Management and Marketing - Research Publications
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ItemThe benefits of being understood: The role of ethnic identity confirmation in knowledge acquisition by expatriates(Wiley, 2018-01)In this article, we propose that the concept of ethnic identity confirmation (EIC), the level of agreement between how expatriates view the importance of their own ethnic identity and how local employees view the importance of expatriates' ethnic identity, can explain why expatriates who are ethnically similar to host‐country employees are sometimes less effective than expected when working overseas. Multinationals often choose ethnically similar expatriates for international assignments, assuming these expatriates can more effectively acquire knowledge from local employees. Thus, understanding the specific challenges that endanger the realization of this potential is crucial. Our survey, administered to a sample of 128 expatriate–local employee dyads working in China, reveals that both ethnically similar and ethnically different expatriates acquire more local knowledge when EIC is high. However, the association between ethnic (dis)similarity and knowledge acquisition is direct for ethnically different expatriates, whereas for ethnically similar expatriates it is indirect via their perception of local employees' trustworthiness. We discuss this study's important implications and provide recommendations for multinationals on how to provide tailored support to expatriates who face different identity challenges.
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ItemHow you see me, how you don’t: ethnic identity self-verification in interactions between local subsidiary employees and ethnically similar expatriates(Taylor & Francis (Routledge), 2020)Multinational corporations often assign expatriates who share an ethnicity with host country employees (termed ethnically similar expatriates) to work on international assignments. Although sharing an ethnicity with local employees can be an advantage, it also creates a unique identity challenge. In this article, we develop the argument that ethnic similarity might in fact threaten expatriate-local employee interactions if the two parties hold divergent views towards the importance of expatriates’ ethnic identity in their interactions. Drawing on self-verification theory, we explain why people desire to achieve congruence between how they view their own identity and how others view this identity. Subsequently, we identify key cultural and personal constraints affecting expatriates’ efforts to achieve ethnic identity self-verification. We also illustrate how unfulfilled ethnic identity self-verification affects ethnically similar expatriates, local employees and their interactions. Our study, thus, introduces a new angle to understand expatriate-local employee interactions and advances self-verification research by demonstrating the challenges in achieving ethnic identity self-verification when two social parties share an ethnicity.
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ItemResponse Style Differences in Cross-National Research Dispositional and Situational Determinants(SPRINGER HEIDELBERG, 2012-06)
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ItemWhy do international assignees stay? An organizational embeddedness perspective(PALGRAVE MACMILLAN LTD, 2011-05)
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ItemPracticing what we preach: The geographic diversity of editorial boards(ICEBMM organising committee, 2010)
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ItemGender Diversity in Editorial Boards of Management Journals: An Update(World Business Institute, 2010)
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ItemNo Preview AvailableThe Publish or Perish Book: Your Guide to Effective and Responsible Citation Analysis(Tarma Software Research Pty Ltd, 2010)
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ItemA Google Scholar h-Index for Journals: An Alternative Metric to Measure Journal Impact in Economics and Business(WILEY, 2009-01)Abstract We propose a new data source (Google Scholar) and metric (Hirsch's h‐index) to assess journal impact in the field of economics and business. A systematic comparison between the Google Scholar h‐index and the ISI Journal Impact Factor for a sample of 838 journals in economics and business shows that the former provides a more accurate and comprehensive measure of journal impact.
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ItemKnowledge-sharing and social interaction within MNEs(PALGRAVE MACMILLAN LTD, 2009-01-01)