AY2023 Center for Inclusive Leadership（CIL）
Research Project Grant
研究代表者

所属・職位

氏名

Research
Representative

Affiliation/Position

研究課題名
Research Title

Accomplishing Corporate Missions Abroad: Does Inclusive Leadership Matter?

研究メンバー
Research GroupMembers

Professor

Name

HOOI Carol Lai-Wan

氏名

所属職位

Name

Affiliation

Position———

2023 年度 研究経過（研究経過・到達点を明確にご記入ください。800～1,000 字）AY2023 Research Progress (Please state clearly the research progress, results, approx. 400 words.)
For AY2023, the research project progressed as planned and involved several phases. The objective of the study is to examine
whether inclusive leadership and organizational inclusion matter in expatriate mission accomplishments. First and foremost is athorough literature review on the concepts of the study – inclusive leadership, organizational inclusion and organizational
performance as well as the cultural perspective of Japanese multinational companies. Additionally, prior studies on (1) the nexus
between inclusive leadership and organizational inclusion, (2) organizational inclusion in expatriation, and (3) its effect on expatriate
mission accomplishment was examined.
On completion of the preliminary literature review, the next phase was developing the interview questions. Two sets of questions
were prepared – one for senior HR executives and the other for the Japanese expatriates. Data collected from senior HR executives
include policy development and implementation; alignment with inclusive leadership; communication and awareness; measuring
effectiveness, challenges and adaptation; support mechanisms; cross-cultural training and awareness; feedback from expatriates;
continuous improvement; and integration with performance management. Data collected from Japanese expatriates include presenceof inclusive leadership and organizational inclusion; impact on performance; challenges and opportunities; cross-cultural dynamics;
feedback mechanisms; and suggestions for improvement.
Several experts in the field were consulted before finalizing the questions. Visits to four universities were also made. The questions
were then translated into Japanese and then verified by a Japanese academic. Another Japanese expert who is fluent in English further
verified the accuracy of the translation. The translation was also crosschecked using online translation tools. The final set ofquestions was pilot tested with two volunteers – an academic and a practitioner. The two participating companies were then contactedand asked to help with identifying participants to be interviewed. The interviewing process is currently ongoing. An iterative processof data collection and analysis was employed to identify key themes as data was collected. Due to assurance of confidentiality, theidentity of the participants will not be disclosed. Two other companies were also contacted to participate in the study. However,despite visiting the premises, no affirmative consent was given.
The research project developed as planned with a paper presented at APU Conference 2023 and a conceptual paper submitted to aninternational journal. At the conference, constructive comments were received from the audience, which were duly noted in thedevelopment of the conceptual paper. The paper has undergone one round of review and based on the constructive feedback from thereviewers, the paper is being revised. The paper will be resubmitted after revision by the end of April 2024.

2023 年度中の研究発表（予定を含めてご記入ください）
Publication of Research in AY2023 (journal articles, conferences, etc.) (Please include future plans aswell)
発表方法
詳細
Publication
Methods

Details

著書・論文等

著書・論文名等

Books or Articles

Title of Books or Articles

1

出版社／掲載誌・巻号等

刊行年月日

Name of Publisher /Name and Volume of Journal

Date ofPublication

Innovation in Family Business: An
Updated Bibliometric Study to Propose
Future Research Agenda.
Pathways to Corporate
Entrepreneurship: Do HRM Practices
and Organizational Learning Capability
Matter?
Does Workplace Digitalisation Matterin Transformational Leadership,
Innovative Culture and Employee
Engagement?
Rewards and Recognition on Employee
Motivation and Employee Performance:
A Study of a Manufacturing Company
in Malaysia.
Leadership Styles and Organisational
Innovation in Vietnam: Does Employee
Creativity Matter?

International Journal of Organisational
Analysis (online)
Evidence-based HRM
Vol. 12, No.1, 230-246

2024

Journal of Organizational Change Management
Vol.36, No. 2, 197-216.

2023

International Journal of Management PracticeVol.16, No. 3, 267-283

2023

International Journal of Productivity andPerformance Management
Vol.72, No. 2, 331-360

2023

タイトル
Title
学会等
Presentation at anAcademicConference

その他
Others2024

学会名
Name of an Academic Conference

Asia Pacific Conference 2023
Accomplishing Corporate Missions
Abroad: Does Inclusive Leadership
Matter?
Family Business Innovation: From Past 2023 Asia Pacific Family Business Symposium
to Future Agenda(virtual conference, Australia)

発表年月日
Date ofPresentation
1 December 2023

27 September2023

Do Workplace Digitalisation and Group
Diversity Matter in Linking Innovative
Culture to Employee Engagement?
(under revision after review)

Evidence-based HRM

Submitted 2023

Employee Engagement inHomeworking Ecosystem: The Effect ofe-Leadership, Virtual Communicationand Shared Understanding(under revision after review)
The Dynamics of Crisis Home Officeand Employee Engagement(under revision after review)

International Journal of Manpower

Submitted 2023

Evidence-based HRM

Submitted 2023

Fostering Japanese Global Human
Resources: What Does It Take?
(Ready to be submitted)

Efficacy of remote working in times of
the COVID-19 pandemic: Evidence
from Taiwan (R.O.C.), Japan and UK(Submitted)

2024

Human Resource Management (UK)2024 年度 研究計画（800～1,000 字）
Research Plan for AY2024 (Please state clearly the research progress, results, approx. 400 words.)

22024

The following are the details of the research plan for AY2024:
1.

To update the literature review
Extant literature reveals that though research on inclusive leadership and organizational inclusion has been conducted acrossdifferent industries and cultures, there is a dearth of research in this domain in collectivist, developed economies of East Asia.
Additionally, there are several gaps in the literature on the nexus between inclusive leadership, organizational inclusion andexpatriate mission accomplishment in Japan. Most of the studies have focused on foreign expatriates working in Japan (e.g.,Black, 1988; Bebenroth and Nahar, 2022; Tung and Verbeke, 2010) while another study on Japanese expatriates focuses on thepredictors of expatriates’ job performance in ASEAN countries, such as individual and non-work related differences (Zhaka,2012). Generally, the emphasis is on the adjustment of expatriates, neglecting the role of organizational inclusion in enhancing
the performance and productivity of expatriates. However, new developments may have emerged since the commencement of
this study. Therefore further literature review is needed.

2.

To continue with data collection, data verification, and data analysis
While data collection is currently ongoing, the process will continue until saturation is reached. Efforts will be made to get
more participants from the two organizations or engage more organizations to participate. Further discussions with the relevant
stakeholders are deemed necessary. As an iterative process of data collection and analysis is employed to identify key themes
as data is collected, it is imperative to continue with the data collection. Data verification is also necessary to clarify any
ambiguities during data analysis. Participants will be contacted on this and further interviews may be necessary. Also,participants, academics and industry experts will be consulted to fully comprehend the data, particularly, unexpected results.

3.

To develop an empirical paper to be presented at an international conference
Based on the findings, an empirical paper will be developed. The paper will emphasize on its contribution to leadership theory
for inclusivity and will provide insights into how inclusive leadership in homogeneous, collectivist, developed economies ofEast Asia influences organizational inclusion and expatriate mission accomplishment. The findings will verify if inclusive
leadership and organizational inclusion work in tandem to foster expatriate mission accomplishment. Concisely, it provides
valuable insights into the relationship between inclusive leadership and organizational inclusion and highlights the importanceof incorporating both concepts into organizational practices to promote diversity, equity, and inclusion, ultimately leading toaccomplishing missions abroad. The empirical paper will be presented at a relevant international conference for feedback. The
constructive feedback is invaluable in improving the quality of the paper.

4.

To submit the empirical paper to an international journal after revision based on feedback at the conference
A suitable journal that is Scopus-indexed or at least ranked B in the ABDC list will be selected to submit the empirical paper.

3