adjusted interest income these results suggest that loan growth represents an important driver of the riskiness of banks

towards an economic theory of the multiproduct firm this paper outlines a theory of the multiproduct firm important building blocks include excess capacity and its creation market imperfections and the peculiarities of organizational knowledge including its fungible and taut character a framework is adopted in which profit seeking firms are seen to diversify in order to avoid the high transactions costs associated with using various markets to trade the services of various specialized assets neoclassical explanations of the multiproduct firm are shown to be seriously deficient

what we talk about when we talk about global mindset managerial cognition in multinational corporations recent developments in the global economy and in multinational corporations have placed significant emphasis on the cognitive orientations of managers giving rise to a number of concepts such as global mindset that are presumed to be associated with the effective management of multinational corporations this paper reviews the literature on global mindset and clarifies some of the conceptual confusion surrounding the construct we identify common themes across writers suggesting that the majority of studies fall into one of three research perspectives cultural strategic and multidimensional we also identify two constructs from the social sciences cosmopolitanism and cognitive complexity that underlie the perspectives found in the literature we then use these two constructs to develop an integrative theoretical framework of global mindset we then provide a critical assessment of the field of global mindset and suggest directions for future theoretical and empirical research

many moving parts factors influencing the effectiveness of hrm practices designed to improve knowledge transfer within mncs minbaeva pedersen bjorkman fey and park s 2003 award winning article highlights the importance of human resource management hrm practices for enhancing employees ability and motivation to transfer knowledge practices that in turn affect knowledge transfer to subsidiaries within multinational corporations mncs in the decade since their laudable article was published some contributions have been made highlighting the contingencies related to the effectiveness of hrm practices in mncs especially those affecting an organizations absorptive capacity these contingencies the moving parts include country level differences in hr systems cross cultural differences in acceptance of hr practices and individual level factors affecting the effectiveness of hrm practices with an eye toward the future i discuss these contingencies paying closest attention to the effect of the individual differences affecting employees willingness to engage in knowledge sharing from the perspective of hrm this year s decade award article opened some significant doors for future research my goal for this commentary is to highlight them and the many that remain relatively unexplored

perceived senior leadership opportunities in mncs the effect of social hierarchy and capital drawing on the structural perspective in organizational theory this study develops a conceptual framework of the social hierarchy within the multinational corporation mnc we suggest that parent country nationals pcns host country nationals hcns and third country nationals tcns occupy distinctively different positions in the social hierarchy which are anchored in their differential control or access to various forms of capital or strategically valuable organizational resources we further suggest that these positions affect employees perceptions of senior leadership opportunities defined as the assessment of the extent to which nationality and location influence access to senior leadership opportunities using multilevel analysis of survey data from 2039 employees in seven mncs the study reveals two significant findings first hcns and tcns perceive that nationality and location influence access to senior leadership opportunities more than pcns second three moderating factors gender tenure and education increase the perception gaps between pcns on the one hand and hcns and tcns on the other although these results are inconsistent these findings indicate that the structural position of pcns hcns and tcns in the social hierarchy affect sense making and perceptions of access to senior leadership opportunities