Combining lifelines to thrive: a stage-based need fulfilment network of international assignees

Breaking out of the expatriate bubble in Denmark: insights from the challenge of making connections with local Danes

Purpose

The social context of expatriation is crucial for expatriate success, including for building local host country national (HCN) social network support that can facilitate effective adjustment through information exchange. However, expatriates have particular difficulties in breaking out of the expatriate bubble and building social ties with HCNs in certain countries, especially in Scandinavia. This paper focuses on the case of Denmark and explains why many expatriates find it difficult to make social connections with Danes.

Design/methodology/approach

This study involves a meta-ethnography of literature on Danish culture, as well as semistructured interviews with a total of 16 expatriates in Denmark.

Findings

Three main cultural elements are identified as crucial for explaining the difficulty expatriates face in connecting with Danes, namely homogeneity, the value placed on equality and the public–private divide. The homogeneity and inward-looking mentality make it more difficult for outsiders to break into the social circle. Outsiders have to earn the trust that is difficult to obtain, reflecting Denmark's high score on GLOBE's institutional collectivism.

Practical implications

In light of the challenges that many expatriates face in creating a new social network abroad, organizations can support them in several ways. The authors discuss context-specific strategies for making new social connections in Denmark, which may be usefully applied in other countries.

Originality/value

This study focuses on the context of expatriate social network formation and shows that cultural differences in socializing affect the ease with which expatriates can make connections with HCNs, who can have a positive impact on expatriate adjustment and performance success.

The three-phase expatriate cycle of developing global human resources in the banking industry in Taiwan

Purpose

The purpose of this paper is to explore the success factors needed for the development of global human resources from both the organisation’s and expatriates’ perspectives in emerging eastern economies. Specifically, this study focuses on pre-expatriation preparation, during-expatriation adjustment and post-expatriation repatriation.

Design/methodology/approach

In total, 23 Taiwanese personnel contributed to this case study. Data collected from the focus group discussion and open-ended asynchronous email interviews was analysed using the content analysis approach.

Findings

The results of this study revealed four main selection criteria for the selection process and five desired preparation methods from the organisation and the expatriates’ perspectives.

Originality/value

This study makes two main contributions to cross-cultural related global human resources research. Firstly, this study deepens understanding on the pathway to developing culturally intelligent global human resources for successful mission accomplishment from both the organisation and expatriates’ perspectives based on a three-phase expatriation process in emerging eastern economies. Secondly, this study provides an insight into the best practices that HR practitioners can use in developing global human resources for expatriation.