As international corporate activities increase, the staffing of their operations involves more strategic concerns. However, foreign assignments have many differences, and dissatisfaction with host country is a known cause of expatriate failure. This study distinguishes from previous studies, which focused on the expatriate selection process from the viewpoint of the human resource managers. Fro...

We examined a multidimensional measure of perceived organizational support (adjustment POS, career POS, and financial POS) within an integtrative stress model of expatriate success. Expatriate success was defined in terms of multiple criteria and the predictors included role stressors, situational stressors, supervisor support, and POS. Hypotheses were tested with 230 expatriate–supervisor dyad...

Leadership succession has been an important topic for research and management practice because of its effect on firm performance. This study integrates leadership succession and expatriate staffing literatures by investigating performance outcomes of leadership succession at foreign subsidiaries in Japan. We distinguished four types of CEO successors: expatriate followers (expatriate succeeds a...

Purpose – This study aims to examine important situational factors impacting expatriate compensation and common practices utilized in compensating expatriates. Design/methodology/approach – A synthesis of literature was reviewed, leading to the identification of numerous situational or contextual factors impacting expatriate compensation. A review of extant literature also identified several cu...

This research is conducted to get more understanding about the antecedents and consequences of expatriate adjustment. Expatriate adjustment is a very important factor for the expatriate and for the organization. As prior studies have explained that family, individual, and social capital factors significantly related to expatriate adjustment, but these studies did not integrate the antecedents a...

To ensure the success of expatriate assignment in China, it is critical that the most suitable candidates are chosen. This article provides a strategic model for selecting, training, and supporting personnel and their families for assignments in China and for helping them adjust to Chinese cultures. Homecountry reintegration strategies are also provided for developing experienced expatriates in...

Using cross-sectional and longitudinal data from expatriates in China, the authors investigated the roles of general, work, and interaction adjustment, as well as work stress, as mediators between the antecedents (learning, proving, and avoiding goal orientations, and perceived organizational support) and expatriate outcome (job performance and premature return intention) relationships. Results...

BACKGROUND Self-medication and acquisition of over-the-counter (OTC) medications are emerging community health issues. Besides being a cheap alternative for treating common illnesses, the behavior entails serious ramifications, such as medication wastage, increasing pathogen resistance, and adverse drug reactions. The present study was conducted to explore the extent of OTC medications in house...

In this study, we theoretically identify three dimensions of expatriate competenciesability, motivation, and opportunity seeking—for knowledge transfer. Integrating the ability-motivation-opportunity framework and the absorptive capacity perspective, we propose that expatriate competencies in knowledge transfer influence a subsidiary's performance through the knowledge received by the subsidiar...

In this article, we review the established understanding of the concept of expatriate failure, discuss its associated problems and present a more sophisticated and comprehensive understanding of the concept. We argue that it might well be time to abandon the concept of expatriate failure altogether and instead draw on the general HR literature to analyse problems related to turnover and perform...