Abstract
To ensure the success of expatriate assignment in China, it is critical that the most suitable candidates are chosen. This article provides a strategic model for selecting, training, and supporting personnel and their families for assignments in China and for helping them adjust to Chinese cultures. Home-country reintegration strategies are also provided for developing experienced expatriates into global organizational leaders. Well-planned selection, preparation, support, and reintegration programs help to increase expatriates' overall assignment effectiveness and avoid the high costs associated with expatriate failures. The proposed model is based on Fernandez and Underwood's (2006) critical success qualities of expatriate managers in China and Avril and Magnini's (2007) success qualities for expatriates and their families. A prescription for expatriate effectiveness is proposed based on Lund and Barker's (2007) study of expatriate managers' effectiveness in China, along with models for promoting effective pre-departure preparation and new-country adjustment support.
| Original language | English |
|---|---|
| Pages (from-to) | 60-72 |
| Number of pages | 13 |
| Journal | Global Business and Organizational Excellence |
| Volume | 30 |
| Issue number | 1 |
| DOIs | |
| Publication status | Published - Nov 1 2010 |
ASJC Scopus subject areas
- Business and International Management
- Organizational Behavior and Human Resource Management