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Discussions regarding managers in overseas subsidiaries often center around only two options: (a) sending someone from the parent country (a parent-country national expatriate, or P-CONE), or (b) using a local resource (a host-country national). The conventional wisdom is for a parent company to send a P-CONE when an overseas subsidiary is in the initial start-up phase, and to eventually promote a local host-country national. However, this paper introduces a case where headquarters (c) hired a local resource (a host-country national expatriate, or H-CONE) and sent that person to the host country, and this was a superior solution to the other two options for externalizing local issues and developing a business based on a relationship with the parent country. Exchange students from other parts of Asia are currently increasing in Japan, as are exchange students being hired by Japanese companies. For Japanese companies expanding in Asia, this third option is becoming more of a reality. A new human resource strategy needs to be developed that breaks away from only the dual options of (a) and (b) and includes (c).

A joint effort led by the African Development Bank and the World Bank, 'Leveraging Migration for Africa' is the first comprehensive publication on harnessing migration, remittances, and other diaspora resources for the development of Africa. It comes at a time when countries in Africa and elsewhere are grappling with difficult choices on how to manage migration.Policy makers can help leverage the contributions of migrants to the development of Africa, reduceremittance costs, improve the efficiency of remittance markets in both origin and destination countries, and address the needs of the origin countries without restricting the emigration of high-skilled professionals. Innovative financing mechanisms such as issuance of diaspora bonds and securitization of future remittance flows can help finance big-ticket projects, such as railways, roads, power plants, and institutions of higher learning that will, step by step, help to transform Africa. This volume contributes to a greater understanding of migration and its potential role in Africa?s development.

The papers in this volume discuss the strategies adopted by people to accumulate assets through migration, housing investments, natural resources management, and informal businesses and consider how an asset-based social policy could enable those strategies or help them overcome the constraints of an unfavorable institutional environment.

The diaspora of developing countries can be a potent force for development for their countries of origin, through remittances, but also, importantly, through promotion of trade, investments, research, innovation, and knowledge and technology transfers. This book brings relevant experience from both developed and developing countries to bear on issues confronting today's governments in linking with their diaspora. The chapters present different approaches used by countries that have tried to maximize the possible gains from migration by engaging more comprehensively with different diaspora groups and individuals. Some African countries are pursuing policies to develop links with Africans abroad, either to encourage them to return or to use their skills, knowledge, or financial capital to foster African development. The book discusses concrete examples of diaspora initiatives that are being implemented in Africa. There are comprehensive reviews on how the diaspora can promote trade and investment linkages. Some developing countries are using dual citizenship to deepen ties with their diaspora. The book directly addresses the issues of remittances-linked financial instruments, investments by the diaspora, diaspora bonds, contributions of skilled and unskilled diaspora in transferring knowledge, analytical research on return migration, and concrete circular migration experiences. There is a need to have a better understanding of these initiatives and to see whether they can be scaled up or replicated in other countries worldwide.

This study aims to analyze earlier studies published from 1997 to 2023 and provide a structured overview of the themes examined as well as support scholars in navigating the topic and determining future research paths in the subject of expatriate management. This study collected 1598 journal publications on the topic of expatriates that were released between 1997 and 2023. Bibliometric analysis is applied to analyze the data. Science mapping combines analysis, classification, and visualization to demonstrate the dynamism of an area of research as well as the structures and interactions between bibliographic materials are presented accordingly. The current study figures out that there are four mainstream current research in the field of expatriate management in cross-national firms. The structure includes: ‘strategic management of the multinational company’, ‘expatriate career success’, ‘managing expatriates’, and ‘expatriates and adapting to the local environment’. Additionally, ‘cross-cultural adjustment’, ‘expatriate satisfaction’, ‘expatriate’s job performance’, and ‘expatriate career success’ are central in the respective clusters. Other topics that have received recent attention, and have some prominence in the analysis, indicate there is a shift in the literature. This study result provides several clear research maps and an organized overview of the subject and highlights both active study areas and understudied regions. Thus, future studies can be beneficial when using the research findings of this study to develop their future studies.

Purpose This article examines the impact of expatriates' interaction adjustment and conducive work environment (i.e. trust, shared vision and intercultural communication) on the development of a common social identity between expatriates and host country nationals (HCNs) using the social identity theory (SIT). It also investigates whether increased trust, shared vision and intercultural communication mediate the relationship between expatriates' interaction adjustment and development of a common social identity.Design/methodology/approach Dyadic data were collected from 93 Chinese expatriates and 239 Pakistani HCNs using a three-wave time-lag design. A multilevel model was estimated using Bayesian estimation technique in the Mplus software.Findings Empirical evidence suggests an inverse relationship between expatriates' interaction adjustment and the development of a common social identity between expatriates and HCNs. Further, trust and intercultural communication led to a positive impact on the group memberships between expatriates and HCNs. However, no support was found regarding the mediating role of trust, shared vision and intercultural communication in this empirical research.Originality/value The existing literature focuses mainly on change experiences of expatriates during international assignments. However, the current study goes beyond this and investigates the individualized change experiences of HCNs. Further, empirical evidence in this research found a negative relationship between expatriates' interaction adjustment and the development of a common social identity between expatriates and HCNs, which needs to be examined further.

Expatriate host country language proficiency is predominately assumed to have a negative linear relationship with expatriate social categorization – as outgroup members – by host country national (HCN) employees in foreign subsidiaries. Departing from this assumption, we use social identity theory (SIT) and SIT-based sociolinguistics to hypothesize that expatriate host country language proficiency, due to identity threat, has a curvilinear U-shaped relationship with HCNs’ expatriate outgroup categorization: at first, outgroup categorization decreases with increasing expatriates’ language proficiency, but, from a certain point onwards, it increases because “too good” language proficiency violates salient intergroup boundaries between HCNs and expatriates. Due to their key roles in social categorization, we also examine whether HCN allocentrism and uncertainty avoidance moderate the proposed curvilinear relationship. Results from data collected from 1166 HCN employees in 956 foreign subsidiaries in Japan provide support for the main curvilinear relationship and the moderating curvilinear relationship of uncertainty avoidance. Our results suggest that the language-proficient expatriate social categorization relationship is more complex than previous international business research has evoked. Our study contributes to the international business literature by casting doubt on the widely held assumption that expatriate adaptation towards the host country always carries beneficial effects. Our study cautions, in particular, against the common assumption that higher proficiency in the host country language will automatically lead to better relationships with HCNs in foreign subsidiaries.

In today’s global economy, self-initiated expatriates (SIEs) and host country nationals (HCNs) both represent critical human resources for organizations operating globally. Yet, because these two groups of employees have been studied separately, little is known about how SIEs’ and HCNs’ perceptions of, and attitudes towards the organization compare and diverge (vs. converge) in terms of implications for human resource management. This study aims to contribute to fill this gap by examining psychological contract breach, organizational cynicism, and organizational commitment components (i.e., affective, normative, and continuance) among a sample of 156 SIEs and HCNs working in the Chinese and Malaysian transnational education sector. Using a one-year time-lagged study, we found that compared to HCNs, SIEs experienced more organizational cynicism and less affective, normative, and continuance commitment. Moreover, the breach-organizational cynicism relationship was stronger (i.e., more positive) among SIEs than HCNs. The indirect relationships between breach and affective and continuance commitment, as mediated by organizational cynicism, were also stronger (i.e., more negative) among SIEs than HCNs. Implications for human resource management are discussed under the lens of Conservation of Resources theory.

The knowledge of host-country nationals who work in the foreign subsidiaries of multinationals is a crucial strategic resource for their employers. This study explored the role that cultural intelligence plays in employees' knowledge sharing within a cross-cultural workplace context. Building on social identity theory, this study developed a theoretical framework to explore how hostcountry nationals' cultural intelligence could enhance their knowledge sharing via increasing their social identity, and further investigated the mediating role of host-country nationals' relationships with expatriates and identification with their organization. Using survey data from 412 host-country nationals working for 16 foreign subsidiaries in South Korea, I found that cultural intelligence directly predicted knowledge sharing. The results support and extend the extant literature and provide practical implications for multinationals regarding the management of host-country nationals.