Expanding horizons and expatriate adjustment

2018 ◽  
Vol 25 (3) ◽  
pp. 401-424 ◽  
Author(s):  
Rizwan Tahir
Keyword(s):  
Qualitative Study ◽  
United Arab Emirates ◽  
Host Country ◽  
Selection Criteria ◽  
Small Sample ◽  
Social Orientation ◽  
Research Attention ◽  
Content Type ◽  
Expatriate Managers ◽  
The Right

Purpose Expatriate management is a popular theme in the field of international human resource management in light of the fact that expatriates play a crucial role in a MNC’s global operations. The purpose of this paper is to explore how MNCs select, train, deploy and support expatriate managers during and after their international assignment in the United Arab Emirates (UAE). Design/methodology/approach This qualitative study is based on in-depth interviews with 22 Western expatriate managers who are presently based in the UAE. However, in order the ensure a diverse sample among the participants with regards to their age, professional experience, gender and nationality, purposeful sampling was utilized while selecting the participants. Findings The results of the present study cast light on many shortcomings of the overall expatriation process as they are implemented by MNCs in the UAE. Accordingly, there is a pressing need for MNCs in the UAE to develop strategic expatriation processes, involving the following critical factors: the selection of the right person for the right job; specific and relevant pre-departure and post-arrival cross-cultural training (CCT); practical support for the expatriate employees and their trailing spouses in the host country; and lastly, a clear repatriation strategy to mark a successful conclusion of foreign assignments in the UAE. Research limitations/implications It is acknowledged that the results of this purely qualitative study, based on a relatively small sample size, cannot claim to represent the management theories, practices and realities of all the Western MNCs in the UAE. Moreover, these findings narrate the views and perceptions of this particular cohort of expatriate executives with relation to their selection, pre-departure CCT, adjustment in the UAE and the support and repatriation policies utilized by their companies for doing business in the UAE. Practical implications This study points to the fact that technical skills are mostly considered to be the predominant selection criteria for the expatriate selections in the MNCs. Other abilities, such as language skills and relational and perceptual adjustability are considered to be less important and do not feature overtly in the selection criteria for expatriate positions. The results demonstrate that distinctive features of adjustability, which include expatriates’ willingness to communicate, their social orientation, dynamic anxiety resistance and openness ability are all critical to the adjustment in the host country and should be given more emphasis. Originality/value Regardless of the presence of numerous MNCs in the UAE, it is indeed surprising to see that the topic of the expatriation management process in MNCs in the UAE has received little research attention. The objective of this study is to address this deficiency. Additionally, it is hoped that these findings may also be valuable to MNCs and consultants who are preparing expatriates for international assignments, especially in the Middle East and in particular in the UAE.

The categorization of expatriates and the support offered by host country nationals

2016 ◽  
Vol 4 (1) ◽  
pp. 18-43 ◽  
Author(s):  
Shirley C. Sonesh ◽  
Angelo S. DeNisi
Keyword(s):  
Host Country ◽  
Small Sample Size ◽  
Small Sample ◽  
Content Type ◽  
Host Country Nationals ◽  
Group Members ◽  
Expatriate Assignments ◽  
The Right ◽  
National Stereotypes

Purpose – Although several authors have suggested that host country nationals (HCNs) play an important role in the management of expatriates (e.g. Toh and DeNisi, 2003; Farh et al., 2010), research has also suggested that this relationship is not always good, and the flow of critical information to expatriates can be limited. This is especially true when HCNs categorize the expatriates as “out-group” members. The purpose of this paper is to examine potential determinants of categorization decisions as well as potential outcomes related to expatriate socialization. Design/methodology/approach – The paper employs a dyadic survey approach to determine the antecedents to expatriate categorization and HCN socialization behaviors from the perspective of both the expatriate and HCN. Findings – The results of survey data from 65 expatriate-HCN dyads indicated that expatriate ethnocentrism and the salience of the expatriates’ nationality were important predictors of categorization, but that categorization was related to only one dimension of socialization. However, affect was found to play a role in predicting socialization behaviors. Research limitations/implications – There is potential selection bias since expatriates chose HCNs as respondents, but results suggested this was not a serious problem. Other limitations include a relatively small sample size and the fact that a number of contextual issues such as national stereotypes and MNC strategy, are not controlled for. Practical implications – Implications of these findings for the successful management of expatriate assignments include sending over expatriates with the right relational skills, and those low in ethnocentrism, rather than just the right technical skills. Originality/value – The present study was one of the first to empirically test the potential role of categorization in the process of socialization.

Deriving managerial implications through SERVQUAL gap elasticity in UAE banking

2018 ◽  
Vol 35 (4) ◽  
pp. 940-964 ◽  
Author(s):  
Mukesh Kumar ◽  
K.S. Sujit ◽  
Vincent Charles
Keyword(s):  
United Arab Emirates ◽  
Structural Equation ◽  
Service Providers ◽  
Traditional Approach ◽  
Equation Modeling ◽  
Relative Importance ◽  
Linear Regression Models ◽  
Content Type ◽  
Managerial Implications ◽  
The Right

Purpose The purpose of this paper is to propose the microeconomics concept of elasticity to estimate the SERVQUAL gap elasticity to derive important insights for service providers to develop the right strategies to bridge the overall gap in service. Design/methodology/approach The dimensions of SERVQUAL adopted from Parasuraman et al. (1988) and Kumar et al. (2009) are first verified for their unidimensionality using structural equation modeling and reliability in the context of United Arab Emirates banking industry. Furthermore, the technique of dominance analysis is used to derive the relative importance of dimensions for different groups of banks. Finally, the stepwise log-linear regression models are used to estimate the gap elasticity to measure the responsiveness of the overall SERVQUAL gap to a change in customers’ perception on different dimension. Findings The results reveal that the dimension which is prioritized as the most important dimension need not to be the one to be targeted under the resource constraint to react faster to the changes of customers’ banking behavior. Originality/value This is probably the first attempt to examine the service quality through gap elasticity. This method is especially useful when the traditional approach to measure relative importance of critical factors fails to clearly discriminate between two or more dimensions, which, in turn, may lead to failure in decision making to choose the right strategies to bridge the overall gap in the service.

Analysis of the attrition phenomenon through the lens of university dropouts in the United Arab Emirates

2019 ◽  
Vol 12 (2) ◽  
pp. 357-374
Author(s):  
Sanaa Ashour
Keyword(s):  
Early Intervention ◽  
United Arab Emirates ◽  
Undergraduate Students ◽  
Theoretical Models ◽  
Phenomenological Approach ◽  
Small Sample ◽  
Drop Out ◽  
Early Marriage ◽  
Contributing Factors ◽  
Content Type

Purpose Theoretical models of attrition have failed to address the interwoven factors from the perspective of undergraduate students that influence their decision to drop out. The purpose of this paper is to unravel these complexities using a qualitative phenomenological approach to gain systematic descriptions of the experience of non-completion. Design/methodology/approach Tinto’s (2004) and Bean and Metzner’s (1985) models serve as the theoretical construct for the study’s design and analysis. In-depth interviews were conducted with 41 students who discontinued studies at universities in the United Arab Emirates, to understand the situations that led them to drop out of university and how they experienced this event in their lives. Findings Several issues were identified as contributing factors for dropping out that are consistent with those found in the international literature. Additional issues were more gender or culture specific and, to some extent, represented the differences that signal a social development that is in a transitional stage. The findings revealed that institutional factors, poor pre-college preparation, environmental factors (work-education conflict), early marriage responsibilities, well-paid job opportunities and financial concerns were most influential. Research limitations/implications Despite the limitations of relying on a small sample to generalize findings, the rich detail of this inductive study has added to the understanding of the dropout phenomenon in a new context. Practical implications The paper recommends both remedial and early intervention strategies to be undertaken by the Ministry of Education and universities. Remedial strategies include re-examining the desired standard of English as a condition for admission and adjusting the grading system. Early intervention measures that accommodate the needs of at-risk students are also proposed. At local, regional and international levels, higher education should be freed from commodification and inflated fees. Originality/value The paper presents a significant departure from the largely North American and European literature on the university dropout, by offering a broader knowledge of this phenomenon in another regional and national context.

The effect of CSR commitment on firms’ level of internationalization

2019 ◽  
Vol 16 (8) ◽  
pp. 1415-1432
Author(s):  
Morteza Khojastehpour ◽  
Md Abu Saleh
Keyword(s):  
Host Country ◽  
Critical Role ◽  
Short Term ◽  
Research Attention ◽  
Content Type ◽  
General Terms ◽  
Regulatory Quality ◽  
Corporate Social ◽  
The Relationship

Purpose Corporate social responsibility (CSR) has received considerable research attention globally over the past decade. Although a growing number of prior studies have investigated the various dimensions of CSR in general terms, few studies have investigated the critical role that CSR can play in the internationalization process of firms. Design/methodology/approach Using S&P 500 companies during 2004-2014, the authors found that the level of CSR commitment raises the level of reliability of firm and allows further international penetration. Moreover, better regulatory quality of host country is at actual support of internationalization only when considering the short term. Findings Better regulatory quality of host country is at actual support of internationalization only when considering the short term. Originality/value The authors build on internationalization theory and CSR and examine the relationship between firms’ level of internationalization and CSR commitment.

The classification of supplier selection criteria with respect to lean or agile manufacturing strategies

2017 ◽  
Vol 28 (2) ◽  
pp. 232-249 ◽  
Author(s):  
Mohamed El Mokadem
Keyword(s):  
Supplier Selection ◽  
Selection Criteria ◽  
Small Sample Size ◽  
Principal Component ◽  
Agile Manufacturing ◽  
Small Sample ◽  
Underlying Structure ◽  
Principal Component Factor Analysis ◽  
Content Type

Purpose The purpose of this paper is to investigate how manufacturing strategies could affect the supplier selection criteria used by business firms. Design/methodology/approach Survey strategy was used to empirically understand the research argument. First, principal component factor analysis was employed to validate the underlying structure of the supplier selection criteria. Then, simple regression analysis was employed to test the research hypotheses. Findings Organizations pursuing lean strategies will emphasize factors that improve their efficiency when selecting their suppliers, while organizations pursuing agile strategies will assert factors that improve their ability to respond to customer unique requirements when selecting their suppliers. Research limitations/implications This study provides new insight for researchers to understand the effect of manufacturing strategies on the classification of supplier selection criteria. However, the small sample size might limit the ability to generalize research findings. Further research is required to confirm the findings using a wider sample. Practical implications This research provides practitioners with useful insights into how to select their suppliers based on their manufacturing strategies. Originality/value This paper classifies supplier selection criteria into three distinct groups: lean, agile, and common capabilities. Lean capability refers to the list of criteria that are highly relevant in selecting suppliers for lean implementers. Agile capability refers to the list of criteria that are highly relevant in selecting suppliers for agile implementers. Finally, common capability refers to the list of criteria that have comparable relevance in selecting suppliers for both lean and agile implementers.

Optimism, overconfidence and entrepreneurial activity

2008 ◽  
Vol 46 (7) ◽  
pp. 986-1001 ◽  
Author(s):  
Rose Trevelyan
Keyword(s):  
Regulatory Focus ◽  
Development Process ◽  
Analytical Techniques ◽  
Small Sample ◽  
New Venture ◽  
Entrepreneurial Activity ◽  
Future Research ◽  
Content Type ◽  
The Right ◽  
The Impact

PurposeThis paper aims to explore the question of confidence in entrepreneurship, and the impact confidence has on key tasks in the venture development process.Design/methodology/approachPropositions about the relationship between key elements of confidence (optimism and overconfidence) are made in order to unpack the confidence construct. Simple tests of these propositions are conducted using a small sample of Australian entrepreneurs. Further propositions are made about the impact of optimism and overconfidence on activity across different phases of the new venture development process.FindingsTwo elements of confidence, optimism and overconfidence, are distinct in their association with each other and with a third individual difference (regulatory focus). The dual and sometimes opposing impacts of optimism and overconfidence on new venture activity are explored. Optimism and overconfidence are both beneficial when deciding to become an entrepreneur, but overconfidence is harmful when making decisions in response to setbacks.Research limitations/implicationsConclusions are limited by the sample size and simple analytical techniques. Rather, the impact of the paper is in the implications of the independence of optimism and overconfidence. Future research can explore and test the propositions made about when each is harmful and when beneficial.Practical implicationsFor entrepreneurs, it is important to be aware of your optimism and overconfidence in different situations. When optimism is beneficial, use it, but when overconfidence is harmful, mitigate against it by asking the right questions and working with others to check assumptions and strategies.Originality/valueThis paper distinguishes between two individual differences, optimism and overconfidence, that are typically thought to be interdependent and beneficial for entrepreneurs.

Expatriates in the UAE

2014 ◽  
Vol 35 (3) ◽  
pp. 47-54 ◽  
Author(s):  
Hanan AlMazrouei ◽  
Richard J. Pech
Keyword(s):  
United Arab Emirates ◽  
Organizational Leaders ◽  
Content Type ◽  
Staff Members ◽  
Practical Model ◽  
Expatriate Managers ◽  
Strategic Perspective ◽  
Overseas Deployment ◽  
Positive Effect ◽  
Practical Implications

Purpose – Sending staff to international locations can be costly for employers as well as employees if the expatriate staff members fail in their ability to assimilate themselves or are unable to work within the construct of the foreign culture. From a strategic perspective, failed overseas deployments can have serious implications in both the firm’s reputation and unnecessary costs. We examine this issue within the context of deployments to the United Arab Emirates (UAE). Design/methodology/approach – Questionnaires are used to examine the factors relating to expatriate leader adjustment in the UAE. The experiences of expatriate managers in the UAE are discussed. Findings – Our study found that well-structured pre-departure training had a positive effect on expatriate managers’ adjustment to working in the UAE. Mentoring was also considered to be highly effective as a means of preparing employees for an overseas deployment. A number of useful guidelines have been developed from the experiences of the expatriate managers surveyed in our research. Research limitations/implications – Practical implications The results provide notable implications for organizational leaders facing a posting to the UAE and human resource management specialists preparing people for work in the UAE. It also provides a practical model to be used by expatriate leaders to facilitate their adjustment to the UAE culture. Originality/value – Although there has been much research on cross-cultural adaptation, relatively little has been written on practical managerial adaptation, specifically in the UAE. This article helps address this imbalance.

Do age, work experience and gender affect individuals’ propensity to trust others? An exploratory study in the United Arab Emirates

2018 ◽  
Vol 38 (3/4) ◽  
pp. 210-223 ◽  
Author(s):  
Rachid Zeffane
Keyword(s):  
United Arab Emirates ◽  
Work Experience ◽  
Positive Impact ◽  
Small Sample ◽  
Future Research ◽  
Content Type ◽  
Trust Formation ◽  
Propensity To Trust ◽  
And Gender ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of age, work experience and gender on individuals’ propensity (inclination or readiness) to trust others. Design/methodology/approach The authors gathered literature arguments and developed a basic theoretical model explored through an empirical study. The study uses a sample of 324 retail business owners/operators in the United Arab Emirates. The authors developed and tested three main hypotheses. Findings Age has a significant positive impact on the propensity to trust. Work experience has a similar effect, but to a lesser degree. Females are generally less predisposed to trust. However, the impact of age on trust was significant for both males and females. Research limitations/implications This study focuses on a small sample of individuals in a single country. A larger multi-context study would be beneficial in verifying the above findings. Also, the concept of trust used in this study is general and focuses mainly on general likelihood/aspirations to trust others. Future research could examine the relationship of age to different aspects of trust and in different circumstances. Practical implications The findings of this study have several practical benefits. They draw the attention of human resource management practitioners and policy makers to the importance of age, work experience and gender in shaping trust relationships in both societal and business contexts. Originality/value The impact of age (and aging) work and society in general is a growing concern. Despite the number of studies examining trust and the process of trust formation, the relationships between age, gender and trust have been largely overlooked in previous research. This study attempts to address this gap and provides useful evidence likely to inspire further/future research on this issue.

Influences of cultural orientations on Emirati women’s careers

2016 ◽  
Vol 45 (5) ◽  
pp. 988-1009 ◽  
Author(s):  
Linzi J. Kemp ◽  
Fang Zhao
Keyword(s):  
Career Development ◽  
United Arab Emirates ◽  
Small Sample ◽  
Cultural Dimensions ◽  
Cultural Perspective ◽  
Content Type ◽  
Women's Careers ◽  
Cultural Orientations ◽  
Business Application ◽  
Women’S Careers

Purpose – The purpose of this paper is to explore how cultural orientations influence Emirati women’s career development. Drawing on the cultural theories of Hofstede (1980, 2001) and House et al. (2004), the authors investigated the cultural orientations of a sample of 19 women in the United Arab Emirates. Design/methodology/approach – In-depth interviews were conducted to collect life history data about women’s early lives, education and employment. Findings – The findings identify three themes that influenced the participant’s careers: family influence on careers, individual-level attitudes toward education for careers, and workplace career development. Research limitations/implications – Limited by the small sample of 19 female national participants that implies further international study is required to extend this research. Practical implications – The business application is that social values, beliefs and norms can be leveraged for women’s career success. Social implications – Policymakers are guided on key factors that influence Emirati women’s careers from a cultural perspective. Originality/value – The study makes a unique theoretical contribution in a model that shows: cultural dimensions are interrelated, cultural values and practices are interdependent, and cultural orientations vary between women and men.

Appointing a general manager in Sino‐US joint ventures

2007 ◽  
Vol 15 (2) ◽  
pp. 152-165
Author(s):  
Xiaohua Lin
Keyword(s):  
Joint Ventures ◽  
Small Sample Size ◽  
Small Sample ◽  
International Joint Ventures ◽  
Cross Sectional ◽  
General Manager ◽  
Content Type ◽  
Ijv Performance ◽  
The Right ◽  
American Partner

PurposeThe purpose of this study is to examine performance implications of general manager appointment in Sino‐US joint ventures, specifically whether there is a difference in outcomes when the appointment is made by the Chinese or American partner.Design/methodology/approachUsing a structured questionnaire, data were collected from 94 managers representing US and Chinese partners in 67 international joint ventures (IJVs) based in China.FindingsThe results show that, when the general manager is Chinese rather than American, there is heightened conflict on daily personnel management issues, but not on strategic and contract issues, and the overall levels of partner satisfaction and relationship commitment decrease as well.Research limitations/implicationsThe research was based on small sample size and cross‐sectional design.Originality/valueThis article focuses on the general manager appointment as a control mechanism and explores its link to IJV performance. It identifies daily/personnel issues as a source of conflicts that are associated with the right to appoint the IJV general manager.

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