Effect of support and cultural intelligence on the adjustment and performance of expatriates and their family members in Malaysia

Theory suggests that people fear the unknown and no matter how experienced one is, the feelings of anxiety and uncertainty, if not managed well would affect how we view ourselves and how others view us. Hence, it is in human nature to engage in activities to help decipher behaviours that seem contrary to their beliefs and hinder the smooth-flowing of their work and daily activities. Building on these arguments, this research investigates the two types of support that are provided by multinational corporations (MNCs) and host country nationals (HCNs) to the expatriates and their family members whilst on international assignments in Malaysia as antecedents to their adjustment and performance in the host country. To complement the support provided, cultural intelligence (CQ) is investigated to explain the influence of cultural elements in facilitating adjustment and performance of the relocating families, especially to socially integrate into the host country. This research aims to investigate the influence of support and CQ on the adjustment and performance of expatriates in Malaysia. Path analyses are used to test the hypothesised relationships. The findings substantiate the pivotal roles that MNCs and HCNs play in helping the expatriates and their families acclimatise to the host country. This corroborates the norm of reciprocity where assistance or support rendered especially at the times when they were crucially needed would be reciprocated with positive behaviour deemed of equal value. Additionally, CQ is significantly positive in enhancing adjustment to the host country, which highlights the vital role that cultural awareness and knowledge play in enhancing effective intercultural communication and better execution of contextual performance. The research highlights the interdependence of the expatriates? multiple stakeholders (i.e. MNCs, HCNs, family members) in supporting the expatriates whilst on assignments. Finally, the findings reveal that the expatriate families do influence how the locals view the families and would be a great asset in initiating future communication between the expatriates and HCNs. The research contributes to the fields of intercultural adjustment and communication and also has key messages for policy makers

Effect of support and cultural intelligence on the adjustment and performance of expatriates and their family members in Malaysia

Theory suggests that people fear the unknown and no matter how experienced one is, the feelings of anxiety and uncertainty, if not managed well would affect how we view ourselves and how others view us. Hence, it is in human nature to engage in activities to help decipher behaviours that seem contrary to their beliefs and hinder the smooth-flowing of their work and daily activities. Building on these arguments, this research investigates the two types of support that are provided by multinational corporations (MNCs) and host country nationals (HCNs) to the expatriates and their family members whilst on international assignments in Malaysia as antecedents to their adjustment and performance in the host country. To complement the support provided, cultural intelligence (CQ) is investigated to explain the influence of cultural elements in facilitating adjustment and performance of the relocating families, especially to socially integrate into the host country. This research aims to investigate the influence of support and CQ on the adjustment and performance of expatriates in Malaysia. Path analyses are used to test the hypothesised relationships. The findings substantiate the pivotal roles that MNCs and HCNs play in helping the expatriates and their families acclimatise to the host country. This corroborates the norm of reciprocity where assistance or support rendered especially at the times when they were crucially needed would be reciprocated with positive behaviour deemed of equal value. Additionally, CQ is significantly positive in enhancing adjustment to the host country, which highlights the vital role that cultural awareness and knowledge play in enhancing effective intercultural communication and better execution of contextual performance. The research highlights the interdependence of the expatriates? multiple stakeholders (i.e. MNCs, HCNs, family members) in supporting the expatriates whilst on assignments. Finally, the findings reveal that the expatriate families do influence how the locals view the families and would be a great asset in initiating future communication between the expatriates and HCNs. The research contributes to the fields of intercultural adjustment and communication and also has key messages for policy makers.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

Ethical Leadership and Whistleblowing: Mediating Role of Stress and Moderating Effect of Interactional Justice

Purpose- Prevalence of corporate frauds is critical, therefore, identifying and institutionalizing the bad apples in the barrel which are engaged in wrongdoings is much needed and must be brought to the lights through whistleblowing. Design/Methodology- Data were collected from the South Asian countries through a structured questionnaire from the employees of the telecom sector. Three hundred twenty-nine samples were gathered to test hypothesized relationships. Findings- Results showed that whistleblowing intentions of employees through psychological stress mediates the behaviors of their leaders, which turns ethical leadership at the workplace. Further, ethical leadership positively impacts employees’ intention to blow the whistle at the workplace. Furthermore, the analysis showed that interactional justice moderates the relationship between ethical leadership and intention to blow the whistle of employees Practical Implications- This research gives a different perspective to the managers to develop such a culture that enables an honest and trustworthy environment, which may enable the employees to point out the wrongdoings they witness while working at the workplace

Ethical Leadership and Employee Ethical Behavior: A Moderated Mediation Mechanisms

Purpose- Based on the ongoing unethical scandal in the organizations, this study aims to explain the relationship between ethical leaders and their followers’ ethical behavior by explaining the underlying mechanisms.  Design/Methodology- Data were collected through a structured questionnaire from the employees working in companies that produce fast-moving consumer goods. Three hundred sixty-nine samples were taken to study the proposed relationships. Findings- Results showed ethical leaders positively influence followers. Perceptual and reflective moral attentiveness positively mediates between ethical leadership and ethical behavior of employees. Moral awareness negatively moderates between ethical leadership and followers’ ethical behavior via reflective moral attentiveness, whereas moral awareness does not moderate the relationship. Practical Implications- Following the call for determinants of ethical behavior, this study provides insights for the managers to foster ethical behavior at the workplace

Influence of Competitive Aggressiveness and Autonomy on Franchisees’ Outlet Performance and Overall Satisfaction: A Qualitative Analysis

Over the past few years, the relevance of the Nigerian franchise industry has taken the turn for the worse as millions of dollars of potential revenues and profits have been lost. Meanwhile, many scholars have observed that the personality characteristics, such as competitive skills and the level of control at the disposal of franchisees may have a role to play in the success of their outlets. No prior empirical study has investigated the influence of competitive aggressiveness and autonomy on franchisees’ business outcomes and overall satisfaction in Nigeria. The objective of this study is to explore the influence of these two entrepreneurial orientation factors on franchisees’ business performance and overall satisfaction. Face-to-face in-depth interview involving 26 franchisees was used to collect data from across different franchise brands in Nigeria. It was found that each of the two factors investigated has different level of influence on franchisees’ business performance and overall satisfaction. The study provides a rare exploratory insight into these two factors and relate them to franchisees’ performance in Nigeria, thereby strengthening theory in the subject. The study offers some recommendations that will potentially help to improve franchising practice in the country and possibly around the world. Key Words: Competitive Aggressiveness, Autonomy, Franchisees’ Performance, Franchisees’ Overall Satisfactio

Sources of support and expatriation:a multiple stakeholder perspective of expatriate adjustment and performance in Malaysia

This research tests the role of perceived support from multinational corporations and host-country nationals for the adjustment of expatriates and their spouses while on international assignments. The investigation is carried out with matched data from 134 expatriates and their spouses based in foreign multinationals in Malaysia. The results highlight the different reliance on support providers that expatriates and their accompanying spouses found beneficial for acclimatizing to the host-country environment. Improved adjustment in turn was found to have positive effects on expatriates' performance. The research findings have implications for both international human resource management researchers and practitioners

A Qualitative Analysis of the Influence of Exclusive Territory and Tying Clauses on Franchisees’ Business Performance and Overall Satisfaction

The fortunes of the Nigerian franchise industry has been on a downward spiral over the past few years. Practitioners and scholars have observed that the design of franchise contracts is a key element in the performance of franchise systems and franchisees in particular. No prior empirical study has investigated the influence of non-fee contract terms on franchisees business outcomes and long-term commitment in Nigeria. The objective of this study is to explore the influence of exclusive territory and tying arrangement on franchisees’ business performance and overall satisfaction. Face-to-face in-depth interview involving 26 franchisees was used to collect data from across different franchise brands in Nigeria. Each of the two contract terms investigated was found to have some form of influence on franchisees’ business outcomes. The study provides the first-ever exploratory insight into issues relating to franchise contracts in Nigeria, thereby helping to strengthen theory in the subject. The actionable recommendations offered will potentially help in reviving the industry for the benefits of the players and the economy at large. Key Words: Contract Design, Exclusive Territory, Tying Arrangement, Franchisees Overall Satisfactio

The awareness to increase household income through entrepreneurial capability: A case of the indigenous people in Sungai Pelek, Selangor

There are a lot of researches on entrepreneurship in Malaysia however the ones on indigenous entrepreneurship are scarce. This case study explores the entrepreneurial preparedness of six respondents from the indigenous community in Sungai Pelek, Selangor.This case study goes in-depth in explaining how the respondents went from fixed-salary earners to full-time entrepreneurs. In-depth interviews were conducted on respondents to get more understanding on why they opted to go for their own businesses.The findings gathered shown that despite the risks involved in being entrepreneurs, the respondents were happy that they took the risks as they have managed to increase their household income.The conducive environment and family support were also influential in their decisions to be more entrepreneurial.Their entrepreneurial capabilities are also evidenced in their awareness to put aside some savings and using their own experiences in handling their business operations

The role of government funding in the effort to enhance organisational performance: A conceptual framework

The present article seeks to advance the theoretical knowledge of entrepreneurship by reviewing and synthesizing available research into a conceptual framework that explains the process of how higher education institutes can achieve sustainable performance by adopting entrepreneurial mind set. The framework identifies impact of public entrepreneurial factors, e entrepreneurial training on innovation and entrepreneurial orientation on organisational performance of Higher Education Institutions.This research also proposes the moderating effect of government funding to enhance the organisational performance in general and university performance in particular