دانلود رایگان مقاله سوابق و اثرات کلیشه سازی منفی کشور میزبان اتباع مهاجران شرکت

Abstract

This paper extends the influential analysis on stereotyping from cultural studies to the realm of international assignments. Drawing on social identity theory, the paper takes the perspective of host country nationals (HCNs) as the basic units of analysis, and develops a theoretical model on the antecedents and effects of HCNs' negative stereotyping of expatriates. The paper also suggests some initiatives that, according to social identity theory, can be used to combat negative stereotyping in multinational corporations and so overcome the cross-cultural interpersonal conflicts that lie at the heart of expatriates' adjustment issues.

4. Conclusion

In this article, we have developed a model of the antecedents and effects of HCNs' negative stereotyping of corporate expatriates. This model has been built by focusing on the issue through the lens of social identity theory. Drawing on this framework, we identify national stereotypes as key determinants for the exclusion of expatriates from HCNs' in-groups and explain how, in turn, these negative outcomes have a number of dysfunctional effects for expats, including difficulty in adjusting to the organisational and home country environment and poor performance. Over and above an efficiency rationale, we adopt a moral standpoint to discuss why these effects should be combated, identifying strategies that can be used to do so, according to a social identity framework. Our research shows that clarifying different kinds of national stereotypes, linked to the origin of individual expatriates, is important for minimising cross-cultural conflicts between HCNs and expatriates, which have been identified as one of the main issues in the adjustment process. Selecting HCNs who have a high level of emotional intelligence, and training HCNs in relation to specific national stereotypes, are possible ways to improve expatriates adjustment and manage diversity within the organisation. This point is essential for the effective deployment of expatriates in MNCs, where the flow is evolving in tandem with global economic change, and there is a growing trend of sending expatriates from emerging countries to developed countries. It is important for multinationals to banish national stereotypes as far as they can to avoid the interpersonal conflicts that are so unfavourable to expatriates' adjustment. We trust that some of these and other potential strategies can be tested and, if significant, used to overcome a phenomenon that, although little studied, can have a highly detrimental effect on MNCs and the people who work in them. One limit of this model is that it has not been tested. It would be interesting to use a multilevel analysis within the same multinational, focusing on the national stereotyping of expatriates displayed by HCNs, and to investigate the way the expatriates in question perceive their relationship with the HCNs. Replicating this research in different units of the MNC located in different countries would be an effective way to test this model.