International Human Resource Management Strategies for Multicultural Organizations

The increasingly global nature of construction has highlighted the importance of multiculturalism and the new challenges it brings to execution especially in the light of the dependency on international human resources for expertise and delivery of construction projects in a cost-effective and timely manner. Adopting an analytical approach, this chapter attempts to review international HRM strategies and outlook for multicultural organizations of the construction sector in the Zimbabwean context and also provides some deeper insights on the gaps and inadequacies and recommends possible ways of bridging the identified gaps in practice. In the process, the chapter also examines the cultural factors that influence communication and how communication can be made effective in multicultural environments. But the core of the chapter is to explore international human resource management strategies for multicultural organizations.

THE PHILOSOPHY STRATEGIC PLANNING PUBLIC UNIVERSITY OF MALAYSIA THROUGH EXPATRIATE ACADEMICS EXPERIENCES IN BUILDING THE UNIVERSITY’S REPUTATION AS A HUB OF ACADEMIC EXCELLENCE ON AN INTERNATIONAL LEVEL

The Malaysian Education Development Plan 2015-2025 (Higher Education) has been specifically formulated by outlining ten (10) leaps to achieve continuous excellence in the higher education system in Malaysia thus becoming a hub of academic excellence on an international level. In line with that, the objective of the study is to trace the experience of international human capital in helping to shape the involvement of the reputation of Malaysian public universities on an international level. However, the debate that leads to the recruitment of international human resources is said to have no long-term impact on the development of a university. The discussion in this paper explores the experience of international human resources in making positive contributions to public universities in line with efforts to strengthen its position and status as a prestigious educational institution, in line with the contemporary transition of higher education. The narrative approach utilises a selection of original dialogues and involves 20 expatriate academics who meet the criteria of residency with a work visa, having the status of a self-initiated expatriate, are not classified as inter-university exchange staff, nor are on sabbatical leave. The contribution of this study is able to shift the contextual focus of the internationalisation literature of higher education institutions which was previously said to focus on generating income of a university, to a valuable human resource experience in contributing to the involvement of the university’s reputation globally. The findings of the study also insert an advanced dimension by presenting a detailed understanding of human resource mobility as well as introducing a new dimension that offers a deeper understanding of the university’s reputation involvement on an international level. This study seeks to offer specific evidence of how expatriate academics evaluate their expatriation experience by selecting a public university as a career place. While the results of the study are expected to be useful information for public universities in implementing alternative strategic planning policies for the future, further determining the scenario of Malaysian higher education.

Benefits and challenges for Malaysian hotels when employing foreign workers and interns

Purpose In Malaysia, globalization has increased the number of multinational hotel chains and independent five-star hotels employing foreign professionals, interns and labourers. This study aims to explore the benefits and challenges for hotels of the many foreigners working in Malaysia. Design/methodology/approach Semi-structured interviews were conducted with Malaysian hotel managers concerning employment of foreign workers. Findings The results indicate that the employment of foreign workers benefits customers, enlarges the hotel’s network of industry contacts and enhances the knowledge, professionalism and service culture of the hotel workforce. This study identified challenges for the foreign workers such as culture shocks and problems with learning the Malay language. Research limitations/implications This is an exploratory qualitative study conducted prior to the outbreak of COVID-19. The unemployment issue is worsened as COVID-19 spreads globally. To the best of the authors’ knowledge, this is among the first study to examine the positive and negative impacts of foreign workers employment in hotels in Malaysia. Practical implications The employment of foreign workers reduces the availability of jobs for locals. Recommendations are provided for locals to improve their employability and for hotels to better host international interns. Social implications This study highlights the need for balance between the benefits of foreign workers employment, and its challenges such as local unemployment. Originality/value To the best of the authors’ knowledge, this research is among the first in the international human resources management literature to provide a first-hand perspective of employment of expatriate managers, foreign labourers and interns in hotels in a Southeast Asian developing country.

International Human Resource Management Strategies for Multicultural Organizations

The increasingly global nature of construction has highlighted the importance of multiculturalism and the new challenges it brings to execution especially in the light of the dependency on international human resources for expertise and delivery of construction projects in a cost-effective and timely manner. Adopting an analytical approach, this chapter attempts to review international HRM strategies and outlook for multicultural organizations of the construction sector in the Zimbabwean context and also provides some deeper insights on the gaps and inadequacies and recommends possible ways of bridging the identified gaps in practice. In the process, the chapter also examines the cultural factors that influence communication and how communication can be made effective in multicultural environments. But the core of the chapter is to explore international human resource management strategies for multicultural organizations.

INFLUENCE OF CULTURAL DIFFERENCES IN INTERNATIONAL HUMAN RESOURCES POLICIES ON THE CASE OF INTERNATIONAL DUTCH COMPANY IN AZERBAIJAN

Recent years have witnessed the rapid development of Human Resources Management. Nowadays HR issues are significant not only in domestic market but also, because of globalisation process, they are becoming more important in international companies relation. In such circumstances companies have to face new challenges and create appropriate conditions for multicultural working. Studies of Hofstede (1980) show the importance of place and culture in which people have grown up to their feelings and behaviours. Recently, researches have examined the effects of culture in International Human Resource Management. Cultural differences determinate HRM activities in most of the company subsidiaries areas of action (Schneider and Barsoux, 1997). This practise begins from staffing policy, then it is going through knowledge sharing to talent management. Thanks to effective HRM practices in these areas companies creates future competitive position (Ahmad and Schroeder, 2003). That process is strengthened by building socialization mechanism, described by Hong and Vai (2008).

Employee Engagement a Conundrum in Indian Information Technology Companies

Employee engagement is the level of employees psychological involvement towards the organization and its values. It is learnt that when an employee is engaged, the employee is aware of his responsibilities and how it impacts the organizations vision. Current study intends to study the level of employee engagement of select IT companies in India. Top 05 companies were chosen from Chennai and Bangalore on the basis of NASCOM report. Study looked into various factors and the prevailing strategies adopted by the companies that facilitated employee engagement. Variables like Organizational climate, leadership, Job satisfaction, Employee Commitment and Employee Engagement were studied. The sample data was obtained from five major IT organizations in Chennai and Bangalore region. Selected organizations mainly comprises of the Software Developer’s Team under the Self Managed Team base. From the PLS model done, the study suggest the companies that the manifest variables organizational climate, employee commitment, leadership style and job satisfaction has a good loading and contributes to employee engagement in an effective way and the companies need to concentrate on these variables to achieve employee engagement. Originality/value- This study provides insightful findings in understanding the role of organizational competencies like job satisfaction and employee commitment play in facilitating employee engagement. This study also shows the importance of the demographic variables with employee’s engagement. In spite of the limitations of the research, the study contributed to the international human resources management by exploring the South Indian IT company’s context. The theoretical framework proposes the relationship between employee engagement, job satisfaction and employee commitment. The study has found that job satisfaction and employee commitment is correlated with employee engagement and serves as the important indicator for engaging employees

Transitory effects of personality on employee turnover

Purpose – examining transitory effects of extraversion and openness to experience on employee turnover. Design/Method/Approach. Fully observed recursive mixed process model. Findings. Results show that (i) extraversion positively predicts turnover and that (ii) openness does not predict turnover. Moreover, comparing size effects between studies reveals that only extraversion has significantly more positive effect on employee turnover, which is in contradiction with previous meta-analysis. Theoretical implications. This research identifies a plausible boundary condition – national culture – in examining how a person’s personality impact employee turnover in organizations. It highlights the shortcomings of previous meta-analysis that failed to incorporate differences in societal values and business contexts and identifies. Practical implications. In studying cultural contexts and value congruencies, this study contributes to the international human resources literature by identifying boundary conditions that explain how personality impacts employee turnover. Originality/Value. This study is the first to analyze the effects of personality on turnover using a within-individual unfolding and holistic model. Research limitations/Future research. The current study incorporates only a sample from a single country. Future research that analyzes the moderating effects of societal and business values in cross-national samples could corroborate and extend on the findings from this study. Paper type – empirical.

Protocol: Is there agreement or disagreement between the absolute and relative impact indices obtained from the Web of Science and Scopus data?

<p class="Abstract">This protocol justifies the relevance of the research questions that will be posed in future research that will address whether there are differences between the classifications of scientific journals depending on the impact factor indicators that are used: WoS (JCR ), and Scopus (CiteScore and SJR) and, if any, to what may be due. At the same time, the process to be followed to capture and analyze the data that will allow us to respond to the stated objectives is described in detail. Finally, the results of a pilot analysis focused on the 21 top journals of International Human Resources Management according to Caligiuri (1999) are presented. In it, we can verify that the correlation between JCR and CiteScore is practically perfect and that the quartiles of Scopus represent in a much more appropriate way than those of JCR the classification of these 21 as top journals of the category. It is still pending to carry out the complete investigation to verify if these results are generalizable to the field of economic and business sciences in global or to other sub-areas of this field.</p><p class="Abstract">----------------------</p>[Protocolo: ¿existe acuerdo o desacuerdo entre los índices de impacto absolutos y relativos obtenidos a partir de los datos de Web of Science y Scopus?<p class="Abstract">En este protocolo se justifica la pertinencia y relevancia de las preguntas de investigación que se van a plantear en una investigación futura que tratará si existen diferencias entre las clasificaciones de las revistas científicas dependiendo de los indicadores de factor de impacto que se manejen: WoS (JCR) y Scopus (CiteScore y SJR) y, en caso de haberlas, a qué puede ser debido. Al mismo tiempo, se describe de manera detallada el proceso a seguir para capturar y analizar los datos que nos permitirán responder a los objetivos planteados. Finalmente, se presentan los resultados de un análisis piloto centrado en las 21 revistas principales de Gestión de Recursos Humanos según Caligiuri (1999). En él, podemos comprobar que la correlación entre JCR y CiteScore es prácticamente perfecta y que los cuartiles de Scopus representan de manera mucho más adecuada que los de JCR la clasificación de estas 21 como revistas principales de la categoría. Queda pendiente realizar la investigación completa para comprobar si estos resultados son generalizables al campo de ciencias económicas y empresariales en global o a otras sub-áreas de ése campo.</p><p class="Abstract"><strong>Palabras clave:</strong> Protocolo; Revistas de impacto; Análisis de citas; bibliometría.]</p>