ORCID Profile
0000-0001-5285-3927
Current Organisation
University of Queensland
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Publisher: Emerald
Date: 26-06-2009
DOI: 10.1108/17511340910964135
Abstract: This paper analyzes Chandler's biography of Henry Varnum Poor to assess Chandler's contribution to management history as a biographer. Using Winter's content thematic analysis, measure Poor's motivational needs for achievement, affiliation‐intimacy, and power, as they are depicted by Chandler throughout the stages of Poor's career as a business editor, analyst, and reformer. Our analysis shows that Chandler views Poor's motivation as stable throughout Poor's three professional roles. This paper found that Chandler views Poor as primarily driven by his need for power, followed by a significant need for achievement, and a minor need for affiliation throughout his working life. This research is unique because it provides the first social‐scientific assessment of Chandler's contribution to management history as a biographer.
Publisher: Inderscience Publishers
Date: 2011
Publisher: Emerald
Date: 09-12-2019
Abstract: Despite more than 50 years of research into gender and work, the impact of female expatriates persists to be underrepresented in mainstream international human resource management (IHRM) literature. The purpose of this paper is to identify and explore the perceptions of married Indian information technology (IT) women regarding career and expatriating discussions they have with their husbands and its impact on their decision making to undertake international assignments. Semi-structured interviews were conducted with 24 married Indian IT women who had undertaken international assignments after marriage. The study includes two data sets, 1: women on less than one-year assignment 2: women on greater than one-year assignments. The study found that women who went on short-term assignments of less than one year travelled alone and found it fortunate and convenient to leave their children in the care of their husbands, in-laws, parents and maids. While in the cases of women travelling for longer-term assignments, most husbands accompanied them. The study suggests that while spousal support was the key, having a shared purpose with husbands along with extended family support was equally significant to facilitate women undertaking an international assignment. As an impetus, the authors note a change within the Indian society where both partners come together to make decisions about expatriating. The authors discuss the implications for IHRM as they relate to gender ersity within organisations. The research, underpinned by the early workings of a theory of career hierarchy, explores the complexities in expatriation decision-making processes of married women from the emerging economy of India with traditional family values, who are working within a modern and liberal IT industry.
Publisher: Elsevier BV
Date: 2012
Publisher: Informa UK Limited
Date: 20-07-2016
Publisher: Elsevier BV
Date: 2016
Publisher: SAGE Publications
Date: 21-04-2010
Abstract: Understanding the intricacies of managing the life cycle of international personnel is a conundrum that continues to perplex HR managers in the global business arena. Although the notion of adjusting to a socioeconomically and culturally distant environment has been explored extensively from the expatriate perspective, the critical issue to discern is the attention inpatriates need to facilitate successful, long-term integration into a novel setting. With regard to the relatively new staffing option of “inpatriation,” the current literature seeks to acquire an understanding of the contextual implications vital for an adjustment process that allows for the successful and lasting incorporation of such in iduals in the headquarters of global organizations. As a result of this gap, this article examines the relationship between institutional and in idualized socialization tactics and sociocultural and psychological adjustments in conjunction with a proposed moderator effect of cultural distance that inpatriates may undergo. Overall, the article argues that the successful socializing of such in iduals will in part depend on their set of psychological reference points during the acculturation stages.
Publisher: Academy of International Business
Date: 28-04-0007
DOI: 10.46697/001C.34627
Abstract: Neuro ersity is likely present as an ‘invisible’ inequality in most, if not all, multinational corporations (MNCs). The unique characteristics and cultural sensitivities of global operating environments challenge MNCs’ efforts to promote awareness and embed neuro ersity into their cross-border ersity, equity, and inclusion agendas. Drawing from both practitioner and academic sources, we speak to MNCs and their international human resource management leaders by providing concrete guidance for navigating the fostering and advancing of their neuro ersity initiatives, notwithstanding the operating environment. Through our proposed initiatives the strengths and perspectives of neuro ergent employees can be successfully harnessed, leading to improved effectiveness and performance for MNCs.
Publisher: Wiley
Date: 04-08-2009
Publisher: Emerald
Date: 06-02-2010
DOI: 10.1108/01437731011010399
Abstract: The purpose of this paper is to examine Trompenaars' cultural dimensions using reference point theory to propose the adjustment difficulties that inpatriates will experience when entering the home market/global headquarters organization culture. Specifically, it examines means by which the organization may maintain the inpatriate's perspective while at the same time provide training/development to assist in integrating the inpatriate manager into the global management team. The paper proposes that the inpatriate's origin plays a significant part in determining the difficulty of adjusting to the headquarter culture as well as to the general culture of the new home country. The need for reference points (internal, external and time) becomes vital in that each allows for a better understanding of the adjustment process. With regard to the two variables (macro and organizational culture) examined, it should be noted that cultural distance is not of sole importance in the adjustment process of the inpatriate. Additional factors to consider include job type, previous experience in home country of the organization, local support groups and other socialization tactics. To facilitate the cross‐cultural adjustment process, active attempts by human resource management staff must be undertaken to help ensure adjustment. Successful adjustment would allow inpatriates to provide valuable insight and contribute to the global organizations' success. This paper adds value by providing a theoretically based framework for the adjustment of inpatriates that can be tested and modified by future researchers. Furthermore, it provides a guide to inpatriate adjustment so that their maximum value to the organization can be achieved.
Publisher: Elsevier BV
Date: 06-2019
Publisher: Elsevier BV
Date: 04-2011
Publisher: Emerald
Date: 07-07-2022
Abstract: Using social influence theory, this study examines the relationship between self-initiated expatriates' (SIE) political skill, as a measure of their social effectiveness, and cross-cultural adjustment (CCA). It also tests whether the host employer's psychological contract (PC) fulfillment mediates this relationship. Partial least square structural equation modeling (covariance-based SEM) technique is employed to analyze a s le of 209 SIEs. The study finds SIEs' political skill positively and significantly associated with SIEs' work-related adjustment. The relationship with interactional adjustment is only marginally significant. It also finds that SIEs' PC fulfillment mediates the relationship between SIEs' political skill and work-related adjustment. The mediation is marginally significant for the relationship between SIEs' political skill and general living adjustment. The study adds to the literature on expatriates' skills and CCA by theorizing and testing the hitherto unexplored role of SIEs' political skill in their work and non-work CCA. It also theorizes and examines the host employer's PC fulfillment as a mediating mechanism, through which SIEs' political skill facilitates their CCA. Finally, it advances the literature on political skill by testing the construct's application in the cross-cultural and non-work domain.
Publisher: Springer International Publishing
Date: 2018
Publisher: Emerald
Date: 26-06-2009
DOI: 10.1108/17511340910964162
Abstract: The purpose of this paper is to commemorate Alfred Chandler, a truly outstanding business historian, through the unique lens of his revisionists. By developing a classifying framework, Chandler's revisionists is analyzed based on the extent to which they critique Chandler's interpretation of the role of managers in large organizations. The revisionist critiques of Chandler's works is traced and examine how they can contribute to the intent of commemorating Chandler and his works. The most relevant revisionists of Chandler's works are highlighted in a manner that might be valuable for the understanding of how Chandler's revisionists can be interpreted within both functional and critical paradigms. The unique contributions of this study is its focus on providing a specific form of commemoration through the lens of Chandler's revisionists and thus putting “Chandler in a larger frame” of management history.
Publisher: Informa UK Limited
Date: 09-2009
Publisher: Wiley
Date: 30-05-2018
DOI: 10.1002/TIE.21913
Publisher: Routledge
Date: 22-08-2022
Publisher: Elsevier BV
Date: 2014
Publisher: Emerald
Date: 16-11-2015
Abstract: – The purpose of this paper is to investigate attitudes toward interacting with foreign nationals from emerging and developed markets. Differences in attitudes are assessed using liability-of-foreignness factors. – Purposive s le collected at a private university in Australia hierarchical linear modeling approach examines differences across regions of Australia, Asia, Middle East, Europe, and North America Type 2 moderated mediation procedures. – Findings argue for variations across in idual difference variables relative to the inclination to interact with emerging markets foreign nationals. Europeans’ willingness to interact with emerging market foreign nationals is diminished with high levels of tendency to stereotype, whereas North Americans’ willingness to interact with developed market foreign nationals is enhanced with high levels of tendency to stereotype. – Use of self-reported measures may limit validity and generalizability cross-sectional data common method variance. – A greater consideration of cultural ersity inherent in the workforce allows for diminished adjustment difficulties. Acknowledgment and contextualization of ersity is not an option but a necessity upon which organizations must act to reach their fullest potential in respective foreign locations. – Supports greater respect for social and cultural beliefs, norms, and values. Respect has implications for relationships and performance. – Content presents ersity issues within global organizations on their quest to employ global talent.
Publisher: Elsevier BV
Date: 10-2019
Publisher: SAGE Publications
Date: 09-2010
Publisher: Elsevier BV
Date: 06-2011
Publisher: Elsevier BV
Date: 09-2020
Publisher: Wiley
Date: 20-11-2013
Publisher: Elsevier BV
Date: 11-2015
Publisher: Informa UK Limited
Date: 07-2011
Publisher: Informa UK Limited
Date: 06-2009
Publisher: Emerald
Date: 18-06-2020
Abstract: The purpose of this paper is to study the development and consider the future of one of the most controversial areas of human resource development – employee performance management (PM). Through bibliometrics, a multiple correspondence analysis identifies the main research directions of PM studies and provides a map of descriptors and a list of authors, along with a framework to track PM literature over 20 years (1998–2018). Scholars have attempted to address some of the questions raised by earlier researchers. However, critical questions remain unanswered, and there is increasing dissatisfaction with the process. The most glaring yet unaddressed problem with PM is poor employee acceptability of the process. If the research gaps are addressed, the lack of acceptability of the PM could be resolved and more effectively managed in the future. The study particularly addresses poor employee “acceptability” of the PM process, a subject that has received limited attention by scholars.
Publisher: Elsevier BV
Date: 03-2020
Publisher: Elsevier BV
Date: 11-2015
Publisher: Springer International Publishing
Date: 2018
Publisher: SAGE Publications
Date: 27-11-2015
Abstract: This article advances current conceptualizations of multicultural identities by identifying constituent elements of multicultural identity as knowledge, identification, internalization, and commitment. This new conceptualization is labeled n- Culturalism and posits that there are in iduals who operate at the intersection of multiple cultures by maintaining salience of their multiple cultural identities. We illustrate that n-Culturals are assets to organizations because they are creative synthesizers that are able to facilitate organizational goals and can also serve as models for others who are struggling in a multicultural environment. This article provides some solutions to managing multicultural challenges in organizations, such as conflicting values and identities. It also offers solutions on how in iduals and organizations can leverage their identities in relation to the multiculturalism continuum to achieve desired workplace outcomes. Further, we introduce the multicultural mentor modeling program for organizations, which, if implemented, can help struggling multiculturals to address challenges in their social cognition and to develop appropriate and effective behaviors in and outside of the workplace.
Publisher: Informa UK Limited
Date: 22-06-2010
Publisher: Informa UK Limited
Date: 09-2013
Publisher: Emerald
Date: 09-05-2016
Abstract: – As the internationalization process dictates the existence of cross-country networks it is essential to explore avenues that allow emerging market multinationals (EMNCs) to share and receive knowledge that can benefit them locally and globally. The purpose of this paper is to explore this conundrum by addressing the significance of creating a global mindset in in iduals and across the multinational corporation. In the paper the authors articulate the mechanisms that influence global managers’ abilities to engage effectively with other global managers across borders. – This is a conceptual and theoretical piece. – The authors argued that global managers engage in reciprocal learning processes to obtain new, innovative knowledge about other countries’ environments and business practices. The authors furthermore suggest that the effectiveness of new knowledge creation is dependent upon the appropriate input, throughput, and output competencies of those involved in the reciprocal learning process. – Proper people management plays a crucial role in fostering an environment where employees’ commitment will lead to organizational innovation. Propositions foreshadowing in the new, innovative knowledge creation process across cultural and personal levels are articulated.
Publisher: Wiley
Date: 06-2012
DOI: 10.1002/HRDQ.21133
Publisher: Elsevier BV
Date: 03-2011
Publisher: SAGE Publications
Date: 12-2011
DOI: 10.1509/JIM.11.0031
Abstract: This article addresses the strategic role of an inpatriate marketing staffing approach in the development of a global marketing mind-set within global organizations. The premise lies in addressing the liability-of-foreignness concept, which, the authors suggest, impedes the inpatriate marketing manager's integration process, from the in idual level of analysis. Drawing from reference point theory, the article highlights potential hardships manages face with an analysis of the managerial and contextual liability of foreignness that inpatriate marketing managers may perceive in their transition from home countries to headquarter locations. Implications of identifying and attending to such hardships are important in light of the significance attributed to these semipermanent to permanent assignments across different cultural contexts.
Publisher: Elsevier BV
Date: 02-2013
Publisher: Elsevier BV
Date: 07-2010
Publisher: Springer International Publishing
Date: 2019
Publisher: Emerald
Date: 28-09-2010
DOI: 10.1108/17511341011074004
Abstract: The paper seeks to examine the influence of the Austrian School of Economics and its views of innovations and entrepreneurship on one of their ch ions, Joseph Schumpeter. Schumpeter's insights on innovation and entrepreneurship issues are discussed and compared to previous literature. The paper is conceptual in nature, highlighting that the key process in economic change is the introduction of innovations the central innovator is that of the entrepreneur. Insights gained from Schumpeter include the following: in the context of increasing global competition, the importance of innovations by entrepreneurs is becoming more important. The challenge though is for firms to find and make use of these in idual for their survival. Another link is the distrust of the government and the ability of the free market to function, though imperfectly, without interference. The paper suggests that innovation and entrepreneurship are the essence of the capitalist society. Entrepreneurs contribute to society as a whole by introducing new products/services that often are contradictory to institutional norms.
Publisher: Inderscience Publishers
Date: 2011
Publisher: Informa UK Limited
Date: 13-03-2019
Publisher: SAGE Publications
Date: 19-01-2012
Abstract: The level of sociocultural adaptation a global manager undergoes when relocating from his or her home country affects the rate and severity of adjustment for that in idual. To reduce the potentially negative impact of the lack of cross-cultural competencies, it is critical for in iduals to have a concise understanding of their self-concept, recognizing their strengths and weaknesses. Self-concept is critical to learn how to effectively gain cross-cultural competencies. It is suggested that in their home country a manager has three points of reference to determine one’s self-concept—in idual, group, and organization. The culture of the international posting country provides a fourth reference point. This article draws on a competency-based view to form the basis for self-evaluation and the development of a composite self-concept. Moreover, it proposes an implementation “roadmap” for developing cross-cultural competencies of global managers.
Publisher: Wiley
Date: 2011
Publisher: Elsevier BV
Date: 11-2010
Publisher: SAGE Publications
Date: 18-05-2017
Abstract: The global business environment is new, complex and not well understood by many of the managers having to “learn by doing.” This “on-the-run” learning experience is particularly difficult for female global managers in the South Asian region who may not have the input or support of others as to how to prepare for relocating overseas. The lack of assistance is further exacerbated by the growing importance of large emerging markets. Given limited history with these key emerging markets, some means of accelerating learning and transferring knowledge to the next generation of (global) managers is a necessity. This article examines one means of addressing the need to learn from others more experienced in global business through mentoring. Social comparison theory is used as the theoretical lens by which to examine the mentoring process for global female managers, a type of managerial talent particularly void of organizational structural support. A means for developing a mentoring programme for global female managers is also developed.
Publisher: Wiley
Date: 06-2011
DOI: 10.1002/HRDQ.20073
Publisher: Emerald
Date: 09-03-2020
Abstract: This paper examines how informal knowledge transfer processes unfold during the repatriation of Malaysian executives. The goal is to develop a repatriate knowledge transfer process model, explaining the informal process through which repatriates make decisions about and transfer newly acquired knowledge. Given the unexplored nature of the informal knowledge transfer process the study investigates, this research adopts an exploratory qualitative research approach using interview data from 10 Malaysian corporate executives over a period of 14 months, covering prerepatriation and postrepatriation stages. The findings indicate that from the repatriates' perspectives, the process flows during repatriates' knowledge transfer depend on the ability and motivation of repatriates, as well as their opportunity to communicate the newly acquired knowledge to their home country organization. We likewise learned that the repatriates' ability to overcome repatriate adjustment and knowledge transfer challenges is crucial in order for them to proactively initiate informal knowledge transfer. This research is significant as it will assist current and future expatriates to plan and prepare for repatriation and eventual knowledge transfer. The findings will also be useful to organizations that employ repatriates in preparing action plans for repatriation rather than solely focusing on expatriation. Research and practice formally argue that expatriates are expected to transfer knowledge from the home country organization to the host country organization. While on assignment, expatriates become exposed to various types of new knowledge during the assignment, setting them up to disseminate this newly acquired knowledge to their home country organization upon repatriation – however, knowledge transfer upon repatriation is largely informal. This paper examines how this informal knowledge transfer process unfolds in the repatriation context over a period of 14 months by qualitatively tracing the experiences of 10 Malaysian corporate executives.
Publisher: Wiley
Date: 2010
Publisher: Edward Elgar Publishing
Date: 30-07-2012
Publisher: Wiley
Date: 17-01-2018
DOI: 10.1111/IJMR.12132
Publisher: Academy of International Business
Date: 22-05-2023
DOI: 10.46697/001C.75449
Abstract: The proliferation of global crises has sparked MNCs’ interest in developing global managerial resilience to withstand economic, health, and climate crises. While resilient employees are more adept at recovering from unexpected or disruptive events, guidelines on how to develop global managerial resilience remain obscure. Drawing from practitioner and academic sources, we speak to international human resource and mobility leaders in MNCs offering recommendations on how to anticipate and manage disruptive events across in idual, family, organizational, and exogenous layers across the expatriation experience. Doing so nurtures a pipeline of globally mobile talent able to thrive in complex international work environments.
Publisher: Springer Science and Business Media LLC
Date: 29-01-2015
DOI: 10.1057/JIBS.2014.67
Publisher: Wiley
Date: 12-2012
Publisher: Edward Elgar Publishing
Date: 28-03-2014
Location: United States of America
No related grants have been discovered for Miriam Moeller.