Abstract: Culturally diverse global companies need to understand cultural differences between leaders and employees from different backgrounds. Communication is culturally contingent and has a significant impact on effective execution of leadership goals. The awareness of cultural variations related to communication and interactions will help leaders modify their own behavior, and consequently improve the execution of goals and avoid unnecessary faux pas. Our focus is on young adults that have experienced cultural integration, culturally diverse surroundings in schools and universities, and cultural travels. Our central research problem is to understand the impact of different national cultures on communication. We focus on four countries with distinct national cultures and spatial distribution. The countries are Finland, Indonesia, Russia and USA. Our sample is based on business students (n = 225) from various backgrounds in the four countries. Their responses of communication and leadership styles were analyzed using ANOVA and post-hoc test. Results indicate that culture impacts on communication behavior. Even young culturally-exposed adults with cultural awareness and experience demonstrate cultural differences in their behavior. Apparently, culture is a deeply seated trait that cannot be completely neutralized by environmental variables. Our study offers valuable input for leadership training programs and for expatriates when recognizing specific differences on leaders’ behavior due to culture.
Abstract: Differences in commercial, professional and personal cultural traditions between western consultants and project sponsors in the Gulf Cooperation Council (GCC) region are potentially significant in the workplace, and this can impact on project outcomes. These cultural differences can, for example, result in conflict amongst senior managers, which can negatively impact the megaproject. New entrants to the GCC often experience ‘culture shock’ as they attempt to integrate into their unfamiliar environments. Megaprojects are unique ventures with individual project characteristics, which need to be considered when managing their associated risks. Megaproject research to date has mostly ignored the significance of the absence of cultural congruence in the GCC, which is surprising considering that there are large volumes of megaprojects in various stages of construction in the GCC. An initial step to dealing with cultural issues is to acknowledge culture as a significant risk factor (SRF). This paper seeks to understand the criticality for western consultants to address these risks. It considers the cultural barriers that exist between GCC sponsors and western consultants and examines the cultural distance between the key actors. Initial findings suggest the presence to a certain extent of ethnocentricity. Other cultural clashes arise out of a lack of appreciation of the customs, practices and traditions of ‘the Other’, such as the need for avoiding public humiliation and the hierarchal significance rankings. The concept and significance of cultural shock as part of the integration process for new arrivals are considered. Culture shock describes the state of anxiety and frustration resulting from the immersion in a culture distinctly different from one's own. There are potentially substantial project risks associated with underestimating the process of cultural integration. This paper examines two distinct but intertwined issues: the societal and professional culture differences associated with expatriate assignments. A case study examines the cultural congruences between GCC sponsors and American, British and German consultants, over a ten-year cycle. This provides indicators as to which nationalities encountered the most profound cultural issues and the nature of these. GCC megaprojects are typically intensive fast track demanding ventures, where consultant turnover is high. The study finds that building trust-filled relationships is key to successful project team integration and therefore, to successful megaproject execution. Findings indicate that both professional and social inclusion processes have steep learning curves. Traditional risk management practice is to approach any uncertainty in a structured way to mitigate the potential impact on project outcomes. This research highlights cultural risk as a significant factor in the management of GCC megaprojects. These risks arising from high staff turnover typically include loss of project knowledge, delays to the project, cost and disruption in replacing staff. This paper calls for cultural risk to be recognised as an SRF, as the first step to developing risk management strategies, and to reduce staff turnover for western consultants in GCC megaprojects.
Abstract: Purpose: This research paper seeks to review the empirical studies in the field of expatriate adjustment in East Asia in order to produce a thematic understanding of the current adjustment challenges, thus enabling practitioners to enrich their knowledge. Background: Learning to live, work, and function in a country and culture vastly different from that of one’s upbringing can pose some unique challenges in terms of adaptation and adjustment. This has led to a growing body of research about the adjustment of expatriate workers. Adjustment itself has been posited as a three-dimensional construct; work adjustment, interaction adjustment and general or cultural adjustment. Methodology: This qualitative systematic review has been conducted on all identified peer-reviewed empirical studies related to expatriate adjustment in East Asia. Five electronic databases (PsychInfo, Emerald, Scopus, EBSCO and JSTOR) were searched to December 2015. Out of 625 identified records, thorough evaluation for eligibility resulted in 15 relevant studies being subjected to data analysis. The quality of the identified research was assessed according to the Standard Quality Assessment Criteria for Evaluating Primary Research Papers from a Variety of Fields. The data were analysed by means of thematic synthesis for systematic reviews of qualitative research. Findings: Data analysis revealed five key themes. The themes developed were: (1) personality traits (2) types of adjustment, (3) language, (4) culture and (5) coping strategies. Types of adjustment included subthemes such as: Interaction, general, work, psychological, sociocultural and cross-cultural adjustment. Conclusion: The present review supported previous literature on the different themes of adjustment and it takes the focus from work and general adjustment to the psychological challenges and it introduces the psychological adjustment. It also gives a different perspective about the use of cross-cultural training and the coping strategies expatriates use when they are abroad. This review helps counselling psychologists to understand the importance of a multicultural approach when working with expatriates and also to be aware of what expatriates might face when working and living in East Asia.
Abstract: In recent years, the Chaoshan area, a special place located in the southeast of Guangdong province in China, actively protects religious heritage and is developing religious tourism, which is attracting many expatriate Chinese who are coming back for travel and to worship. This paper discussed three questions. Firstly, what is the current situation about the different social background of tourists’ motivation, satisfaction and behavioral intention? Secondly, is there a relationship between the motivation, satisfaction and behavioral intention and the different social backgrounds of tourists? Thirdly, what is the relationship between religious tourists’ motivation, satisfaction and behavioral intention? The research methods use a combination of qualitative analysis and quantitative analysis. Qualitative analysis uses the method of observation and interviews. Convenient sampling technique was used for quantitative analysis. The study showed that the different social backgrounds of tourists’ forms diverse cognition and experiences about religious tourism, and their motivations, satisfaction and behavioral intention as tourists vary. Tourists’ motivation and satisfaction has a positive phase relation. Tourists’ motivation with satisfaction as the intervening variable also has a positive phase effect on tourists’ behavior intention. The result shows that religious tourists’ motivations include experiencing a religious atmosphere, and having a rest and recreation. The result also shows that religious tourists want to travel with their family members and friends. While traveling, religious tourists like to talk with Buddhist monks or nuns. Compared to other tourism types, religious tourists have higher expectations about temple environment, traveling experience, peripheral service and temple management.
Abstract: The globalization of markets, the need to develop
competitive advantages and core competencies, among other things,
lead organizations to increasingly cross borders to operate in other
countries. The expatriation of professionals who go to work in
another country besides their own becomes increasingly common. In
order to generate data about this issue, research was conducted
concerning the perception of expatriate employees concerning
expatriation success. The research method used was case study
through a qualitative approach. This research was done through
interviews with five India expatriates and five China expatriates,
interview with expatriate department heads and analysis of company
documents. It was found that there are differences between the
organizational perception and perception of expatriates of what
constitutes mission success. The paper also provides suggestions for
further research and suggestions for future expatriates.
Abstract: Due to a high unemployment rate among local people
and a high reliance on expatriate workers, the governments in the
Gulf Co-operation Council (GCC) countries have been implementing
programmes of localisation (replacing foreign workers with GCC
nationals). These programmes have been successful in the public
sector but much less so in the private sector. However, there are now
insufficient jobs for locals in the public sector and the onus to provide
employment has fallen on the private sector. This paper is concerned
with a study, which is a work in progress (certain elements are
complete but not the whole study), investigating the effective
implementation of localisation policies in four- and five-star hotels in
the Kingdom of Saudi Arabia (KSA) and the United Arab Emirates
(UAE). The purpose of the paper is to identify the research gap, and
to present the need for the research. Further, it will explain how this
research was conducted.
Studies of localisation in the GCC countries are under-represented
in scholarly literature. Currently, the hotel sectors in KSA and UAE
play an important part in the countries’ economies. However, the
total proportion of Saudis working in the hotel sector in KSA is
slightly under 8%, and in the UAE, the hotel sector remains highly
reliant on expatriates. There is therefore a need for research on
strategies to enhance the implementation of the localisation policies
in general and in the hotel sector in particular.
Further, despite the importance of the hotel sector to their
economies, there remains a dearth of research into the
implementation of localisation policies in this sector. Indeed, as far as
the researchers are aware, there is no study examining localisation in
the hotel sector in KSA, and few in the UAE. This represents a
considerable research gap.
Regarding how the research was carried out, a multiple case study
strategy was used. The four- and five-star hotel sector in KSA is one
of the cases, while the four- and five-star hotel sector in the UAE is
the other case. Four- and five-star hotels in KSA and the UAE were
chosen as these countries have the longest established localisation
policies of all the GCC states and there are more hotels of these
classifications in these countries than in any of the other Gulf
countries. A literature review was carried out to underpin the
research. The empirical data were gathered in three phases. In order
to gain a pre-understanding of the issues pertaining to the research
context, Phase I involved eight unstructured interviews with officials
from the Saudi Commission for Tourism and Antiquities (three
interviewees); the Saudi Human Resources Development Fund (one);
the Abu Dhabi Tourism and Culture Authority (three); and the Abu
Dhabi Development Fund (one).
In Phase II, a questionnaire was administered to 24 managers and
24 employees in four- and five-star hotels in each country to obtain
their beliefs, attitudes, opinions, preferences and practices concerning
localisation.
Unstructured interviews were carried out in Phase III with six
managers in each country in order to allow them to express opinions
that may not have been explored in sufficient depth in the
questionnaire. The interviews in Phases I and III were analysed using
thematic analysis and SPSS will be used to analyse the questionnaire
data.
It is recommended that future research be undertaken on a larger
scale, with a larger sample taken from all over KSA and the UAE
rather than from only four cities (i.e., Riyadh and Jeddah in KSA and
Abu Dhabi and Sharjah in the UAE), as was the case in this research.
Abstract: Not with standing the importance of foreign highly
skilled professionals for host economies, there is a paucity of
research studies investigating the role of the corporate social context
during the integration process. This research aims to address this
paucity by exploring the role of social capital in the integration of
foreign health professionals. It does so by using a qualitative research
approach. In this pilot study the hospital sector forms this study-s
sample and interviews were conducted with HR managers, foreign
health professionals and external HR consultants. It was found that
most of the participating hospitals had not established specific HR
practices and had only partly linked the development of
organisational social capital with a successful integration process.
This research contributes, for example, to the HR literature on the
integration of self-initiated expatriates by analysing the role of HRM
in generating organisational social capital needed for a successful
integration process.
Abstract: Malaysian corporations going global increased
many folds. The shift from domestic to international operations
requires increased expatriation to achieve global business goals.
Therefore, this study aims to identify the determinants for success
in expatriation of Malaysian international corporations. There are
certain attributes necessary for a global employee to succeed in
international assignment. Self-administered questionnaires were
sent to 327 respondents with a response rate of 35.2 percent. The
results indicated that most Malaysian manufacturers are involved
in expatriation. For a global employee to succeed in an
international assignment, the ability to work in international teams
was identified and ranked as the most important factor in
determining the effectiveness of expatriation followed by language
proficiency, adaptability to the international assignment and
expatriate sensitivity to cultural elements. The results support
previous research with regard to the importance of an effective
expatriation selection process in order for a company-s
international expansion strategy to succeed.