Indian Information Technology Expatriates on an International Assignment: Adjustment and Satisfaction (original) (raw)
Related papers
2011
Effective preparation constitutes an important factor in ensuring the success of an expatriate assignment. Research has identified cross-cultural training as one of the key aspects in achieving inter-cultural effectiveness on an international assignment. However, there has been little attempt to explore this concept in an Indian information technology (IT) context. The study reported in this paper adopted a qualitative approach to explore the preparation of IT professionals from Indian IT multinational companies (MNCs) sent to Australia. Based on information gathered through semi-structured interviews conducted with Indian IT professionals in Australia, this research indicates how factors during the preparation for the assignment influence their expectations and impact on their initial adjustment experience.
Riding the waves of culture: an empirical study on acclimatization of expatriates in IT industry
Problems and Perspectives in Management, 2018
The forces of globalization and subsequent trade across the borders have necessitated the firms to have their presence across the globe to meet the needs of their customers. The employees or expatriates will be sent on assignment to different countries for a period of time ranging from few weeks, months to years. This sudden exposure to the different environment not only makes these expatriates vulnerable to cultural shocks, but also may significantly affect their job performance. Their failure to acclimatize to the foreign conditions will not only hurt the confidence, career and life of the expatriate, but it will also cost a lot to the company. The present paper aims to understand of the process of expatriate adjustment in the Indian Information Technology (IT) industry by examining demographic variables and few organizational variables of expatriate’s adjustment process. A structured questionnaire was distributed to the expatriate employees working in 50 IT companies in the Silic...
Journal of International Management, 2016
Although effective International Human Resource Management during an international assignment constitutes a significant factor in ensuring success of an expatriate assignment, there has not been much research that studies the expatriation practices associated with the global delivery model that has come to be identified with global outsourcing. The purpose of this paper is to understand the expatriation practices of Emerging Market Multinational Corporations (EMNCs) in the Indian IT sector, by examining the experiences of Indian IT workers sent to work on international client projects in a western country. We have used qualitative semi-structured interviews with 47 Indian IT expatriates from Indian IT MNCs working at client sites in Australia. We find that there is inadequate attention paid to expatriation both prior to emigration and while workers are overseas and employed at client sites. Such human resource shortcomings may be inherent in the global delivery model that is an important feature of Indian IT business. The implications of these findings are discussed in the paper.
Indian Journal of Science and Technology, 2022
Objective: To identify key dimensions that are to be considered while designing Cross Cultural Training (CCT). Methods : The data is collected from 421 expatriate employees in the selected IT organizations (Engineers /Managers/ Team Leaders) using an instrument consisting 45 items of nine drivers. The current study adopted Exploratory Factor Analysis (EFA), followed by 2 nd order CFA to reveal various input components of training programme that leads to the success of the expatriate training programme. Findings: The factors influencing expatriate training were identified as: Adjustment (AD) factor, Culture factor (CU) and Method (ME) factors which are predominately to be considered for the design of CCT. Novelty: The factors to be considered while designing the CCT has been identified a prior rather finding the effect of such factors during post training evaluation. The results are more authenticated and help IHRM professionals to design CCT which lead to success of expat's overseas assignment.
The theory of met expectations applied to expatriate adjustment: the role of crosscultural training
International Journal of Human Resource Management, 2001
This study will test two hypotheses to determine whether the formation of expectations (prior to the global assignment) affects expatriates' adjustment. This study utilized a sample of seventy-three expatriates who completed questionnaires approximately ten months after arriving in their host countries. All the expatriates had predeparture cross-cultural training, but the training varied in perceived relevance. The expatriates were assigned either to countries where their native language was spoken (e .g. Americans in the UK) or to countries where their native language was not spoken (e .g. Americans in France). The results of the mediated regression analysis suggest that the more tailored and relevant the pre-departure cross-cultural training, the more expectations were either met or positively exceeded. Analyses suggest that both cross-cultural training and the language spoken in the host country affect the accuracy of expatriates' expectations prior to the assignment-and that having accurate expectations, in turn, positively affects cross-cultural adjustment. The results from this study encourage organizations to develop programmes that will ensure their expatriates have realistic expectations prior to their global assignments (e .g. through tailored cross-cultural training). Keywords Expatriates ; cross-cultural training ; met expectations ; global assignments ; cross-cultural adjustment. In order to remain competitive in today's global marketplace, multinational companies (MNCs) have recognized that global human resource management is critical for their success. Global HR is essential for MNCs' global competitiveness for many reasons, including its integral involvement in facilitating the success of expatriate assignments
Impact Of Cross Cultural Factors on Expatriates’ Effective Execution of International Assignments
Abstract Expatriates’ successful assignment has brought very complex and challenging issues currently faced by multinationals. Failed assignments are reported to be very high among expatriates. In light of this, this study provides new empirical evidence of recent expatriation management practices among oil and gas multinationals, and in particular, of the sources of successful performance factors among expatriates. The majority of the expatriates were dissatisfied with their living conditions and wanted an improvement in cross-cultural training. The major factors influencing expatriates’ low performance at work were security, expatriates’ maladjustment and culture shock experience. Furthermore, majority of the expatriates reported that they were provided with host country’s culture and language training and therefore did not experience so much culture shock, but content analysis evidence showed that they did actually experience adjustment issues and culture shock and more focus was to be put in host country preparation. In conclusion, some recommendations for best practice were made. Keywords: International assignments, Expatriates, Performance, Adjustment, Culture Shock.
The international movement of skilled workers within the same transnational organization is a relatively recent phenomenon that has assumed considerable significance in terms of scale, economic impact and cultural transactions. Through this movement transnational organizations are increasingly confronted with the presence of cultural diversity. In anthropology the issue of cultural diversity within organizations has received little attention. This paper pursues the problematic relationship between difference and diversity as manifested in the workplace in an era dominated by transnational corporations. It strives to explore the relationship between discourses of difference and diversity, on the one hand, and the material conditions of globalized production on the other.
With the effect of Globalization today, there are many nationals coming to India for different purposes. Most of them are for the purpose of employment. The host countries that send their employees to other countries have to arrange some training for these expatriates about the Cultural Diversity of country of employment which may help to the expatriates to complete the assignment without any major hurdle. It also helps them to develop appropriate mind-set to perform their duty in the respective countries. From the point of view of a scholar, it has been observed that for the past few decades‟ number of researches have been carried out in the area of Cross-culture training (CCT). There have been controversies and debates on the effectiveness, implementation, Goal and processes of CCT. There is very little literature available for detailing and calculating the effectiveness of the CCT Training. This paper also focuses on success and failure of training provided to the expatriates. The antecedents and moderators that play a role in the evaluation of effectiveness have been outlined in this review. It also brings in front of us certain remedies that will make CCT more effective and also provide new direction for other similar research to the scholars.
Management program, Faculty of Management Studies and Commerce, University of Sri Jayewadenepura for supervising my thesis in the midst of very busy work schedule. Further I would like to express my sincere indebtedness to my supervisor for his supervision, encouragement, and excellent support given to me throughout this program to make this work a success. I shall ever remember his kindness and patience towards me in giving support to enhance my knowledge in the field of Human Resource Management, and in helping me to make a success of my academic life and career as well. I would like to extend my gratitude to the present Coordinator Dr. Sampath Amarathunge, former Coordinator Dr (MS) Badra Arachchige, and my lecture panel of the M. Sc Program for giving me support to enhance my knowledge further in the field of Management. My special thanks are forwarded to Librarians and Assistant Librarians of Ceylon Chamber of Commence and National Chamber of Commerce in Sri Lankan for supporting me to finalize the study sample and all Human Resource Managers in the relevant organizations who gave all the relevant information and support without reservation for me to find respondents. I express my exclusive gratitude to all the respondents (Sri Lankan Expatriates) who completed the questionnaire and returned it on time to enable me to complete this study. I express my appreciation to Ms.
Expatriates cross-cultural adjustment challenge in diverse India: a three level analysis
International Journal of Indian Culture and Business Management, 2017
As world is looking at the emerging economies for investment, India has become the latest hub. International assignments as an unavoidable part of globalisation brings along with them a major issue of cross-cultural adjustment, although India has witnessed expatriate management under British rule but the cultural diversity has made this country still an enigma for expatriates to understand. Therefore, our study aims at finding why expatriates find India challenging for cross-cultural adjustment. It reviews the factors which force expatriates to come to India and also about the cross-cultural adjustment challenges they face at macro, meso and micro level. The finding of the study shows an inverse relation between cross-cultural adjustment and organisational challenges, which means higher cross-cultural adjustment will create less challenges at workplace and a positive relation between cultural literacy and cross-cultural adjustment. The study outcome lays down a foundation stone in India for future researches, as very less literature is available in context to India, the research discussion will be useful for the global strategist to get a better insight into India to revamp their strategies pertaining to expatriates in India.