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With the increasing internationalization of emerging market multinational corporations (EMNCs) especially from the BRICS counties (Brazil, Russia, India, China, and South-Africa), the interactions between expatriates from these countries and the 'new' host country nationals (i.e. the U.S. American HCNs) is becoming a common organizational phenomenon. To better understand these interactions, in this study, we used two unique sources of data to examine the impact of HCNs willingness to offer support to expatriates. In Study 1, we used scenario-based experimental design with 571 HCNs from the US and examined their willingness to offer support to expatriates from the BRICS countries. In Study 2, 499 expatriates from the BRICS countries working in the US shared their actual experience with HCNs. Results from the two studies confirmed that expatriate humility was strongly associated with HCNs' willingness to offer social-emotional and instrumental support to expatriates. More specifically, we found that perceived trustworthiness and values similarity acted as the mediating mechanisms. Type of job (financial industry versus educational sector) had no impact on HCNs willingness to offer support, while expatriate country of origin was likely to impact HCN support in the experiment but was shown to have no impact in the actual expatriate experience. We discuss theoretical and practical implications and suggest future research directions. [ABSTRACT FROM AUTHOR]

The complexity of performance evaluation and the insufficiency of objective measures to make informed performance decisions is an ongoing challenge. We suggest that extracting supportive information from social cues during supervisor–subordinate interactions can aid in navigating these complexities. The current study assesses how signals transmitted during supervisor–subordinate interactions play a crucial role in providing additional information for evaluations. We propose the 'signalling chain' concept based on signalling theory, which elaborates on the reciprocal exchange of signals between the sender and receiver, ultimately mitigating information asymmetry for both parties. We collected data from 253 matched supervisor–subordinate dyads to study the proposed relationships and analysed the data using structural equation modelling techniques. The findings show that the supervisor's signals of liking and relational fairness from interpersonal affect and interactional justice positively influence the subordinate's organizational commitment. The findings also suggest that subordinates reciprocate their obligation to the supervisor by being committed to the organization that counter‐signals involvement and identification to supervisors and aid in performance evaluation. We discuss the theoretical and practical implications of our study and offer future research directions. [ABSTRACT FROM AUTHOR]

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]