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Country Nationals (country + national)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting100%

Selected Abstracts

Why are Europeans so tough on migrants?

ECONOMIC POLICY, Issue 44 2005
Tito Boeri
SUMMARY European migration International migration can significantly increase income per capita in Europe. We estimate that at the given wage and productivity gap between Western and Eastern Europe, migration of 3% of the Eastern population to the West could increase total EU GDP by up to 0.5%. Yet on 1 May 2004, 14 EU countries out of 15 adopted transitional arrangements vis-à-vis the new member states and national migration restrictions vis-à-vis third country nationals are getting stricter and stricter. In this paper we offer two explanations for this paradox and document their empirical relevance in the case of the EU enlargement. The first explanation is that immigration to rigid labour markets involves a number of negative externalities on the native population. The second explanation is that there are important cross-country spillovers in the effects of migration policies, inducing a race-to-the top in border restrictions with high costs in terms of foregone European output. In light of our results, we discuss, in the final section, the key features of a desirable migration policy to be coordinated at the EU level. ,Tito Boeri and Herbert Brücker [source]

Swimming against the tide: Outward staffing flows from multinational subsidiaries

HUMAN RESOURCE MANAGEMENT, Issue 4 2010
David G. Collings
Abstract Studying the flows of parent country nationals in multinational enterprises (MNEs) to subsidiary operations has a relatively long tradition. Studying flows of subsidiary employees to other subsidiaries, as third country nationals, and to the corporate headquarters, as inpatriates, however, has empirically much less pedigree. Drawing on a large-scale empirical study of MNEs in Ireland, this paper provides a benchmark of outward flows of international assignees from the Irish subsidiaries of foreign-owned MNEs to both corporate headquarters and other worldwide operations. Building on insights from the resource-based view and neo-institutional theory, we develop and test a theoretical model to explain outward staffing flows. The results show that almost half of all MNEs use some form of outward staffing flows from their Irish operations. Although the impact of specific variables in explaining inter-organization variation differs between the utilization of inpatriate and third country national assignments, overall we find that a number of headquarters, subsidiary, structural, and human resource systems factors emerge as strong predictors of outward staffing flows. © 2010 Wiley Periodicals, Inc. [source]

Expatriate Social Ties: Personality Antecedents and Consequences for Adjustment

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2003
Erin C. Johnson
This expaloratory study examines the relationship between personality characteristics (extraversion, core self evaluations), social tie characteristics (number, breadth, depth), and three types of expatriate adjustment (general, interaction, and work). Data was collected at two points in time from 75 expatriate employees from one organization on international assignments around the world. Results indicate that core self-evaluations, but not extraversion, are positively related to the number of ties formed with other expatriates and host country nationals. Social ties with other expatriates were found to provide greater social support, but similar access to information, than those with host country nationals (HCNs). In general, depth and breadth of relationships with other expatriates predicted general and work adjustment; whereas, breadth and total number of relationships with HCNs predicted all three types of adjustment. Overall, these results provide initial support for the importance of social ties in facilitating expatriate adjustment. [source]

Host country nationals as socializing agents: a social identity approach

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 3 2007
Soo Min Toh
A major challenge facing Multinational Enterprises (MNEs) is finding ways to increase the success rates of managers assigned overseas. Our paper draws upon social identity theory to develop a model that focuses on the role of host country nationals (HCNs) in determining the adjustment of expatriate managers. Specifically, our model proposes attributes of the expatriate and the HCN that can increase the salience of national identity and outgroup categorization of expatriates by the HCNs. We also suggest how outgroup categorization interacts with a number of situational factors to influence the role of HCNs as socializing agents for expatriate newcomers. Finally, we propose that the socializing behaviors HCNs may display or withhold from the expatriate will affect the adjustment of the expatriate. Our model highlights the often-overlooked partners in the expatriate adjustment process and emphasizes the need for MNEs to be cognizant of the social dynamics between HCNs and expatriates in the host location. Copyright © 2007 John Wiley & Sons, Ltd. [source]