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Expatriates play a critical role in the long‐term success of global organizations; however, expatriate assignments are risky endeavors, and not all employees are keen on such opportunities. Thus, it is critical that we examine the antecedents of employee willingness to expatriate. In this first such meta‐analysis, we drew on data from 55 studies (published in English and Traditional Chinese), and identified 22 antecedents. Results indicate that education, self‐efficacy, prior international experience, language skills, cultural intelligence, extraversion, agreeableness, conscientiousness, emotional stability, openness to experience, the importance of assignment value, financial support and career support were positively related to employee willingness to expatriate. Some societal differences were identified. We then discuss implications and offer future research directions. [ABSTRACT FROM AUTHOR]

The well-established concept of social capital in community studies is gaining prominence in management studies over the last decade due to evolving workplace and workforce. The paper presents a comprehensive and evidence-based model from past literature on how social capital is architected in organizations. We have adapted the seminal framework suggested by Murphy and DeNisi (2008) to capture distal, proximal, formation, and output factors. Also, our paper unveils areas of further investigation such as intervening, distortion, and psychological factors. We propose to move conversations among academicians and practitioners beyond just benefits of social capital to how one can intentionally facilitate social capital formation at the workplace for competitive advantage. Future researchers can continue to test and adjust the open model. [ABSTRACT FROM AUTHOR]

We developed and tested a model of heterosexism in employment decisions based on the lack of fit model of discrimination and social psychological research on attitudes toward gay men and lesbians. Results were supportive of both perspectives in that job candidates' sexual orientation, gender, and job gender type interacted with raters' gender and exposure to diversity training to predict ratings of candidate hirability. Consistent with prior attitudinal research, male raters tended to perceive gay male applicants as least suitable for employment. Finally, raters' attitudes toward gay men and lesbians, beliefs about the employability of gay men and lesbians, and social dominance orientation were differentially related to suitability and hirability ratings. The theoretical and practical implications of these results are discussed. [ABSTRACT FROM AUTHOR]

The willingness of host country nationals (HCNs) to provide support to the expatriate has received a lot of attention in the literature on international assignments. Surprisingly, though, the number of empirical studies examining this relationship is extremely limited. This study examines the role of HCNs' collectivistic orientation, interpersonal affect, and guanxi in relation to their willingness to support expatriates. Using data from 212 HCNs in China, it is found that HCNs' perceived relationship quality with the expatriate has a significant impact on their willingness to provide assistance, both role information and social support, to expatriates. Further , it is found that relationship quality is related to perceived cultural similarity. The results reinforce the importance of paying attention to the perceptions and reactions of HCNs towards expatriates. Implications of the findings are discussed, and suggestions are offered for future research. [ABSTRACT FROM AUTHOR]

Put together, these studies emphasize the critical role played by IC in the growth and development of the economies of these emerging nations and point to the importance of proactively managing IC to harness the benefits. Introduction Economies in the Global South, including emerging markets, have in recent years emerged as the fastest developing countries. The study concludes that specific dimensions of firms' IC, including structural capital, human capital and customer capital, positively and significantly impact firm performance, which in turn provides the firm competitive advantages. More specifically, insufficient attention has been paid to the sociological, psychological and managerial challenges in the context of intellectual capital (IC) from and within emerging markets. [Extracted from the article]

The ninth study is titled B " I Explaining resistance intention towards mobile HRM application: The dark side of technology adoption." i b The mobile human resource management application (mHRM app) has recently been seen as an innovative cloud-based solution to manage the organization's HRM. The study addresses two key research questions: first, "What are the association between ability-enhancing e-HRM practices, opportunity-enhancing e-HRM practices, and motivation enhancing e-HRM practices with sustainable e- HRM systems?" As has been with other management fields, human resource management (HRM) practices have undergone a profound digital disruption, especially in large firms. With the interaction of HRM and information technology, a new method of managing human resources has emerged, known as e-HRM ([1]; [17]). e-HRM refers to the implementation of HR policies through information technology ([9]; [15]). [Extracted from the article]

Purpose: This narrative review presents a multi-stakeholder ethical framework for AI-augmented HRM, based on extant research in the domains of ethical HRM and ethical AI. More specifically, the authors identify critical ethical issues pertaining to AI-augmented HRM functions and suggest ethical principles to address these issues by identifying the relevant stakeholders based on the responsibility ethics approach. Design/methodology/approach: This paper follows a narrative review approach by first identifying various ethical/codes/issues/dilemmas discussed in HRM and AI. The authors next discuss ethical issues concerning AI-augmented HRM, drawing from recent literature. Finally, the authors propose ethical principles for AI-augmented HRM and stakeholders responsible for managing those issues. Findings: The paper summarises key findings of extant research in the ethical HRM and AI domain and provides a multi-stakeholder ethical framework for AI-augmented HRM functions. Originality/value: This research's value lies in conceptualising a multi-stakeholder ethical framework for AI-augmented HRM functions comprising 11 ethical principles. The research also identifies the class of stakeholders responsible for identified ethical principles. The research also presents future research directions based on the proposed model. [ABSTRACT FROM AUTHOR]

Purpose: This article aims to examine the challenges faced by highly skilled expatriates (i.e. professionals and managers) from the Indian subcontinent (i.e. India and neighboring countries) as they attempt to advance their careers in Australia. Extant literature has revealed significant gaps between policies for skilled migration proposed by governments in developed countries and the response to policies by organizations in those countries. By employing the theories of habitus, disembedding, sensemaking and acculturation as frameworks for analysis, the authors explore and explain how these expatriates settle and integrate into their new lives and careers as they resolve their experience of habitus. Design/methodology/approach: This study employed phenomenology and narrative research techniques using 21 in-depth, semistructured interviews with expatriate professionals from India, Pakistan, Sri Lanka and Bangladesh to explore and examine their expatriation experiences and their occupational progress in Australia. Findings: The findings reveal that on migrating to Australia, expatriate professionals are uprooted from their home country habitus and thrust into new conditions that cause them to lose their cultural, economic, intellectual and social capital, which further leads them into a state of "disembeddedness." These highly skilled expatriates then rely on sensemaking and acculturation to resolve their crisis of habitus. The authors also found that gender is a significant factor in this process, as female expatriates faced more career-related barriers compared to their male counterparts. Originality/value: This article brings into focus previously unexamined avenues of expatriation research and proposes a novel theoretical framework that is instrumental in explaining the settlement and integration process of highly skilled professionals from emerging nations. [ABSTRACT FROM AUTHOR]

Knowledge management has gained increasing importance and immense research interest for its promise in advancing sustainability. Despite its proliferation in the literature, little is known about the research profile of knowledge management research intertwined with sustainability. Given this gap, this article aims to conduct an extensive review of knowledge management for sustainability research. Using bibliometrics, which is suitable for large-scale reviews, this article reviews 1136 documents published in peer-reviewed journals indexed in the Web of Science between 2001 and 2021. Noteworthily, the review sheds light on the performance of research constituents (e.g., most prolific authors, countries, institutions, and journals), as well as the themes and topics underpinning the intellectual structure (i.e., knowledge foundation, knowledge creation) in the field. Specifically, the review reveals that knowledge management for sustainability research has relied on nine foundational clusters (i.e., informed sustainability practice, social network, firm performance, knowledge sharing culture, green innovation, sustainability assessment framework, global warming, knowledge management, and innovative performance) to generate new knowledge across 10 thematic clusters, (i.e., ecological knowledge, green innovation, the Shanghai Hongqiao district effect, the Agroscope Research Master Plan, food security, sustainable supply chain management, business sustainability, knowledge creation, knowledge management, and technology management). The article concludes with a new theory that encapsulates extant understanding of knowledge management for sustainability along with promising avenues for future research. [ABSTRACT FROM AUTHOR]