1,480 research outputs found
Recruitment Sources and Retention Outcomes in Domestic and Foreign‐Owned Firms in Japan: A Human Capital Perspective
No full textABSTRACT While recruiting and retention are core human resource management functions, little attention has been given to their contextual differences in domestic and foreign‐owned firms. We draw on human capital theory and used a mixed‐methods approach—(1) time‐lagged surveys with 755 employees and (2) semi‐structured interviews with 110 managers, headhunters, and employees—to examine recruiting and turnover in domestic and foreign‐owned firms in Japan. Our findings demonstrate significant differences in recruiting sources and turnover‐related outcomes between these firms, partly due to the more extensive use of headhunters and recruitment of host country national employees with higher general human capital in foreign‐owned firms. Our arguments and empirical evidence contribute to the literature by challenging the assumptions of human capital theory, emphasizing the role of context, and providing insights into the underlying reasons for turnover differences between domestic and foreign‐owned firms
Short-term Assignees, International Business Travellers and International Commuters
No full text© Cambridge University Press 2020. This material has been published in revised form Global Mobility and the Management of Expatriates edited by Bonache, J., Brewster, C. & Froese, F.J. [http://doi.org/10.1017/9781108679220]. This version is free to view and download for private research and study only. Not for re-distribution or re-use.fi=vertaisarvioitu|en=peerReviewed
The influence of expatriate cultural intelligence on organizational embeddedness and knowledge sharing: The moderating effects of host country context
No full textThis study advances our understanding of the contextualization of the effects of cultural intelligence (CQ). Drawing from trait activation theory and institutional theory, we develop a multi-level model showing how host countries’ informal and formal openness towards foreigners facilitate or constrain the importance of expatriates’ CQ in becoming embedded in the host organization. Furthermore, this study positions organizational embeddedness as a mediator in the association between expatriates’ CQ and a central element of expatriates’ jobs – knowledge sharing in the foreign workplace. Results from a cross-lagged survey of 1327 expatriates from 100 different nations residing in 30 host countries combined with secondary data indicate expatriate CQ relates positively to organizational embeddedness. Cross-level interaction analyses further suggest that in-group collectivism, the proxy for host countries’ informal openness towards foreigners, facilitates the importance of CQ as a predictor of expatriates’ organizational embeddedness. In contrast, CQ was not found to interact with the proxy for host countries’ formal openness towards foreigners, i.e. national immigration policies. Consistent with predictions, we identified that CQ relates positively to knowledge sharing and that organizational embeddedness carries an indirect effect. We discuss the implications for theory and practice
Dispelling the Myths Behind First-author Citation Counts
No full textWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
Liability of Asianness? Global talent management challenges of Chinese, Japanese, and Korean multinationals
No full textWithin a short time, China, Japan, and Korea have produced worldwide leading multinational enterprises (MNEs). As they expand globally, these companies face major challenges in global talent management (GTM). This article provides a comparative analysis of the major GTM challenges MNEs from these countries experience and the underlying reasons thereof. Our comparative overview reveals similarities in ethnocentric staffing, traditional headquarters-driven organizational cultures, and home-country language policies. While there are striking differences in performance appraisal, reward and compensation, and promotion and career advancement, these GTM practices of Chinese, Japanese, and Korean MNEs are converging to Western style global best practices, though at different levels. Building on and enriching the convergence debate and the distance literature, we identify organizational and country characteristics that help better understand the reasons for these similarities and differences
Economic environment
No full textThis chapter takes an in-depth, amalgamated look into the evolution of Korea’s economic success from being an impoverished nation following the Korean War (1950–1953) to being of first-world status. It traces the development of Korea through three key phases. The first phase focused on state-led international trade development through export-oriented industrialization between the 1960s and 1990s. Starting from the late 1990s, the second phase of neo-liberal, market-oriented development capitalized on inflows of foreign direct investment and regional integration to boost international trade through FTAs. The third phase describes the present period Korea, a rich developed nation that portrays a high-tech national brand image. In presenting the evolution of Korea, this analysis also serves as an important prelude to later chapters of this volume, which offer detailed examinations of Korea’s political and business environment
Roughness Induced Boundary Layer Transition in Incompressible Flow
No full textThe fluid dynamics process leading to laminar-turbulent transition behind an isolated roughness element is investigated in the incompressible regime using particle image velocimetry. The study covers the effect of roughness size and geometry on the promotion of transition. The measurement domain covers a large streamwise range from the near wake to the onset of the turbulent regime. Planar PIV measurements reveal the basic flow pattern and the turbulent structure of the flow characterizing by the velocity fluctuation statistics (RMS of the streamwise and wall-normal velocity component and Reynolds shear stress). The high Reynolds shear stress level reaching the region near the wall in the downstream area indicates the onset of turbulent boundary layer
Improving subsidiary performance via inpatriate assignments: The role of host country national subsidiary CEOs’ social ties and motivational cultural intelligence
No full textInpatriation experience (i.e., working at headquarters) for host-country national (HCN) subsidiary managers is supposed to be beneficial for foreign subsidiaries’ knowledge transfer and financial performance. Applying upper echelons theory, we investigate whether HCN subsidiary CEOs with inpatriation experience promote knowledge transfer from multinational corporation (MNC) headquarters to their subsidiaries via the formation of social ties at MNC headquarters to drive subsidiary performance. Moreover, we theorize and investigate if HCN subsidiary CEOs’ motivational cultural intelligence can amplify the positive effect of inpatriation experience. Combining survey and archival data from 289 subsidiaries of MNCs in South Korea, our results partially support our theoretical model. Our findings offer important implications for expatriate staffing, inpatriation assignments, and subsidiary management
Keterampilan Hukum, Panduan untuk Mahasiswa, Akademisi dan Praktisi
No full textSkills book for Indonesian students and lawyers in Indonesian, based on the skills method of the Faculty of Law of Maastricht University. Each chapter has been written by a different author, but the overall structure is based on the structure of Vaardigheden voor juristen
Gender diversity management in foreign subsidiaries: A comparative study in Germany and Japan
No full textJapan Society for the Promotion of Scienc
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