- 권한신청
- E-ISSN2288-2766
- KCI
Interaction Effects of the Host Country Image and Cultural Intelligence on Organizational Attractiveness in Emerging Economies
Interaction Effects of the Host Country Image and Cultural Intelligence on Organizational Attractiveness in Emerging Economies
홍가혜 (고려대학교)
Abstract
Purpose – The purpose of this paper is to advance the understanding of the relationship between host country image and cultural intelligence (CQ) on the attractiveness of expatriate destinations. Specifically, this study compares the different impacts of CQ on the relationship between host country image and subsidiary attractiveness by comparing a US-based subsidiary and a Vietnam-based one. Research design and methodology – A total of 445 Korean full-time workers responded through an online survey. The survey randomly showed the participants one of two conditions for a potential expatriate location. The participants were asked to answer a series of questions on the organizational attractiveness of the subsidiaries from the perspective of an expatriate candidate and respond to a series of questions on individual CQ. Results – Through a two-way ANOVA test, the results reveal that Korean expatriate candidates perceive that a Vietnam-based subsidiary is a less attractive destination for international assignment when compared to a US-based subsidiary. In addition, the positive moderating effect of cultural intelligence on the relationship between the host location and the subsidiary’s attractiveness is stronger when Vietnam, rather than the US, is the assignment location. Conclusions – Drawing upon AUM theory, this study confirmed that unfavorable country image affects subsidiaries’ attractiveness for expatriate candidates, due to anxiety. However, this study showed the role of employees’ CQ to mitigate these challenges. This study suggests providing information on positive conditions of expatriate locations and building systematic process for enhancing individual CQ for organizations.
- keywords
- Country Image, Cultural Intelligence, Organizational Attractiveness, Emerging Economies, Expatriates
참고문헌
Ang, S., Van Dyne, L., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural intelligence: its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance. Management and Organization Review, 3(3), 335-371.
Baum, M., & Kabst, R. (2013). How to attract applicants in the Atlantic versus the Asia-Pacific region? a crossnational analysis on China, India, Germany, and Hungary. Journal of World Business, 48(2), 175-185.
Black, J. S. (1988). Work role transitions: A study of American expatriate managers in Japan. Journal of International Business Studies, 19(2), 277-294.
Brewster, C., Bonache, J., Cerdin, J. L., & Suutari, V. (2014). Exploring expatriate outcomes. International Journal of Human Resource Management, 25(4), 1921-1937.
Caligiuri, P. M. (2000). Selecting expatriates for personality characteristics: A moderating effect of personality on the relationship between host national contact and cross-cultural adjustment. Management International Review, 40(1), 61-80.
de Eccher, U., & Duarte, H. (2018). How images about emerging economies influence the willingness to accept expatriate assignments. The International Journal of Human Resource Management, 29(4), 637-663.
Dickmann, M. (2012). Why do they come to London? Exploring the motivations of expatriates to work in the British capital. Journal of Management Development, 31(8), 783-800.
Dupuis, M. J., Haines, V. Y. III., & Saba, T. (2008). Gender, family ties, and international mobility: cultural distance matters. International Journal of Human Resource Management, 19(2), 274-295.
Earley, P. C. (2002). Redefining interactions across culture and organizations: moving forward with cultural intelligence. Research on Organizational Behavior, 24(1), 271-299.
Earley, P. C., & Ang, S., (2003). Cultural intelligence: Individual interactions across cultures. Academy of Management Review, 31(2), 489-493.
Froese, F., & Garrett, T. (2010). Organizational attractiveness of foreign-based companies: a country of origin perspective. International Journal of Self-Assessment, 18(3), 271-289.
GMT (2016). Global Mobility Trends Survey Report. Retrieved February 30, 2020, from http://globalmobilitytrends.bgrs.com.
Harvey, M., & Moeller, M. (2009). Expatriate mangers: a historical review. International Journal of Management Reviews, 11(3), 275-296.
Hippler, T. (2009). Why do they go? Empirical evidence of employees’ motives for seeking or accepting relocation. The International Journal of Human Resource Management, 20(6), 1381-1401.
Hong, G. H., & Kim, E. M. (2019). How to attract talented expatriates: the key role of sustainable HRM. Sustainability, 11(19), 5373.
Kim, J., & Froese, F. J. (2012). Expatriation willingness in Asia: the importance of host-country characteristics and employees' role commitments. The International Journal of Human Resource Management, 23(16), 3414-3433.
Lieven, F., Van Hoye, G., & Schreur, B. (2005). Examining the relationship between employer knowledge dimensions and organizational attractiveness: an application in a military context. Journal of Occupational &Organizational Psychology, 78(4), 553-573.
Malek, M. A., & Budhwar, P. (2013). Cultural intelligence as a predictor of expatriate adjustment and performance in Malaysia. Journal of World Business, 48(2), 222-231.
Martin, I. M., & Eroglu, S. (1993). Measuring a multi-dimensional construct: country image. Journal of Business Research, 28(3), 191-210.
Peltokorpi, V., & Froese, F. (2014). Expatriate personality and cultural fit: the moderating role of host country context on job satisfaction. International Business Review, 23(1), 293-302.
Pinto, L. H., Cabral-Cardoso, C., & Werther Jr, W. B. (2012). Compelled to go abroad? motives and outcomes of international assignments. The International Journal of Human Resource Management, 23(11), 2295-2314.
Pomeroy, A. (2006). Pacific rim most challenging for expatriates. HR Magazine, 51(11), 14.
Shaffer, M. A., Kraimer, M. L., Chen, Y. P., & Bolino, M. C. (2012). Choices, challenges, and career consequences of global work experiences: a review and future agenda. Journal of Management, 38(4), 1282-1327.
Thomas, D. C., Elron, E., Stahl, G., Ekelund, B. Z., Ravlin, E. C., Cerdin, J. L., & Maznevski, M. (2008). Cultural intelligence: domain and assessment. International Journal of Cross-Cultural Management, 8(2), 123-143.
Turban, D. B. (2001). Organizational attractiveness as an employer on college campuses: an examination of the applicant population. Journal of Vocational Behavior, 58(2), 293-312.
Turban, D. B., Forret, M. L., & Hendrickson, C. L. (1998). Applicant attraction to firms: influences of organization reputation, job and organizational attributes, and recruiter behaviors. Journal of Vocational Behavior, 52(1), 24-44.
Van Hoye, G., & Saks, A. M. (2011). The instrumental-symbolic framework: Organizational image and attractiveness of potential applicants and their companions at a job fair. Applied Psychology, 60(2), 311-335.
Ward, C., Fischer, R., Lam, F. S. Z., & Hall, L. (2008). The convergent, discriminant, and incremental validity of scores on a self-report measure of cultural intelligence. Educational and Psychological Measurement, 20(1), 1-21.
- 다운로드 수
- 조회수
- 0KCI 피인용수
- 0WOS 피인용수
