Discussion: View Thread

Another JGM BitBlog: The Hidden Key to Expatriate Success

  • 1.  Another JGM BitBlog: The Hidden Key to Expatriate Success

    Posted 26 days ago
    The JGM BitBlog: Beyond the Checklist - The Hidden Key to Expatriate Success We Often Overlook
    Ashneet Kaur, S P Jain Institute of Management and Research, Mumbai, India
    Sudhanshu Maheshwari, S P Jain Institute of Management and Research, Mumbai, India
    Arup Varma, Loyola University Chicago, Chicago, United States
    In today's hyper-competitive global market, the success of multinational corporations is no longer just about strategy or flawless execution. A critical factor, that is often overlooked, is how well expatriates, adapt to their new cultural environments. As any seasoned manager knows, the effectiveness of these global assignments can be the difference between seamless international operations and costly failures, and the experience of expatriates is critical. The real game-changer? The perceived credibility of Host Country Nationals (HCNs).
    In other words, credibility, defined as the trust and competence expatriates see in their HCN colleagues, is pivotal. Without help from the HCNs, even the most skilled expatriates will struggle to navigate the complex cultural and operational landscapes they are thrust into. But here is where it gets interesting: credibility is not just handed out; it must be earned and nurtured through organizational support and proactive engagement by the expatriates. This is where the often-underestimated process of socialization comes into play.
    Think about it-while institutionalized socialization, like cultural training and orientation programs, is essential, it only scratches the surface. These programs provide the necessary foundation but often miss the deeper, more nuanced aspects of local culture that can make or break an expatriate's success. That is why individualized socialization-where expatriates take the initiative to build relationships and understand the local environment on their terms-becomes indispensable. Indeed, this is where the magic happens, where real connections are formed, and expatriates begin to see HCNs not just as coworkers but as credible allies.
    The key here is understanding that credibility is not just about surface-level traits like language or appearance, which can create favorable initial impressions but don't necessarily build lasting trust. It is the deep-level traits-values, attitudes, work ethics-that truly matter. When expatriates find that their HCN colleagues share similar core values or exhibit a strong work ethic, the relationship transcends the superficial and becomes a powerful support system. This alignment in deeper traits fosters trust, reduces the likelihood of stress or isolation, and significantly increases the chances of a successful international assignment.
    For organizational leaders, this insight is a call to action. If you are responsible for overseeing international assignments, it is crucial that you understand that success goes beyond providing a robust institutionalized socialization program. You must also create an environment that encourages and supports individualized socialization efforts. This means promoting open communication, fostering cultural exchange, and actively facilitating relationship-building between expatriates and HCNs.
    Moreover, the selection and training of HCNs who interact with expatriates should not be left to chance. These individuals must possess the deep-level traits that align with your organization's values and the expectations of your expatriates. When done right, this approach not only enhances the credibility of HCNs but also builds a resilient support system for your expatriates, ensuring they are well-equipped to succeed in their roles.
     In the end, the success of expatriate assignments is not just about technical skills or organizational support structures. It is about the human element-the perceived credibility of those on the ground who guide and support expatriates in their new environment. Recognizing this and fostering an environment that promotes both institutionalized and individualized socialization can significantly boost the success rates of your global assignments. Credibility, after all, is not a luxury-it is the cornerstone of effective expatriate integration and, by extension, your organization's overall success.
    To read the full article, please see the Journal of Global Mobility publication:
    Kaur, A., Maheshwari, S. and Varma, A. (2024), "Sailing through the international assignment: exploring the role of perceived credibility in expatriate adjustment and socialization process in the host country", Journal of Global Mobility, Vol. 12 No. 3, pp. 502-519. https://doi.org/10.1108/JGM-10-2023-0073" target="_blank" rel="noopener">https://doi.org/10.1108/JGM-10-2023-0073


    ------------------------------
    Professor Jan Selmer, Ph.D.
    Founding Editor-in-Chief
    Journal of Global Mobility (JGM)
    Department of Management, Aarhus University
    E-mail: selmer@mgmt.au.dk
    Twitter: @JanSelmer_JGM
    ------------------------------