Arup Varma, Shaun Pichler, Pawan Budhwar and Shannon Kupferer
This study aims to build on recent research, by investigating and examining how likely it is that Chinese locals (i.e. host country nationals (HCNs)) would offer support to…
Abstract
Purpose
This study aims to build on recent research, by investigating and examining how likely it is that Chinese locals (i.e. host country nationals (HCNs)) would offer support to expatriates from India and the USA.
Design/methodology/approach
Data were gathered from 222 participants in Chinese organizations, asking them to respond to questions about their willingness to offer support to expatriates.
Findings
As predicted, perceived values similarity was significantly related to higher dogmatism, which had a significant positive relationship with ethnocentrism. Further, ethnocentrism had a significant negative relationship with willingness to offer support.
Research limitations/implications
All data were collected from the participants at one point in time, so the study's results are subject to common method bias. Also, it only included India and the USA, as the two countries of origin of the expatriates.
Practical implications
Given HCNs do not automatically offer support to all expatriates, organizations might consider sending expatriates who are culturally similar to HCNs, as they are more likely to receive support, which will help their adjustment and thus organizational effectiveness.
Originality/value
This study adds to the small, but growing, number of empirical investigations of HCN willingness to support expatriates.
Details
Keywords
Linda C. Isenhour, Diana L. Stone and Donald Lien
The purpose of this paper is to highlight the importance of advancing theory and research in China through identification of unique aspects of Chinese organizational behaviors…
Abstract
Purpose
The purpose of this paper is to highlight the importance of advancing theory and research in China through identification of unique aspects of Chinese organizational behaviors, which can lead to expanded, robust organizational behavior and human resource management models and theories that transcend national boundaries.
Design/methodology/approach
This is a conceptual paper and does not employ research methods.
Findings
The results of studies included in this special issue suggest that researchers can identify elements unique to China in constructs such as psychological capital, work‐to‐family spillover, work‐family conflict, performance appraisal process, and expatriate interactions that further expand theory and research in organizational behavior.
Practical implications
The review of articles in the special issue suggests that managers in organizations in China may want to: develop individuals' psychological capital; train managers on the importance of eliminating abusive behaviors and developing employees' heartiness; adopt family friendly practices; employ performance appraisal process to encourage commitment and organizational citizenship behaviors; and train local country nationals on working with expatriates to enhance organizational effectiveness.
Originality/value
This review provides a unique perspective on employee behavior because it considers such behavior in a Chinese context.