Jan Selmer
Dados Biográficos
| ID | 1707262 |
|---|---|
| NOME | Jan Selmer |
| PRENOMES | Jan |
| SOBRENOME | Selmer |
| ASSINATURA | SELMER J |
| AFILIAÇÕES | Aarhus University |
| ORCID | 0000-0003-1628-766X |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 32 |
| TOTAL DE CITAÇÕES | 52 |
| TOTAL COMO AUTOR | 25 |
| TOTAL COMO EDITOR | 7 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1995 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2026 |
| ÍNDICE H | 5 |
Attending virtual academic conferences
Universities generally provide financial support, such as travel grants or conference subsidies, for researchers to attend academic conferences, and motivations for attendance vary across different career stages. Amid tightening financial constraints for academic institutions, rising travel costs, and the improved infrastructure of virtual academic conferences (VACs), VACs offer a cost-effective means to enhance inclusiveness. Drawing on Conserva…
Expatriate partners’ personality and its influence on acculturation into a new cultural context
Despite the vital role that trailing partners play for successful expatriation, we still know very little about what actually causes partners to thrive and integrate effectively into the new cultural context. However, as indications have emerged that the personality of partners could be key to a favorable acculturation trajectory, we set out to explore this further. More specifically, we assess the role of expatriate partners’ dispositional affec…
The effects of positive affectivity on expatriate creativity and perceived performance
This study set out to investigate the effects of positive affectivity (PA) on expatriate creativity and perceived performance in the host country workplace. Most importantly, the study examined the moderating role of perceived cultural novelty in the relationship between PA and creativity and its consequences for the indirect association between PA and perceived performance as mediated via creativity. Data from 297 expatriates in Denmark were col…
Global Mobility
Global Mobility usually covers physical international mobility for work purposes by white‐collar or skilled workers or professionals. Global Mobility reflects changes in the corporate world, using various alternative forms of global employment, as well as changes in today's mobile society, where movement of people across national borders is becoming increasingly common.
Work engagement and intercultural adjustment
While engagement seems to have promising prospects for predicting organizational behavior in domestic organizations, few scholars have included this in cross-cultural management research. We use survey results from 640 self-initiated expatriate academics in Greater China to study the relation between work engagement and intercultural adjustment. We focus on expatriates in Greater China because in terms of economy, this is a fast-growing area and …
Context matters
Self-initiated expatriates
Purpose – As it has been suggested that adult third-culture kids may be more culturally adaptable than others, they have been labelled “the ideal” expatriates. The purpose of this paper is to explore the adjustment of self-initiated expatriate academics in Hong Kong, comparing adult third-culture kids with adult mono-culture kids. Design/methodology/approach – The authors use survey results from 267 self-initiated expatriate academics in Hong Kon…
Cognitive and affective reasons to expatriate and work adjustment of expatriate academics
Despite the apparent increasing internationalization of the academic world, research on expatriate academics has remained negligible compared to the literature on business expatriates, which has increased rapidly in recent years. This is regrettable, since it is not obvious to what extent research findings regarding business expatriates also are applicable to expatriate academics. To examine cognitive and affective reasons to expatriate and work …
Group conflict and faculty engagement
In educational settings, substantial scholarly interest has focused on student engagementas an antecedent for educational development and positive school outcomes. Verylimited research, however, has focused on the engagement of academic staff members.This may be a crucial oversight because engagement has been argued to lead to moresatisfied, more productive and healthier staff. In this study, based on a sample consistingof 489 members of multicul…
Fostering expatriate affective commitment
Purpose The purpose of this paper is to examine whether organizations can encourage the loyalty of their international employees through the composition of their expatriate packages. Design/methodology/approach Two separate but complementary theoretical perspectives – the total reward approach, and the exchange‐based construct of state of the psychological contract (SPC) – are used to explain the affective commitment of expatriates. Hypotheses ar…
Why do female expatriates “fit‐in” better than males
Purpose The purpose of the paper is to assess the relevance of the personal value called self‐transcendence as an explanatory factor regarding gender differences in the socio‐cultural adjustment of expatriate employees. Design/methodology/approach A sample of 37 male and 31 female expatriates responded to an online questionnaire concerning their self‐transcendence value and their adjustment as expatriate employees. Findings Self‐transcendence of …
The roles of expatriates' spouses among dual career couples
Purpose The purpose of this paper is to identify how dual career expatriates view their spouses' roles during international assignments. Design/methodology/approach In total, 39 interviews were carried out with expatriates who had a working spouse. The interview data were content analysed using replication logic. Findings The authors' findings indicate that the importance of spousal support increases among dual career couples during international…
Isomorphism and foreign subsidiary staffing policies
Purpose The purpose of this paper is to explore determinants that affect foreign subsidiary staffing policies by employing institutional theory as a theoretical foundation. Design/methodology/approach Hypotheses are developed regarding determinants of the ratio of parent country nationals (PCNs) to foreign subsidiary employees. To examine the hypotheses, Tobit regressions are run using a sample of 1,998 foreign subsidiaries of Japanese manufactur…
Work role and work adjustment in emerging markets
Purpose The purpose of this paper is to analyze four major aspects of the work role and how they influence the expatriate work adjustment in Central and Eastern Europe (CEE) and Russia. Design/methodology/approach The study uses a quantitative design. Self‐reported data were collected from 113 German expatriates assigned to the CEE region and Russia. Findings The results of the study confirm the hypothesized negative association of work adjustmen…
Expatriate compensation packages
Purpose Heterogeneous employee preferences may encumber employers' attempts to standardize expatriate compensation packages. The purpose of this paper is to outline an empirical approach that informs employers about their employees' preferences concerning an international assignment. Design/methodology/approach Utility theory and conjoint measurement techniques are applied. Employees, it is argued, derive utility from the multiple characteristics…
Expatriation – old issues, new insights
Marital status and work outcomes of self‐initiated expatriates
Purpose Most of the fast‐growing literature on business expatriates has focused on organizational expatriates (OEs) who have been assigned by their parent companies to the foreign location. However, there is much less research on self‐initiated expatriates (SIE), who themselves have decided to expatriate to work abroad. The purpose of this paper is to provide knowledge on this under‐researched group of expatriates. Design/methodology/approach A q…
Multicultural organizations
There is growing evidence that the use and management of language have important implications in international organizations. However, still only few empirical studies have been conducted in this theoretical field. Especially there has been a lack of quantitative insights into how language affects group processes and group performance in multicultural organizations. This paper outlines the results from a questionnaire directed electronically towa…
Age and expatriate job performance in Greater China
Purpose As opposed to the predominant belief in the West, in Chinese dominated societies there may be a positive relationship between age and perceived possession of high quality personal resources. That attitude towards old age may carry over to expatriates in Chinese societies. This may have a positive impact on expatriates’ job performance. Therefore, the purpose of this paper is to examine the association between the age of business expatriat…
Cultural similarity and adjustment of expatriate academics
Cultural distance asymmetry in expatriate adjustment
Purpose The current literature implicitly assumes a symmetric impact of cultural distance (CD) on expatriate adjustment. By using distance as a predictor of adjustment, the literature has rendered the direction of the flow irrelevant: a US expatriate in Germany is presumed to face the same hurdle as a German expatriate in the USA. Not only is there no evidence to justify that suggestion, but logic and related findings suggest just the opposite. T…
Symptom and problem focused coping strategies of business women expatriates and their socio‐cultural adjustment in Hong Kong
Purpose The purpose of this paper is to explore coping strategies of female business expatriates and to examine how these strategies are associated with the women's international adjustment. Design/methodology/approach Data were collected through mail surveys to western female business expatriates in Hong Kong regarding their coping strategies and adjustment. Findings As predicted, the results showed that the female expatriates more often used pr…
Which Is Easier, Adjusting to a Similar or to a Dissimilar Culture
The intuitively paradoxical research proposition that it could be as difficult for business expatriates to adjust to a similar as to a dissimilar host culture is tested in this exploratory study. Based on data from a mail survey, a comparison of American business expatriates in Canada and Germany respectively did not reveal any difference in their extent of adjustment. Besides a significant between-group difference in cultural distance, confirmin…
Reciprocal adjustment? mainland Chinese managers in Hong Kong vs. Hong Kong Chinese managers on the mainland
The adjustment of business managers from Beijing and Shanghai assigned to Hong Kong and of Hong Kong expatriates working in Beijing and Shanghai were compared in an exploratory study. The personal in‐depth interviews showed differences between the managers from the Chinese mainland and those from the Special Administrative Region of Hong Kong. The mainland respondents perceived substantial adjustment needs inside and outside the workplace in Hong…
Personal Characteristics of Female vs Male Business Expatriates
Although there has been a rapidly increasing literature on women in international assignments, very little is known about their specific personal characteristics. To rectify this shortcoming, a large-scale mail survey to female and male business expatriates in Hong Kong made a direct comparison of their personal characteristics. Results showed that the women were younger than the men. Controlling for inter-group age differences, despite the fact …
Which Is Easier, Adjusting to a Similar or to a Dissimilar Culture
The intuitively paradoxical research proposition that it could be as difficult for business expatriates to adjust to a similar as to a dissimilar host culture is tested in this exploratory study. Based on data from a mail survey, a comparison of American business expatriates in Canada and Germany respectively did not reveal any difference in their extent of adjustment. Besides a significant between-group difference in cultural distance, confirmin…
Multicultural organizations
There is growing evidence that the use and management of language have important implications in international organizations. However, still only few empirical studies have been conducted in this theoretical field. Especially there has been a lack of quantitative insights into how language affects group processes and group performance in multicultural organizations. This paper outlines the results from a questionnaire directed electronically towa…
Cultural similarity and adjustment of expatriate academics
Personal Characteristics of Female vs Male Business Expatriates
Although there has been a rapidly increasing literature on women in international assignments, very little is known about their specific personal characteristics. To rectify this shortcoming, a large-scale mail survey to female and male business expatriates in Hong Kong made a direct comparison of their personal characteristics. Results showed that the women were younger than the men. Controlling for inter-group age differences, despite the fact …
Coming home? Adjustment of Hong Kong Chinese expatriate business managers assigned to the People’s Republic of China
Work engagement and intercultural adjustment
While engagement seems to have promising prospects for predicting organizational behavior in domestic organizations, few scholars have included this in cross-cultural management research. We use survey results from 640 self-initiated expatriate academics in Greater China to study the relation between work engagement and intercultural adjustment. We focus on expatriates in Greater China because in terms of economy, this is a fast-growing area and …
Cognitive and affective reasons to expatriate and work adjustment of expatriate academics
Despite the apparent increasing internationalization of the academic world, research on expatriate academics has remained negligible compared to the literature on business expatriates, which has increased rapidly in recent years. This is regrettable, since it is not obvious to what extent research findings regarding business expatriates also are applicable to expatriate academics. To examine cognitive and affective reasons to expatriate and work …
The effects of positive affectivity on expatriate creativity and perceived performance
This study set out to investigate the effects of positive affectivity (PA) on expatriate creativity and perceived performance in the host country workplace. Most importantly, the study examined the moderating role of perceived cultural novelty in the relationship between PA and creativity and its consequences for the indirect association between PA and perceived performance as mediated via creativity. Data from 297 expatriates in Denmark were col…
Group conflict and faculty engagement
In educational settings, substantial scholarly interest has focused on student engagementas an antecedent for educational development and positive school outcomes. Verylimited research, however, has focused on the engagement of academic staff members.This may be a crucial oversight because engagement has been argued to lead to moresatisfied, more productive and healthier staff. In this study, based on a sample consistingof 489 members of multicul…
To Train or Not to Train
This exploratory study empirically examines outcomes of foreign assignments associated with providing or not providing training to expatriate managers. Three modes of training are explored: predeparture, postarrival and sequential training. A mail survey to expatriates in mainland China included most major Western European countries, the largest contingents being from Germany, Britain and France. The tentative findings suggest that expatriate man…
Expatriate partners’ personality and its influence on acculturation into a new cultural context
Despite the vital role that trailing partners play for successful expatriation, we still know very little about what actually causes partners to thrive and integrate effectively into the new cultural context. However, as indications have emerged that the personality of partners could be key to a favorable acculturation trajectory, we set out to explore this further. More specifically, we assess the role of expatriate partners’ dispositional affec…
Context matters
Who Wants an Expatriate Business Career
Knowledge about who the willing expatriates are and their corporate abode is essential information for firms struggling with an increasing demand for cosmopolitan executives. North American and European expatriate business managers responded to a mail survey about their expatriate career preferences. It was found that more managers with expatriate career preferences than without are older, have worked longer time abroad, are European, are externa…
How familiar are expatriate managers with their subordinates' work values
Examines to what extent Swedish executives are familiar with the work values of their own host country national subordinates in Singapore. Investigates the work values of host country national middle managers who were employed in Swedish subsidiaries in Singapore as well as their Swedish bosses’ perceptions of those values. The results showed a considerable lack of insight on the part of the expatriate managers. Discusses implications for interna…
Parent cultural control through organizational acculturation
Local employees in foreign business subsidiaries could learn new work values from the parent organizational culture through a process of organizational acculturation. As this is a new concept in academic research, it is important to explore organizational acculturation and its ramifications, especially since it may be used as a strategy of cultural control applied by the parent organization. Following a discussion of the theoretical foundation of…
Coming home? Adjustment of Hong Kong Chinese expatriate business managers assigned to the People’s Republic of China
Psychological barriers to international adjustment
Presents the finding of a mail survey of expatriate managers working in China, mainly from the USA, France, Germany, Australia and the UK. Examines two sets of psychological barriers to adjustment and its occurrence among North American and Western Europeans. States that European managers were less likely to adjust as well as their North American counterparts would and cites Germany in particular problem country. Discusses the implications of the…
Human resource management in Japan ‐ Adjustment or transformation?
During an extended period of economic recession for most of the 1990s, broad and striking changes have been made to the Japanese employment system. How fundamental or reversible they are is harder to evaluate. If the economic recovery prevails, a considerable stabilization of Japanese human resources practices can be expected, although at a higher level of market‐oriented flexibility than previously existed. Despite the connection between the sen…
Who Wants an Expatriate Business Career
Knowledge about who the willing expatriates are and their corporate abode is essential information for firms struggling with an increasing demand for cosmopolitan executives. North American and European expatriate business managers responded to a mail survey about their expatriate career preferences. It was found that more managers with expatriate career preferences than without are older, have worked longer time abroad, are European, are externa…
To Train or Not to Train
This exploratory study empirically examines outcomes of foreign assignments associated with providing or not providing training to expatriate managers. Three modes of training are explored: predeparture, postarrival and sequential training. A mail survey to expatriates in mainland China included most major Western European countries, the largest contingents being from Germany, Britain and France. The tentative findings suggest that expatriate man…
Reciprocal adjustment? mainland Chinese managers in Hong Kong vs. Hong Kong Chinese managers on the mainland
The adjustment of business managers from Beijing and Shanghai assigned to Hong Kong and of Hong Kong expatriates working in Beijing and Shanghai were compared in an exploratory study. The personal in‐depth interviews showed differences between the managers from the Chinese mainland and those from the Special Administrative Region of Hong Kong. The mainland respondents perceived substantial adjustment needs inside and outside the workplace in Hong…
Personal Characteristics of Female vs Male Business Expatriates
Although there has been a rapidly increasing literature on women in international assignments, very little is known about their specific personal characteristics. To rectify this shortcoming, a large-scale mail survey to female and male business expatriates in Hong Kong made a direct comparison of their personal characteristics. Results showed that the women were younger than the men. Controlling for inter-group age differences, despite the fact …
Cultural distance asymmetry in expatriate adjustment
Purpose The current literature implicitly assumes a symmetric impact of cultural distance (CD) on expatriate adjustment. By using distance as a predictor of adjustment, the literature has rendered the direction of the flow irrelevant: a US expatriate in Germany is presumed to face the same hurdle as a German expatriate in the USA. Not only is there no evidence to justify that suggestion, but logic and related findings suggest just the opposite. T…
Symptom and problem focused coping strategies of business women expatriates and their socio‐cultural adjustment in Hong Kong
Purpose The purpose of this paper is to explore coping strategies of female business expatriates and to examine how these strategies are associated with the women's international adjustment. Design/methodology/approach Data were collected through mail surveys to western female business expatriates in Hong Kong regarding their coping strategies and adjustment. Findings As predicted, the results showed that the female expatriates more often used pr…
Which Is Easier, Adjusting to a Similar or to a Dissimilar Culture
The intuitively paradoxical research proposition that it could be as difficult for business expatriates to adjust to a similar as to a dissimilar host culture is tested in this exploratory study. Based on data from a mail survey, a comparison of American business expatriates in Canada and Germany respectively did not reveal any difference in their extent of adjustment. Besides a significant between-group difference in cultural distance, confirmin…
Age and expatriate job performance in Greater China
Purpose As opposed to the predominant belief in the West, in Chinese dominated societies there may be a positive relationship between age and perceived possession of high quality personal resources. That attitude towards old age may carry over to expatriates in Chinese societies. This may have a positive impact on expatriates’ job performance. Therefore, the purpose of this paper is to examine the association between the age of business expatriat…
Cultural similarity and adjustment of expatriate academics
Multicultural organizations
There is growing evidence that the use and management of language have important implications in international organizations. However, still only few empirical studies have been conducted in this theoretical field. Especially there has been a lack of quantitative insights into how language affects group processes and group performance in multicultural organizations. This paper outlines the results from a questionnaire directed electronically towa…
Fostering expatriate affective commitment
Purpose The purpose of this paper is to examine whether organizations can encourage the loyalty of their international employees through the composition of their expatriate packages. Design/methodology/approach Two separate but complementary theoretical perspectives – the total reward approach, and the exchange‐based construct of state of the psychological contract (SPC) – are used to explain the affective commitment of expatriates. Hypotheses ar…
Why do female expatriates “fit‐in” better than males
Purpose The purpose of the paper is to assess the relevance of the personal value called self‐transcendence as an explanatory factor regarding gender differences in the socio‐cultural adjustment of expatriate employees. Design/methodology/approach A sample of 37 male and 31 female expatriates responded to an online questionnaire concerning their self‐transcendence value and their adjustment as expatriate employees. Findings Self‐transcendence of …
The roles of expatriates' spouses among dual career couples
Purpose The purpose of this paper is to identify how dual career expatriates view their spouses' roles during international assignments. Design/methodology/approach In total, 39 interviews were carried out with expatriates who had a working spouse. The interview data were content analysed using replication logic. Findings The authors' findings indicate that the importance of spousal support increases among dual career couples during international…
Isomorphism and foreign subsidiary staffing policies
Purpose The purpose of this paper is to explore determinants that affect foreign subsidiary staffing policies by employing institutional theory as a theoretical foundation. Design/methodology/approach Hypotheses are developed regarding determinants of the ratio of parent country nationals (PCNs) to foreign subsidiary employees. To examine the hypotheses, Tobit regressions are run using a sample of 1,998 foreign subsidiaries of Japanese manufactur…
Work role and work adjustment in emerging markets
Purpose The purpose of this paper is to analyze four major aspects of the work role and how they influence the expatriate work adjustment in Central and Eastern Europe (CEE) and Russia. Design/methodology/approach The study uses a quantitative design. Self‐reported data were collected from 113 German expatriates assigned to the CEE region and Russia. Findings The results of the study confirm the hypothesized negative association of work adjustmen…
Expatriate compensation packages
Purpose Heterogeneous employee preferences may encumber employers' attempts to standardize expatriate compensation packages. The purpose of this paper is to outline an empirical approach that informs employers about their employees' preferences concerning an international assignment. Design/methodology/approach Utility theory and conjoint measurement techniques are applied. Employees, it is argued, derive utility from the multiple characteristics…
Expatriation – old issues, new insights
Marital status and work outcomes of self‐initiated expatriates
Purpose Most of the fast‐growing literature on business expatriates has focused on organizational expatriates (OEs) who have been assigned by their parent companies to the foreign location. However, there is much less research on self‐initiated expatriates (SIE), who themselves have decided to expatriate to work abroad. The purpose of this paper is to provide knowledge on this under‐researched group of expatriates. Design/methodology/approach A q…
Cognitive and affective reasons to expatriate and work adjustment of expatriate academics
Despite the apparent increasing internationalization of the academic world, research on expatriate academics has remained negligible compared to the literature on business expatriates, which has increased rapidly in recent years. This is regrettable, since it is not obvious to what extent research findings regarding business expatriates also are applicable to expatriate academics. To examine cognitive and affective reasons to expatriate and work …
Group conflict and faculty engagement
In educational settings, substantial scholarly interest has focused on student engagementas an antecedent for educational development and positive school outcomes. Verylimited research, however, has focused on the engagement of academic staff members.This may be a crucial oversight because engagement has been argued to lead to moresatisfied, more productive and healthier staff. In this study, based on a sample consistingof 489 members of multicul…
International Student and Expatriate Challenges (28 obras) · Psychology (26 obras) · Political science (22 obras) · Social Psychology (21 obras) · Expatriate (20 obras) · Business (17 obras) · Sociology (15 obras) · Economics (13 obras) · Family Business Performance and Succession (10 obras) · Social Psychology (10 obras)