The present study proposes a significant role for host country nationals (HCNs) in the expatriate adjustment process. Based on self-categorizaton theory, newcomer socialization research, organizational citizenship behavior (OCB) research, and models of expatriate adjustment, I present a model proposing how social categorization processes influence HCNs' willingness to engage in adjustment-facilitating organizational citizenship behaviors (AOCBs). I further propose that these behaviors have a significant impact on expatriates' adjustment and in turn, other important job-related outcomes of the expatriate. Hypotheses were tested on 115 expatriates and 53 HCNs. Expatriates were contacted directly or via an organizational contact. HCNs were either contacted directly or nominated by their expatriate counterpart to participate in the study. Results reveal support for the main tenets of the model. The willingness to engage in AOCBs was related to outgroup categorization, collectivism, and perceptions of justice. Social support provided by HCNs was found to significantly relate to HCNs' perceptions of their expatriate co-worker's adjustment. Expatriates, however, indicated that spousal adjustment and language ability were more important for their own adjustment. Adjustment was related to other key expatriate outcomes. The research and managerial implications of these results are discussed.

The purpose of this paper is to understand why a host country (HC) shows ex post opportunistic behaviors in E&P projects and frequently forces international oil companies (IOCs) to renegotiate previously signed contracts. This research employs the concept of asset specificity and hold-up problem in transaction cost economics (TCE). It then examines the unique characteristics of E&P projects, HC’s opportunistic behaviors, and IOCs’ safeguards. For a case study analyzing the implications between the economic theory and HC’s ex post opportunism in oil E&P project, I have selected Kazakhstan. The result is that HC’s ex post opportunism can be explained by a hold-up problem resulting from IOCs’ sunk investments and the unique characteristics of the oil E&P industry. When IOCs’ important capital assets become sunk investments and the price of oil increases rapidly, HC has a strong incentive to appropriate IOCs’ profits through ex post opportunism. Yet at the same time, HC must consider the damage to its reputation when deciding the extent and ways of its ex post opportunistic behaviors in oil E&P projects. / text

The present study proposes a significant role for host country nationals (HCNs) in the expatriate adjustment process. Based on self-categorizaton theory, newcomer socialization research, organizational citizenship behavior (OCB) research, and models of expatriate adjustment, I present a model proposing how social categorization processes influence HCNs' willingness to engage in adjustment-facilitating organizational citizenship behaviors (AOCBs). I further propose that these behaviors have a significant impact on expatriates' adjustment and in turn, other important job-related outcomes of the expatriate. Hypotheses were tested on 115 expatriates and 53 HCNs. Expatriates were contacted directly or via an organizational contact. HCNs were either contacted directly or nominated by their expatriate counterpart to participate in the study. Results reveal support for the main tenets of the model. The willingness to engage in AOCBs was related to outgroup categorization, collectivism, and perceptions of justice. Social support provided by HCNs was found to significantly relate to HCNs' perceptions of their expatriate co-worker's adjustment. Expatriates, however, indicated that spousal adjustment and language ability were more important for their own adjustment. Adjustment was related to other key expatriate outcomes. The research and managerial implications of these results are discussed.

Background and Aim: Skills shortages in international organisations are commonly remedied with the use of expatriates. These expatriates are well paid for their expertise as well as for relocation “inconvenience”. However, it has become widely known internationally that expatriates receive far more attractive remuneration than their Host Country National (HCN) colleagues (local employees). The need for this study was formed on the basis of the HCN’s perception of this disparity and whether it could have a negative effect on his / her job attitudes. The main purpose of the research study described herein is to investigate the relationship between the expatriate-HCN pay differential in perspective of the HCN’s perceptions of pay unfairness, and the impact thereof on the organisation commitment and job satisfaction of HCN’s. More specifically this research aimed at determining whether there is (1) a HCN-Perceived Compensation Disparity (HPCD) between (HCNs) and expatriates, whether there is (2) a relationship between HPCD and the HCN’s Organisational Commitment (OC), and whether there is (3) a relationship between HPCD and the HCN’s Job Satisfaction (JS). Method: A cross-sectional survey design was used, with a purposive sample (N = 86) taken from organisations across several industrial sectors in South Africa. A single-item scale for HPCD, the Minnesota Satisfaction Questionnaire (MSQ) and Organisational Commitment Questionnaire (OCQ) were administered to professional and skilled Host Country Nationals (HCNs) of South Africa, working on a same or similar hierarchal level as expatriates. Descriptive statistics, data analysis and hypothesis testing were performed using Statistical Package for the Social Sciences (SPSS) software, outputting frequency tables, mean, standard deviation, Cronbach’s alpha coefficients (testing for reliability) and Pearson correlation coefficients to investigate relationships. Results: Results showed existence of an HPCD (Host Country National Perceived Compensation Difference). No significant relationship was observed between the HPCD and Organisational Commitment (OC) (r(df = 86; p = 0.243) = -0. 129). A practically significant negative correlation (medium effect) was observed between HPCD and Job Satisfaction (JS), (r(df = 86; p = 0.002) = -0.336). These results were supported by the findings from a literature review, with the exception of the lack of statistical significance in the HPCD and OC relationship. Practical Relevance: Interpretations from all the results were made and future theoretical and practical recommendations to the HRM industry are proposed. This research provides valuable insight into the South African context, filling a literature gap in this area and provides knowledge with regards to the applicability of the equity theory and social comparison theory in the workplace. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / MCom / Unrestricted

Globalization, rising affluence in developing and transitional economies, improved infrastructure, and advancements in communication and information technologies have increased the opportunities for marketing services beyond borders. For the last decade African economies has been growing which has created enormous opportunity for international companies. However, foreign companies have been slow to enter into African markets. The purpose of this research is to identify important perception of barriers and factors that affect market entry decision in Africa specifically in Ethiopia and Egypt.This research is based on a qualitative case study and data is collected from primary and secondary data. The primary data are collected from four Swedish micro and small companies. The secondary data collection is based on website, and published material from accredited government, such as UN, Ethiopian investment agency and Swedish government.The major market entry barriers and factors are determined through analysis of these data. The major barriers are cost advantages incumbents, product differentiation, capital requirement, switching cost, access of distribution channel, government policy. The factors are market attractiveness, cultural distance, uncertainty, legal environment, and competition. Market entry decision is dependent on high influential perception of market entry barriers. From this research the important influential perception of barriers and factors that affect market entry decision in Ethiopia and Egypt are government policy, cultural difference, uncertainty, and legal environment. Cost advantage and switching cost are the low influential perception of barriers.

The increase in foreign students in countries such as the US, the UK and Francesuggests that the international ‘education industry’ is growing in importance. Thepurpose of this paper is to investigate the empirical determinants of internationalstudent mobility. A secondary purpose is to give tentative policy suggestions to hostcountry, source country and also to provide some recommendations to students whowant to study abroad. Using pooled cross-sectional time series data for the US overthe time period 1993-2006, we estimate an econometric model of enrolment rates offoreign students in the US. Our results suggest that tuition fees, US federal support ofeducation, and the size of the ‘young’ generation of source countries have asignificant influence on international student mobility. We also consider other factorsthat may be relevant in this context.

This study informs on the ways in which Swedish multinational companies (MNCs) operating in Russia perceive and respond to the corruption they face whilst operating there, coming from a home country with a low level of corruption, Sweden, in relation to Russia, a country with a high level of corruption. The study uses a qualitative research method, conducting semi-structured interviews with six senior executives from Swedish MNCs that have, or are currently working in Russia for the Swedish firm. The study informs on the forms and processes of corruption in Russia, and informs on not only how this impacts the operations of Swedish firms operating there, but also the measures they take to respond to this. The results indicate that corruption is widespread in Russia. Swedish MNCs saw bribery, state sector operations, and subcontractors as some of the areas where corruption was particularly prevalent. Swedish MNCs perceive corruption in Russia as inevitable and a liability of foreignness, permeating many aspects of operations in Russia. An overarching theme throughout the interviews and analysis was the notion of Swedish firms in Russia trying to find a mid-ground by balancing the demands of the HQ with the demands of the Russian business environment. Additionally, Swedish MNCs saw education, personnel policy, regulations and networking as some of the key areas for responding to corruption. The study contributes to existing knowledge of corruption, and specifically corruption in Russia, and contributes not only knowledge of Swedish firms operating in Russia, but of firms originating from countries with a low level of corruption operating in countries with a high level of corruption in general.

Despite their peacekeeping role in the management of internal armed conflicts, some military peacekeepers have sexually exploited local populations in host countries, resulting in dire social and health consequences and threats to the success of international peace operations. Although researchers have examined sexual violence committed by peacekeepers, few researchers, if any, have used routine activities theory to examine sex offending by peacekeepers. The purpose of this study was to explore the extent to which situational opportunities influenced international military peacekeepers' engagement in the sexual exploitation of civilians in the Central African Republic, a peacekeeping host country. Data were collected from face-to-face interviews with 15 research participants, including local witnesses, military officers, representatives of civil society organizations, and United Nations policy makers, and from public records obtained from online sources. Data were coded using an inductive coding strategy and then analyzed using thematic analysis. The findings indicated that both the local and peacekeeping conditions, including lack of deterrence and accountability mechanisms, heightened the vulnerability of local populations to sex predation and motivated peacekeeper sex offenders to engage in sex offending. Local community leaders, civil society organizations, peacekeepers, and policy makers could use study findings to promote educational programs on the institutional responsibility to protect vulnerable civilians as well as shape policies to prevent the commission of sexual exploitation by peacekeepers. These actions may also help susceptible civilians, especially women and girls, to be aware of the risks linked to their vulnerability and empower them to seek legal redress.

Past literature on transnational repression underscore the significant gap in examining how the relationship between the origin country and the host country influences instances of transnational repression. To fill this gap, this study is bringing in the neglected role of democratic host states by exploring: Why do certain democratic host states encounter significant incidents of transnational repression on their soil while others do not? This essay demystifies the concept of "relationship" and examines whether states, driven by their self-interest, tend to "overlook" transnational repression. This exploration involves testing the hypothesis: An observed comprehensive relationship between the host and origin countries leads to increased transnational repression as the host country tends to “overlook” these incidents. Through a Structured Focused Comparison, the originating country Russia, and the hosting countries Switzerland and the United Kingdom are compared. The findings do not fully support the hypothesis. However, several intriguing discoveries are found that need further investigation.

<p>Abstract</p><p>Organizational structures are surrounding the entire businesses and are essential for the functionality of an organization. The importance of a structure that satisfies and encourages the staff in the success of the organization to do a god job reflects on the organization’s success.</p><p>There are many different kinds of people and behaviours in the world, which makes the world we live in very complex and diversified. The perceptions of one human being, living in Europe, most likely aren’t the same as the perceptions of one person living on the other side of the globe. This difference between people all over the world also diversifies the organizations, which consists of these people. Different behaviour and organization structures are preferred by different organizations. This fact makes it difficult to operate an organization that is expanding to operate between national boarders.</p><p>The difficulties in moving to new nations and meeting new cultures leads to many problems. How will an organization that operates over national boarders adopt to the different countries involved? This thesis will examine the difficulties for these kinds of problems and how they should minimize possible problems that might occur through internationalization. The main question in this thesis will look at exactly how the transformation to go from one organizational structure to another in a Multinational corporations.</p><p>For a further analyse of the problem, one organization in an expanding situation will be examined. The organization that will be analysed is LG Electronics, which is a Multinational Enterprise organization that operates in several countries. The LG Electronics is an organization from South Korea which in Sweden has an IT-division that has worked as an experiment, in an attempt to minimize the problems that might occur when different organization cultures starts to work with each other.</p><p>The thesis will be strengthened mainly through background and organizational preferences information about differences between nations and the nations that act as the host and the home country for the organization, the two different structures involved and a list of different types of Multinational organizations. To examine the situation in LG Electronics interviews with two different purposes will be done, one with investigational purpose and one with informational purpose.</p><p>Keywords</p><p>Culture, Organization structure, Multinational Enterprises, Matrix structure, Hierarchical structure, Organizational change, Transformation, Host country, Home country</p>