The Impact of Distance (External) and Organizational Factors (Internal) on the Knowledge Chain of Multinational Corporations: South Africa as a Host Country

2017 ◽  
Vol 60 (3) ◽  
pp. 295-311 ◽  
Author(s):  
Bradley Shaw ◽  
John M. Luiz
Keyword(s):  
South Africa ◽  
Multinational Corporations ◽  
Host Country ◽  
Organizational Factors ◽  
Knowledge Chain ◽  
The Impact

The impact of globalization on the performance of Banks in South Africa

2016 ◽  
Vol 26 (4) ◽  
pp. 517-542 ◽  
Author(s):  
Fadzlan Sufian ◽  
Fakarudin Kamarudin
Keyword(s):  
South Africa ◽  
Host Country ◽  
Banking Sector ◽  
Generalized Method Of Moments ◽  
Estimation Method ◽  
Bank Performance ◽  
Content Type ◽  
Multinational Banks ◽  
Dynamic Panel Regression ◽  
The Impact

Purpose This paper aims to provide empirical evidence for the impact globalization has had on the performance of the banking sector in South Africa. In addition, this study also investigates bank-specific characteristics and macroeconomic conditions that may influence the performance of the banking sector. Design/methodology/approach The authors use data collected for all commercial banks in South Africa between 1998 and 2012. The ratio of return on assets was used to measure bank performance. They then used the dynamic panel regression with the generalized method of moments as an estimation method to investigate the potential determinants and the impact of globalization on bank performance. Findings Positive impact of greater economic integration and trade movements of the host country, while greater social globalization in the host country tends to exert negative influence on bank profitability. The results show that banks originating from the relatively more economically globalized countries tend to perform better, while banks headquartered in countries with greater social and political globalizations tend to exhibit lower profitability levels. Originality/value An empirical model was developed that allows for the performance of multinational banks to depend on internal and external factors. Moreover, unlike the previous studies on bank performance, in this empirical analysis, we control for the different dimensions of globalizations while taking into account the origins of the multinational banks. The procedure allows us to test for the home field, the liability of foreignness and global advantage hypotheses to deduce further insights into the prospects of banking across borders.

scholarly journals Career Development Support, Job Adaptation, and Withdrawal Intention of Expatriates: A Multilevel Analysis of Environmental Factors

2019 ◽  
Vol 16 (20) ◽  
pp. 3880
Author(s):  
Hemin Song ◽  
Shuai Zhao ◽  
Wenwen Zhao ◽  
Hua Han
Keyword(s):  
Career Development ◽  
Environmental Factors ◽  
Multilevel Analysis ◽  
Multinational Corporations ◽  
Host Country ◽  
Reference Value ◽  
Analysis Model ◽  
Development Support ◽  
The Impact ◽  
Moderating Role

The present study aims to explore the impact of career development support on job adaptation and withdrawal intention, and the multilevel moderating role of host country environmental factors. Through the questionnaire survey, we collected 242 expatriates’ data of 25 countries from China’s multinational corporations. Based on the constructed multilevel analysis model, we find: (1) career development support has a significant impact on job adaptation and withdrawal intention of expatriates; (2) job adaptation plays a mediating role between career development support and withdrawal intention; and (3) host country environment plays the multilevel moderating role between career development support and job adaptation. Through the multilevel model of host country environment, this study explores the mechanism of how career development support affects job adaptation and withdrawal intention. The conclusions enhance the understanding of the adaptation of expatriates and have important theoretical and practical reference value to achieve successful expatriate in the context of host country environment.

scholarly journals Determinants of Staff Localization in Headquarters-Subsidiary-Subsidiary Relationships

2021 ◽  
Vol 14 (1) ◽  
pp. 249
Author(s):  
Chan Bok Kim ◽  
Seong-Jin Choi ◽  
Luyao Zhang
Keyword(s):  
Multinational Corporations ◽  
Host Country ◽  
Cultural Distance ◽  
Foreign Subsidiary ◽  
Host Countries ◽  
Local Competition ◽  
Theoretical Contribution ◽  
Local Experience ◽  
Relationship Structure ◽  
The Impact

This paper investigates how cultural distance, the local experience of a foreign subsidiary, and the intensity of local competition jointly affect the staff localization of MNEs’ subsidiaries. While previous studies on the effects of cultural distance have mainly focused on the gap between home and host countries, we extend the existing “home-host” country perspective to the home-intermediary-host country relationship. This study regards Korea as an intermediary country and utilizes 520 observations from a unique survey conducted by the Export-Import Bank of Korea from 2006 to 2013. The results suggest that the impact of cultural distance on staff localization is a function of local experience and competitive environment in the home-intermediate-host relationship structure. This paper makes a theoretical contribution to our understanding of the behavior of multinational corporations by expanding the cultural distance perspective between the home and host countries explored in previous research to the home-subsidiary-subsidiary structure.

Challenges faced by South African Human Resource Practitioners in Multinational Corporations

2016 ◽  
pp. 133-153 ◽  
Author(s):  
Nasima Mohamed Hoosen Carrim ◽  
Yvonne Senne
Keyword(s):  
South Africa ◽  
Competitive Advantage ◽  
Cultural Values ◽  
South African ◽  
Multinational Corporations ◽  
Human Resource ◽  
Host Country ◽  
Cultural Practices ◽  
Theoretical Framework ◽  
Hr Practices

This chapter focuses on the challenges faced by human resource (HR) practitioners in multinational corporations (MNCs) in different sectors operating in South Africa. The chapter briefly outlines the global and South African challenges experienced by HR practitioners. The institutional, resource-based and Hofstede's cultural values theories is used as the theoretical framework. The authors conducted interviews with HR practitioners in four different western MNCs with the objective of identifying the challenges faced by them in these organizations. The results of the investigation revealed that MNCs enforce HR practices for employees at executive managerial posts in order to maintain their competitive advantage. MNCs simultaneously integrate their HR practices with the institutional and cultural practices of the host country for employees at lower levels. These diverse HR practices create challenges for HR practitioners in these MNCs. Some recommendations are made regarding solutions to the problems identified.

scholarly journals Mentoring in international assignments: a personality traits perspective

2017 ◽  
Vol 39 (7) ◽  
pp. 1100-1130 ◽  
Author(s):  
Tassilo Schuster ◽  
Judith Ambrosius ◽  
Benjamin Bader
Keyword(s):  
Personality Traits ◽  
Multinational Corporations ◽  
Host Country ◽  
Positive Impact ◽  
Well Being ◽  
Organizational Studies ◽  
Psychological Well Being ◽  
Content Type ◽  
Positive Effects ◽  
The Impact

Purpose The purpose of this paper is to analyze the impact of personality and mentorship on expatriates’ psychological well-being. The authors argue that certain personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience) have positive effects on expatriates’ psychological well-being and that these personality traits enable them to derive a greater benefit from mentorship. By doing so, this study identifies for which personality traits which type of mentoring (home or host country mentor) is most beneficial. Design/methodology/approach Based on socioanalytic theory, the authors develop theory-driven hypotheses and test them against data of 334 expatriates. Findings The study shows that several personality traits as well as home country mentorship have a significant positive impact on psychological well-being, whereas host country mentorship shows no significant positive effects. Moreover, the study indicates that home and host country mentorship partially moderates the relationship between personality traits and psychological well-being. Originality/value Since the authors derive important implications for the selection process of expatriates as well as for the implementation of mentoring in multinational corporations, this study is of value for researchers and practitioners in the areas of human resource management and organizational studies.

The Diffusion of Employment Practices in Multinationals: `Americanness' within US MNCs in Spain?

2008 ◽  
Vol 50 (5) ◽  
pp. 680-696 ◽  
Author(s):  
Javier Quintanilla ◽  
Lourdes Susaeta ◽  
Rocío Sánchez-Mangas
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Multinational Corporations ◽  
Human Resource ◽  
Host Country ◽  
Management Practices ◽  
Critical Role ◽  
Industrial Relations ◽  
Successful Implementation ◽  
The Impact

Drawing on several theoretical perspectives, including institutionalism and strategic choice, this article examines the impact of home and host country national business systems on the diffusion of human resource management practices by American multinational corporations to their subsidiaries in Spain. Our evidence suggests that the tight control that American multinational corporations usually exert over their subsidiaries has recently increased. In most of the case studies, successful implementation of corporate human resource policies has mainly been achieved due to the degree of malleability and openness that characterized the Spanish business system. However, increased control also reflects the legitimacy given to managerial human resource practices originating in the USA and the willingness of host country managers to implement corporate policy. To this extent, it can be argued that subsidiary management plays a critical role in the configuration and implementation of human resource management and industrial relations policies and practices in multinational corporations.

Challenges Faced by South African Human Resource Practitioners in Multinational Corporations

2016 ◽  
pp. 1905-1926
Author(s):  
Nasima Mohamed Hoosen Carrim ◽  
Yvonne Senne
Keyword(s):  
South Africa ◽  
Competitive Advantage ◽  
Cultural Values ◽  
South African ◽  
Multinational Corporations ◽  
Human Resource ◽  
Host Country ◽  
Cultural Practices ◽  
Theoretical Framework ◽  
Hr Practices

This chapter focuses on the challenges faced by human resource (HR) practitioners in multinational corporations (MNCs) in different sectors operating in South Africa. The chapter briefly outlines the global and South African challenges experienced by HR practitioners. The institutional, resource-based and Hofstede's cultural values theories is used as the theoretical framework. The authors conducted interviews with HR practitioners in four different western MNCs with the objective of identifying the challenges faced by them in these organizations. The results of the investigation revealed that MNCs enforce HR practices for employees at executive managerial posts in order to maintain their competitive advantage. MNCs simultaneously integrate their HR practices with the institutional and cultural practices of the host country for employees at lower levels. These diverse HR practices create challenges for HR practitioners in these MNCs. Some recommendations are made regarding solutions to the problems identified.

Some Reflections on Reparation in Post-Apartheid South Africa, using a Couple Therapy Intervention as a Microcosm of South African Society

2011 ◽  
Vol 1 (2) ◽  
Author(s):  
Andrea Hill ◽  
Sylvia Poss
Keyword(s):  
South Africa ◽  
South African ◽  
Couple Therapy ◽  
South African Society ◽  
Depressive Position ◽  
Central Hypothesis ◽  
Transference And Countertransference ◽  
Constructive Engagement ◽  
The Impact ◽  
Therapy Intervention

The paper addresses the question of reparation in post-apartheid South Africa. The central hypothesis of the paper is that in South Africa current traumas or losses, such as the 2008 xenophobic attacks, may activate a ‘shared unconscious phantasy’ of irreparable damage inflicted by apartheid on the collective psyche of the South African nation which could block constructive engagement and healing. A brief couple therapy intervention by a white therapist with a black couple is used as a ‘microcosm’ to explore this question. The impact of an extreme current loss, when earlier losses have been sustained, is explored. Additionally, the impact of racial difference on the transference and countertransference between the therapist and the couple is explored to illustrate factors complicating the productive grieving and working through of the depressive position towards reparation.

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