textPrior studies have emphasized that structural attributes are crucial to simultaneously pursuing exploration and exploitation, yet our understanding of antecedents of ambidexterity is still limited. Structural differentiation can help ambidextrous organizations to maintain multiple inconsistent and conflicting demands; however, differentiated exploratory and exploitative activities need to mobilized, coordinated, integrated, and applied. Based on this idea, we delineate formal and informal senior team integration mechanisms (i.e. contingency rewards and social integration) and formal and informal organizational integration mechanisms (i.e. cross-functional interfaces and connectedness) and examine how they mediate the relationship between structural differentiation and ambidexterity. Overall, our findings suggest that the previously asserted direct effect of structural differentiation on ambidexterity operates through informal senior team (i.e. senior team social integration) and formal organizational (i.e. cross-functional interfaces) integration mechanisms. Through this richer explanation and empirical assessment, we contribute to a greater clarity and better understanding of how organizations may effectively pursue exploration and exploitation simultaneously to achieve ambidexterity.

/pdf/structural-differentiation-and-ambidexterity-the-mediating-4tfwksgx8f.pdf

Structural Differentiation and Ambidexterity: The Mediating Role of Integration Mechanisms

Changing patterns of global staffing in the multinational enterprise : challenges to the conventional expatriate assignment and emerging alternatives

Man-made disasters

The aim of this paper is to investigate the roles of domestic and global leaders and organizations to COVID-19 and to consider the new role(s) of Human Resource Development (HRD) based on the ramif...

https://www.tandfonline.com/doi/pdf/10.1080/13678868.2020.1780078

Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic

HRM and performance: Achieving long term viability

Expatriate return on investment (ROI) is undoubtedly an important topic, as evidenced by the considerable efforts of multinational corporations (MNCs) to find cost-reducing alternatives to long-ter...

Expatriate Return on Investment : A Definition and Antecedents

Many managers in global firms regard the ability to obtain a return on investment (ROI) from expatriates as important, given the substantial costs associated with global staffing practices, particularly international assignments, and the risks and uncertainties of deploying key talent. This research examines how expatriate ROI is measured for long-term assignments in 51 global firms, across 18 industries, and with headquarters in North America, UK, Europe, Africa, and Asia Pacific. Our findings suggest that firms do not have formal procedures in place to measure expatriate ROI and instead rely heavily on informal practices that are seldom aligned to a global strategy. Cultural, operational, and strategic barriers to measuring ROI also exist. In addition, we are challenged to consider whether measuring expatriate ROI is actually a goal for managers in global firms, given the evidence which suggests that for some firms having expatriates is often a cost of doing business for which a formal measure may be un...

/pdf/do-global-firms-measure-expatriate-return-on-investment-an-14471j6hna.pdf

Do global firms measure expatriate return on investment? An empirical examination of measures, barriers and variables influencing global staffing practices

Purpose – The purpose of the paper is to assess the relevance of the personal value called self‐transcendence as an explanatory factor regarding gender differences in the socio‐cultural adjustment of expatriate employees.Design/methodology/approach – A sample of 37 male and 31 female expatriates responded to an online questionnaire concerning their self‐transcendence value and their adjustment as expatriate employees.Findings – Self‐transcendence of the expatriate predicted interactional and work adjustment. Perceived expatriate‐local difference in self‐transcendence was a negative predictor of work and interactional adjustment. Females had higher (non‐significant) self‐transcendence than males. Further gender differences in the impact of self‐transcendence and perceived expatriate‐local differences in self‐transcendence were found.Research limitations/implications – Further research into the effect of expatriate levels of the personal value of self‐transcendence, its two components, universalism and bene...

/pdf/why-do-female-expatriates-fit-in-better-than-males-an-19munawccx.pdf

Why do female expatriates “fit‐in” better than males?: An analysis of self‐transcendence and socio‐cultural adjustment

The research presented in this paper addresses an important gap in the expatriation literature in examining perceptions of opportunities, barriers and challenges for expatriation of lesbian and gay (LG) expatriates. This is an area that is under-researched despite such individuals representing a growing sector of the global talent pool. Based on an analysis of interviews with 20 LG expatriates, the study draws on social capital theory as a lens for highlighting LG expatriates' unique attributes and networks. The research is significant in suggesting that the expatriates' sexual minority status is viewed as both a disabler and enabler in expatriation. We suggest that there is a corporate ceiling for LG expatriates, and that they experience discrimination and stereotyping, and oftentimes limited organizational and host-country support. Significantly, the findings also extend research in suggesting that LG workers may have more opportunities in global staffing than previously thought and a valuable role in contributing to inclusivity debates and policy development on the global business stage. Furthermore, LG expatriates may be accepted in host countries when homosexuality is deemed legally or socially unacceptable for locals, and legal and financial independence within LG partnerships may provide them with more mobility than their heterosexual counterparts.

Lesbian and gay expatriation: opportunities, barriers and challenges for global mobility

Purpose – International relocation is undoubtedly a source of stress for families, and in particular for married couples. Yet, despite familial challenges and the fact that “family concerns” remain a top reason for assignment refusal and assignment failure, including a growing body of anecdotal evidence suggesting that many expatriate marriages fail often at huge cost to organizations, there is not one academic study yet published on expatriate divorce. The purpose of this paper is to empirically examine the causes and consequences of expatriate divorce. Design/methodology/approach – In this exploratory case-based study, the author uses respondent data from 13 face-to-face interviews and 25 online survey participants. Findings – Findings demonstrate that expatriate marriages end in divorce for two main reasons: first, a core issue in the marriage that exists before going abroad (e.g. alcoholism, mental health problems) and which continues while abroad; and second, when one or both spouses is negatively in...

https://expatresearch.com/files/4014/4678/3339/McNulty_2015_JGM.pdf

Yvonne McNulty

Papers

Expatriate Return on Investment : A Definition and Antecedents

Do global firms measure expatriate return on investment? An empirical examination of measures, barriers and variables influencing global staffing practices

Why do female expatriates “fit‐in” better than males?: An analysis of self‐transcendence and socio‐cultural adjustment

Lesbian and gay expatriation: opportunities, barriers and challenges for global mobility

Till stress do us part: the causes and consequences of expatriate divorce