Jaime Bonache

Expatriation: A developing research agenda

This introductory article briefly reviews the current state of research into expatriation, focusing on the critical issues of strategy, selection and predeparture, compensation, performance management, repatriation, and career management. The burgeoning research in the field is set into context and a plea made for a more varied and imaginative research agenda. The articles in the rest of this special issue are located in this context.

Knowledge Transfer and the Management of Expatriation

This is a theory-building article that uses the example of an international organization from the Spanish financial sector to explore the way in which the characteristics of knowledge influence expatriation policies. A preliminary conceptual framework is offered, and a case study is used to develop a set of theoretical hypotheses reflecting the relationship between knowledge characteristics and expatriation policies as a contribution towards a theory of international assignments.

The Impact of Team Atmosphere on Knowledge Outcomes in Self-managed Teams

This study defines the construct of team atmosphere and provides a framework within which causes and consequences of team atmosphere in knowledge transfer and creation can be empirically investigated. Data were collected using a survey of 363 individuals of 12 companies who worked in self-managed teams. As predicted, results indicated that a ‘high care’ atmosphere among team members favours both the transfer and the creation of knowledge. Findings also showed that certain management initiatives foster this type of atmosphere. The study concludes with some recommendations for future research in this area.

Job satisfaction among expatriates, repatriates and domestic employees

Purpose – The present study aims to provide an empirical evaluation of job satisfaction among expatriates, repatriates, and domestic employees with no international experience.Design/methodology/approach – The study was conducted on a large sample of employees from a Spanish multinational construction company. One‐way analysis of variance (ANOVA) and the Scheffe test were employed to analyse the data.Findings – After controlling for hierarchical status, the results indicated that, among these three groups of employees, there are some significant differences in the satisfaction ratings on job characteristics, career prospects, and internal communication. The authors did not, however, find differences in the mean satisfaction rating on general job satisfaction. Findings are discussed, as are limitations and suggestions for future research.Originality/value – The study contributes to the literature on job satisfaction.

Determinants of the success of international assignees as knowledge transferors: a theoretical framework

Drawing on previous work in the knowledge management literature, this article develops a conceptual framework to analyse the cause and effects of international assignments as a knowledge transfer mechanism. In examining the characteristics of knowledge transferred within multinational companies (MNCs) the use of international assignees is explained and justified. The article also identifies the factors influencing the success of international assignees as knowledge transferors. It is argued that, in addition to the specific characteristics of the knowledge involved, transfer success will be affected by three sets of human-related factors: abilities and motivation of international staff; abilities and motivation of local employees; and the relationship between local and international staff. The article concludes by discussing some management initiatives helping to trigger the human-related factors.

Prevalence of Urinary Incontinence among Spanish Older People Living at Home

Objective: To estimate the prevalence and characteristics of urinary incontinence (UI) in the noninstitutionalized elderly population of Madrid, Spain. Methods: We carried out a cross-sectional study in a representative sample of all community-dwelling people aged 65 or over. Subjects were interviewed in their homes. The question: Do you currently experience any difficulty in controlling your urine? ... In other words, does your urine escape involuntarily? was used to identify UI. Type of UI, use of absorbents and specific drugs were also assessed, as well as consultation behavior. Results: 589 persons were interviewed (response rate: 71.2%). The prevalence of UI was 15.5%. No significant difference was observed between men and women. Urge UI was the main type for men and mixed UI for women. Use of pads was referred by 20.2%. A total of 34.3% of subjects never went to the doctor for their problem (25.2% of men and 39.4% of women). Conclusion: Compared to other populations the overall prevalence of UI in Spanish elders living at home is relatively high. A very small difference by gender was found, although a lower response rate in women could in part explain this unexpected finding.

The interaction of expatriate pay differential and expatriate inputs on host country nationals' pay unfairness

This study investigates expatriate compensation from the under-researched perspective of host-country nationals (HCN). HCNs are typically compensated at lower levels than expatriates are, even when they hold similar jobs and possess similar qualifications. Such pay differential may provoke HCN perceptions of pay unfairness, which can in turn affect other HCN outcomes such as performance and turnover. The study identifies a number of factors that may offset or attenuate the negative influence of pay differential on HCNs perceived pay unfairness, namely awareness of expatriate contributions and special needs, expatriate interpersonal sensitivity, HCN pay advantage over other locals, and HCN contact with expatriates. Data from HCNs working with similarly qualified expatriates largely supported the hypotheses. Implications, limitations, and suggestions for future research are discussed.

Exploring expatriate outcomes

This editorial article introduces this special issue of the International Journal of Human Resource Management devoted to the outcomes of expatriate assignments. We set the topic in context. We start by summarizing the traditional view on expatriate outcomes. We then argue that recent developments in the field suggest the need to build a more sophisticated and complex analysis on the topic that incorporates different perspectives (e.g. the organization, the expatriate, their co-workers and their families) and additional types of international experiences and organizations. We then present some difficulties in developing such an analysis. Specifically, using a new typology of complementary relationships among outcomes (i.e. temporal, among-group and among-outcome consistencies), we point out some complications to achieve those relationships. We conclude by introducing the papers in the special edition that all in some way aim to contribute to our understanding of expatriate outcomes.

Preface: Knowledge, International Mobility, and Careers

3 Jaime Bonache, professor of international human resource management, Cranfield University, UK (e-mail: jaime.bonache@cranfield.ac.uk). Chris Brewster, professor of international human resource management, University of Reading, UK (e-mail: c.j.brewster@reading.ac.uk). Vesa Suutari, professor of international management, Department of Management, University of Vaasa, P.O. Box 700, 65101 Vaasa, Finland (tel.: +358-6-3248 247; fax: +358-6-3248 195; e-mail: vesa.suutari@uwasa.fi). Int. Studies of Mgt. & Org., vol. 37, no. 3, Fall 2007, pp. 3–15.

The impact of individual performance on organizational success and its implications for the management of expatriates

In this paper, we present a new but simple typology of international assignments that can help guide the management of expatriates. Applying a well-known job typology by Jacobs, D. (1981, ‘Toward a Theory of Mobility and Behavior in Organizations: An Inquiry into the Consequences of Some Relationships Between Individual Performance and Organizational Success,’ American Journal of Sociology, 87, 684–707) and Baron, J.N., and Kreps, D.M. (1999, Strategic Human Resources: Frameworks for General Managers, New York: Wiley) to the international arena, we distinguish between star and guardian assignments. The essence of this distinction lies in a difference regarding a crucial relationship: the link between expatriate performance and organizational success. Drawing on two well-known case studies, we analyze the essential characteristics of and differences between star and guardian assignments, and deduct concrete consequences for the employment of specific human resource management policies along the expatriate cycle. The paper concludes with a discussion of theoretical and practical implications.