作者: 抱怨 時(shí)間: 2025-3-21 23:50 作者: 分貝 時(shí)間: 2025-3-22 01:00
Gabriele Hoeborn,Jennifer Bredtmannedge of specific cultures and/or general and cross-cultural competence. Yet, hitherto literature has failed to consistently delineate employees endowed with cultural competence. Hence, we intend to clarify the differentiation of the classifications for internationally experienced employees. For this作者: HOWL 時(shí)間: 2025-3-22 08:00 作者: mortgage 時(shí)間: 2025-3-22 09:11
Junko Iwahashi,Hiromitsu Yamagishicultural adjustment, job satisfaction, and performance. However, literature on expatriates’ social environment either considers social support as a theoretical link to explain the relationship between social network characteristics and performance or measures it on a global scale in contrast to a me作者: installment 時(shí)間: 2025-3-22 15:58
Geotechnologies and the Environment of different HCN actors have not yet been sufficiently differentiated in this process. Drawing on social support theory and conservation of resources theory, this chapter aims to fill this void by investigating the impact of social support provided by five groups of HCN actors on expatriates’ cross作者: installment 時(shí)間: 2025-3-22 19:17 作者: 斜 時(shí)間: 2025-3-22 23:21 作者: 報(bào)復(fù) 時(shí)間: 2025-3-23 05:17 作者: fatty-acids 時(shí)間: 2025-3-23 05:47 作者: 煩人 時(shí)間: 2025-3-23 13:11
GIS-Anwendungen in der Küstenforschunge more successfully they will perform (Takeuchi, Wang, & Marinova, Personnel Psychology, 58(4): 925–948, 2005). By reviewing empirical research on expatriate adjustment, we produce a comprehensive overview, expounding the antecedents, dimensions, and effects of expatriate adjustment. More explicitly作者: 不可思議 時(shí)間: 2025-3-23 16:06
https://doi.org/10.1057/978-1-137-57406-0globalization; human resources; strategy; outsourcing; management作者: EPT 時(shí)間: 2025-3-23 19:07 作者: cardiovascular 時(shí)間: 2025-3-24 01:52 作者: interpose 時(shí)間: 2025-3-24 05:18 作者: AGONY 時(shí)間: 2025-3-24 08:18
Gabriele Hoeborn,Jennifer Bredtmann differing cultural competencies of ISMEs according to the dimensions “depth of culture-specific knowledge” and “breadth of culture-general competence” and discuss implications for theory and practice.作者: 忙碌 時(shí)間: 2025-3-24 13:27
Geotechnologies and the Environmentk domain. The resulting model suggests that all these HCN actors can increase expatriates’ adjustment; however, colleagues in the work domain and friends in the non-work domain have the highest influence on all types of adjustments.作者: 軟弱 時(shí)間: 2025-3-24 18:40 作者: inventory 時(shí)間: 2025-3-24 20:16
Spatial Epidemiology of Asthma in Hong Kong assignments. In doing so, we articulate comparative disadvantage mechanisms (liabilities of emergingness, liabilities of country of origin and lacking HRM practices) as well as comparative advantage mechanisms (diaspora networks, adaptability to hostile environments, and being proactive in knowledge acquisition).作者: mechanical 時(shí)間: 2025-3-25 02:34
GIS-Anwendungen in der Küstenforschungironment, adjustment to the work situation, and adjustment to interacting with host nationals. All dimensions are further explained according to individual, work-related, and non-work environmental factors. Moreover, we construct a framework for each of these dimensions, subsuming the findings as examined in prior empirical research.作者: Eructation 時(shí)間: 2025-3-25 06:06
Motivations of Global Careers Among Expatriates in German Companies: A Comparison with the Year 200careers gained in importance. Moreover, an analysis distinguishing between different age cohorts gives additional insights in the motivation and reasons to go abroad depending on the generation people belong to. Finally, all findings are discussed in the light of recent research, and implications for future research are derived.作者: Corral 時(shí)間: 2025-3-25 07:45
An Experience-based Typology of the International Workforce, differing cultural competencies of ISMEs according to the dimensions “depth of culture-specific knowledge” and “breadth of culture-general competence” and discuss implications for theory and practice.作者: chondromalacia 時(shí)間: 2025-3-25 12:43 作者: constellation 時(shí)間: 2025-3-25 16:02
The Influence of the Cultural Context on Expatriate Adjustment,ext and posit that cultural tightness and attractiveness exert a moderating influence on the effect of cultural distance on expatriate adjustment. Specifically, we theorize that tightness negatively moderates the relationship between cultural distance and expatriate adjustment while attractiveness should exert a positive moderating effect.作者: xanthelasma 時(shí)間: 2025-3-25 22:23
Expatriate Managers from Emerging Economy Firms, assignments. In doing so, we articulate comparative disadvantage mechanisms (liabilities of emergingness, liabilities of country of origin and lacking HRM practices) as well as comparative advantage mechanisms (diaspora networks, adaptability to hostile environments, and being proactive in knowledge acquisition).作者: prodrome 時(shí)間: 2025-3-26 00:40
Expatriate Adjustment: A Review of Concepts, Drivers, and Consequences,ironment, adjustment to the work situation, and adjustment to interacting with host nationals. All dimensions are further explained according to individual, work-related, and non-work environmental factors. Moreover, we construct a framework for each of these dimensions, subsuming the findings as examined in prior empirical research.作者: Osteons 時(shí)間: 2025-3-26 08:02 作者: GLADE 時(shí)間: 2025-3-26 08:42
Book 2017ather than just publishing a counterweight to the predominant North American literature, .Expatriate Management. includes critical analyses of each chapter written by a number of renowned North American scholars to review and contribute to the trans-Atlantic dialogue..作者: 杠桿支點(diǎn) 時(shí)間: 2025-3-26 16:04 作者: 羅盤 時(shí)間: 2025-3-26 17:29
Expatriate Management. includes critical analyses of each chapter written by a number of renowned North American scholars to review and contribute to the trans-Atlantic dialogue..978-1-349-84743-3978-1-137-57406-0作者: Externalize 時(shí)間: 2025-3-26 21:27
Christian Kirchsteiger,Fesil Mushtaqand organizational level that influence repatriate knowledge transfer success. In addition, I identify theoretical and methodological shortcomings of the literature, and discuss avenues for future research as well as implications for practitioners.作者: fringe 時(shí)間: 2025-3-27 02:09
Repatriate Knowledge Transfer: A Systematic Review of the Literature,and organizational level that influence repatriate knowledge transfer success. In addition, I identify theoretical and methodological shortcomings of the literature, and discuss avenues for future research as well as implications for practitioners.作者: 彩色的蠟筆 時(shí)間: 2025-3-27 07:26
https://doi.org/10.1007/978-1-4302-3169-1he language effects. In particular, the study reveals that language causes negative emotional responses among employees of multinational corporations, restrains a common social identity, constitutes an obstacle to trust building and distorts organizational power relations. Finally, the study illustr作者: 調(diào)整 時(shí)間: 2025-3-27 12:10 作者: tackle 時(shí)間: 2025-3-27 15:33 作者: membrane 時(shí)間: 2025-3-27 20:40 作者: insomnia 時(shí)間: 2025-3-28 01:29 作者: 憎惡 時(shí)間: 2025-3-28 02:51 作者: landfill 時(shí)間: 2025-3-28 06:44
Motivations of Global Careers Among Expatriates in German Companies: A Comparison with the Year 200by Stahl, Miller, and Tung (.). Doing so, it allows to account for the change of motives between 2002 and 2015 of expatriates in German companies to accept an international assignment. Findings indicate that while the originally most important motives, “personal challenge” and “opportunities for pro作者: 表皮 時(shí)間: 2025-3-28 12:52
An Experience-based Typology of the International Workforce,edge of specific cultures and/or general and cross-cultural competence. Yet, hitherto literature has failed to consistently delineate employees endowed with cultural competence. Hence, we intend to clarify the differentiation of the classifications for internationally experienced employees. For this作者: 極端的正確性 時(shí)間: 2025-3-28 18:30
Language Barriers in Different Forms of International Assignments,multinational workforce. To increase the efficiency of corporate communication, documentation and cross-national teamwork, an increasing number of companies have implemented common language policies in both their headquarters and their foreign subsidiaries and made English their official corporate l作者: CHECK 時(shí)間: 2025-3-28 20:49
A Social Network Perspective on International Assignments: The Role of Social Support,cultural adjustment, job satisfaction, and performance. However, literature on expatriates’ social environment either considers social support as a theoretical link to explain the relationship between social network characteristics and performance or measures it on a global scale in contrast to a me作者: 雀斑 時(shí)間: 2025-3-29 00:21 作者: Chromatic 時(shí)間: 2025-3-29 03:12 作者: Genteel 時(shí)間: 2025-3-29 10:54
What Do they Expect, and What Do We Need to Offer? A Classification of Repatriation Strategies fromof repatriate careers. Upon return from international assignments, employees tend to expect a promotion as reward for their efforts overseas. Performance decreases and turnovers are otherwise likely. For the firm, this entails the risk of a withdrawal of the potentially valuable human capital repatr
