The influence of political skill on the acceptance of foreign nationals at the home country organization: an examination of cultural stigmatization

Expatriates’ Embeddedness and Host Country Withdrawal Intention: A Social Exchange Perspective

In this study, we conceptualize the thus far little explored relationship between expatriate and host country as a form of social exchange governed by the norm of reciprocity. Drawing from social exchange theory and our analysis of 451 self-initiated expatriates (SIEs) living and working in the United Arab Emirates, we examine whether the degree of SIEs’ career and community embeddedness explains their host country withdrawal intention via enhanced perceived institutional trust and a more tolerant attitude toward workplace discrimination. Our results provide general support for our theoretical model and most of our hypotheses. In this way, our article makes three contributions. First, it suggests a novel way to conceptualize the relationship between SIEs and host country as a form of social exchange. Second, it differentiates between two dimensions of embeddedness and explicates how the two contribute to SIEs’ intentions to stay in the host country. Finally, the analysis theorizes and empirically tests two previously little explored mechanisms of enhanced institutional trust and a more tolerant attitude toward workplace discrimination through which SIEs’ host country embeddedness influences their host country withdrawal intentions.

Expatriates on the run: The psychological effects of the COVID-19 pandemic on expatriates' host country withdrawal intentions

Extant research on expatriation in high-stress environments where stress is caused by ongoing and unexpected natural crises remains limited. Drawing on stress theory, in this study, we develop a model to examine the stress-inducing effects of intra-family concerns and workplace discrimination on the intentions to leave the host country among expatriates in the high-stress environment of the ongoing COVID-19 pandemic. We also explore whether gender and the level of work adjustment moderate the propensity of intra-family health concerns and workplace discrimination to induce psychological stress. Based on our analysis of 381 expatriates living and working in the United Arab Emirates, we find the model to be generally supported. We also reveal an intriguing moderating effect of work adjustment on the relationship between intra-family health concerns and psychological stress. Overall, the analysis is among the first ones to shed light on the role of natural crises' stressors in defining expatriate outcomes.

Do newcomers with high political skill benefit more from the formal mentoring program?

Purpose

Previous research on the factors influencing mentoring received has primarily focused on protégés' personalities and the similarity between protégés and mentors, whereas understanding on the role of protégés' skills is still limited. Drawing upon the social influence theory, this study investigated how newcomers' political skill influences newcomers' mentoring received and further affects newcomers' socialization outcomes (i.e. person-organization fit perception [P-O fit], performance proficiency and well-being).

Design/methodology/approach

Data were collected from 255 newcomers at a large Chinese information and technology (IT) company using a three-wave, time-lagged design.

Findings

The authors found that newcomers' political skill positively predicted mentoring received, which in turn positively affected newcomers' socialization outcomes.

Originality/value

These findings indicate that political skill enables newcomers to exert social influence on organizational insiders to achieve desirable socialization outcomes, enlarging both the mentoring and political skill literature.

People management and innovation in emerging market multinationals

Purpose

– As the internationalization process dictates the existence of cross-country networks it is essential to explore avenues that allow emerging market multinationals (EMNCs) to share and receive knowledge that can benefit them locally and globally. The purpose of this paper is to explore this conundrum by addressing the significance of creating a global mindset in individuals and across the multinational corporation. In the paper the authors articulate the mechanisms that influence global managers’ abilities to engage effectively with other global managers across borders.

Design/methodology/approach

– This is a conceptual and theoretical piece.

Findings

– The authors argued that global managers engage in reciprocal learning processes to obtain new, innovative knowledge about other countries’ environments and business practices. The authors furthermore suggest that the effectiveness of new knowledge creation is dependent upon the appropriate input, throughput, and output competencies of those involved in the reciprocal learning process.

Originality/value

– Proper people management plays a crucial role in fostering an environment where employees’ commitment will lead to organizational innovation. Propositions foreshadowing in the new, innovative knowledge creation process across cultural and personal levels are articulated.