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Voice is defined as discretionary behaviors aimed at improving the organization. Four papers in this symposium investigate the outcomes of different voice types (prohibitive versus promotive voice, private versus public voice, and challenging versus supportive voice) using different novel theoretical frameworks and rigorous research designs. These papers address questions related to how different voice types and characteristics of voicers affect relationships between employees and leaders as well as their work groups and the organizations. Judging an Idea by Its Voicer: Intersectional Effects of Race and Gender on Voice Endorsement Author: Yurianna S. Kimmons; Oklahoma State U. Author: Chi Nguyen; Oklahoma State U. License to explore: The influence of team voice perceptions on job crafting Author: Melissa Chamberlin; Iowa State U. Author: Michael Howe; Iowa State U. Author: Jeongmin Lee; - Author: Jake Telkamp; Augusta U. Coming together over concerns: Positive Effects of Complementary and Supplementary Prohibitive Voice Author: Sophie Pychlau; Iowa State U. Author: Hudson Sessions; Southern Methodist U. Author: Grace Ching Chi Ho; Arizona State U. Author: David Welsh; Arizona State U. Can you Understand Me? Relating English Language Fluency and Voice in Multinational Employees Author: Felipe Guzman; IESEG School of Management Author: Sebastian Reiche; IESE Business School [ABSTRACT FROM AUTHOR]

This symposium presents recent research that advances our understanding of migration and migrant employees. The five studies included in the symposium will offer many insights migrant employees, including their experience, the role of organizations and institutions, and a new approach to capture the complicated nature of migrant studies. Importantly, the symposium covers multiple perspectives and levels of theory ranging from individual characteristics and processes such as identity threats and identity work of high-skilled migrants and the intersectionality of language and nationality on low-skilled migrant employees' workplace experience, to rethinking the contextual effects of cultural and institutional distances, and finally to interventions such as reducing institutional barriers that global migrants encounter in the labor market through entrepreneurship training, and role firms play in leveraging migrants' skills and talents. Together, the presentations address critical issues in migration and migrant worker research, advancing our theoretical understanding of migrant research in management and providing practical implications for institutions and organizations. Importantly, the research offers new insights to existing theories and literatures by examining migrant employees and highlights the benefits and perspectives migrant employees can offer. Cultural identity threats and identity work of skilled migrants in multinational corporations Author: Vesa Peltokorpi; Hiroshima U. Intersection effects of nationality and language on Low-skilled Migrants' integration and well-being Author: Youjeong Song; U. of Minnesota Carlson School of Management Addressing the Illusions of Symmetry and Discordance in Research on Migrant Acculturation Author: Guenter Stahl; WU Vienna Author: Eren Akkan; Kedge Business School Author: Sebastian Reiche; IESE Business School Forced Migration and Entrepreneurship: Evidence from Ohio Author: Andrea Contigiani; The Ohio State U. Fisher College of Business Author: Fabrizio Dell'Acqua; Harvard Business School Author: Arati Maleku; Ohio State U. Author: Sehun Oh; Ohio State U. In the Global Race for Labor, Retaining Migrant employees is a Competitive Advantage Author: Cristina Gibson; Pepperdine Graziadio Business School Author: Milda Zilinskaite; WU Vienna U. of Economics and Business Author: Aida Hajro; U. of Leeds Author: Paul Baldassari; WU Vienna U. of Economics and Business Author: William R. Kerr; Harvard Business School [ABSTRACT FROM AUTHOR]

Migration is one of the grand societal challenges of our time, but relatively little is known about the factors and mechanisms that govern immigrant experiences and contribute to successful integration outcomes in the workplace domain (e.g., career success) and personal life domain (e.g., social integration). In this study, we adopt an identity-based approach to understanding the factors that shape immigrants' identity orientations and influence their community and career embeddedness as a critical element of their integration success. The results of a study of 1,716 highly qualified immigrants from 46 countries of origin in 12 host countries reveal that aspects of the institutional and cultural environment provide both sources of opportunity (e.g., in-creased potential for human development) and sources of disadvantage (e.g., potential status degradation) for immigrants, and that these opposing dynamics affect the emergence of a host country identity, retention of a home country identity, and, ultimately, immigrants' community and career embeddedness in the host country. The implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

While it is common for repatriates to experience identity strain when they return from an international assignment, we know little about how the experience of strain leads to knowledge-related outcomes for repatriates and, by extension, their coworkers. Adopting an identity theory perspective, we conceptualize knowledge transfer as a form of repatriates' identity enactment in the face of identity strain upon their return. Further, we consider two conditions that determine how repatriates' experience of identity strain may translate into beneficial knowledge transfer outcomes for repatriates' colleagues: repatriates' generalized self-efficacy and colleagues' trust in repatriates. Drawing on a sample of 118 matched repatriate-colleague responses across five MNCs, we find that repatriates' level of knowledge transfer with colleagues mediates the relationship between repatriates' identity strain and colleague perceptions of useful knowledge receipt from repatriates. We also demonstrate that while this mediated relationship is negative at low levels of repatriates' generalized self-efficacy, it becomes non-significant when generalized self-efficacy is high. Similarly, the mediated relationship is negative at low levels of colleagues' trust in repatriates, but non-significant at high levels of colleagues' trust in repatriates. Our study contributes to identity theory and the literatures on international assignments and knowledge transfer in MNCs. [ABSTRACT FROM AUTHOR]

Does turnover travel through social networks and, if so, how? Extant literature suggests that turnover can spread from one departing employee to another through a social influence process. While this assumes the existence of social relations, we lack understanding of whether and how different types of relations affect the contagion process. We build on the turnover literature, which conceives social relations as resources individuals lose when their contacts leave, to distinguish between different types of social relations (instrumental, expressive, energy) and resource providers (peers, supervisors) and examine how their loss relates to turnover contagion. We draw on a unique network dataset of 1,432 employees in the Chinese subsidiary of a Dutch multinational including employees' date of voluntary departure (271 turnover events). We estimate models inspired from the Relational Event Framework to trace the spread of departures through social ties over time and account for the effect of each departure on the networks of remaining employees. Our results are consistent with considering turnover contagion as resource loss. However, they also suggest that contagion is triggered when losing access to specific resources from particular providers. We elaborate on our results to propose a theory of network turnover contagion. [ABSTRACT FROM AUTHOR]

This study uses social exchange theory to examine how and when reintegration in headquarters (HQ) enhances repatriate knowledge transfer. Specifically, we theorize how the preparatory stage for repatriation--when expatriates are still abroad--facilitates reintegration in HQ upon repatriation and, subsequently, repatriate knowledge transfer via both interpersonal and career-related pathways. For the former, we hypothesize that frequency of communication with HQ before re-entry facilitates repatriate knowledge transfer via reintegration. We also hypothesize that frequency of communication with HQ before re-entry improves trust in HQ colleagues, which in turn strengthens the positive effect of reintegration on repatriate knowledge transfer. For the second pathway, we hypothesize that career and repatriate support before re-entry increases repatriate knowledge transfer via reintegration. We also predict that career and repatriate support before re-entry improves career satisfaction upon return, which in turn strengthens the positive effect of reintegration on repatriate knowledge transfer. Time-lagged data from 129 assignees and their HQ supervisors support most of our hypotheses. [ABSTRACT FROM AUTHOR]

This symposium brings together scholars who are taking individual perspectives to norm-making or diffusion in MNCs to engage in a conversation on this frontier of IM and HRM research. We seek to enhance not only the visibility of the growing line of research on globalizing actors in MNCs, but also drive the research agenda forward by discussing common challenges and opportunities. We hope to contribute to connecting researchers and ideas in an effort to achieve a more integrated analysis of what globalizing actors actually do, within institutional and organizational contexts. [ABSTRACT FROM AUTHOR]

Drawing on crossover, spillover and conservation of resources theories, we investigate the dynamics of how experiences in the family domain influence the work sphere in the context of expatriation. Specifically, we conceptualize how partner family role adjustment predicts expatriate work role engagement through crossover and spillover. We also examine whether some expatriates are better than others at buffering potentially negative or leveraging potentially positive influences from their families. Using data from multiple sources and different time points, we establish that the personal resource of general self-efficacy is a boundary condition for both crossover and spillover. We find that the crossover of partner family role adjustment to expatriate family role adjustment is weaker when expatriate general self-efficacy is high. Meanwhile, when general self-efficacy is high, there is positive spillover from expatriate family role engagement to the attention dimension of their work role engagement, and when self-efficacy is low, negative spillover occurs. Our results suggest that the way in which the family domain influences expatriate work role engagement is largely dependent on general self-efficacy. We contribute to the literatures on expatriation and the work-family interface." [ABSTRACT FROM AUTHOR]

This symposium aims to take stock of the growing body of research, derive key emerging trends, and offer new directions of scholarly work on knowledge transfer through international assignees. We start by offering a state-of-the-art meta-analysis of empirical research. We then include four new empirical papers (one of knowledge transfer through expatriates, and three on knowledge transfer through repatriates). Each contribution is based on data collected from both knowledge senders and knowledge receivers. All five papers are authored by international teams of global mobility scholars from countries that include Canada, China, France, Finland, Germany, Spain, Switzerland, and the USA. Whereas the papers in this symposium represent a diverse set of issues, they are all closely related to understanding how assignees engage in knowledge transfer during and after their international relocations. Taken together, they provide different angles and theoretical perspectives to individuals' transitions across countries that have important implications for both research and practice. Cross-Border Knowledge Transfer via Expatriates, Inpatriates, and Repatriates: A Meta-Analysis Presenter: Anne Burmeister; Rotterdam School of Management, Erasmus U. Presenter: Daniela Noethen; ESADE Business School / Ramon Llull U. Presenter: Julius Schildbach; ESADE Business School What Reduces Anxiety and Uncertainty of Cross-Cultural Dyads' Knowledge Transfer? Presenter: Yu-Shan Hsu; John Molson School of Business, Concordia U. Presenter: Yu-Ping Chen; John Molson School of Business, Concordia U. Presenter: Margaret A. Shaffer; U. of Oklahoma Presenter: Flora Chiang; China Europe International Business School Prepare Early for Reintegration and Knowledge Transfer of Repatriates Presenter: Fabian Jintae Froese; U. of Goettingen Presenter: Sebastian Klar; U. of Goettingen A Dyadic Perspective on Repatriate Knowledge Transfer Presenter: Sebastian Reiche; IESE Business School Presenter: Mila Borislavova Lazarova; Simon Fraser U. Presenter: Olivier Wurtz; U. of Vaasa Presenter: Felipe Guzman; IESEG School of Management Linking Empowering Leadership and Repatriate Knowledge Transfer: Mechanisms and Boundary Conditions Presenter: Jana Iserhot; Leuphana U. LÃ'neburg Presenter: Joyce Osland; San Jose State U. Presenter: JÃ'rgen Deller; Leuphana U. LÃ'neburg [ABSTRACT FROM AUTHOR]

This symposium focuses on the role of identity processes in facilitating transitions. It brings together four papers that explore the role of individual identities in undertaking and navigating complex transitions across cultures, roles, and organizations. The first two papers focus on cross-cultural transitions. The first presentation investigates the role of an individual's global identity in undertaking future international work experience. The second presentation explores the role of the self left in the home country in making sense of a cross-cultural transition. The final two papers take a broader perspective on career transitions, considering the role of identity processes in facilitating adaptation patterns during a transition. The third paper studies the role of future work selves during career transitions, conceptualizing them as dynamic networks of future- oriented self-representations. The fourth presentation focuses on the factors that affect identity changes and subsequent role adaptation in work role transitions. Together, the four papers in this symposium add to our understanding of the role of identity related mechanisms in facilitating transitions. Does Foreign Cultural Exposure Necessarily Lead to Future Global Work? A Longitudinal Study Presenter: Eren Akkan; IESE Business School Presenter: Yih-teen Lee; IESE Business School Presenter: Sebastian Reiche; IESE Business School The Role of the 'Self Left Behind' in Cross-Cultural Transitions Presenter: Mailys George; ESSEC Business School Presenter: Karoline Strauss; ESSEC Business School Future Work Selves as Dynamic Networks of Future-Oriented Self- Representations Presenter: Karoline Strauss; ESSEC Business School Presenter: Annemijn Loermans; ESSEC Business School Presenter: Julija Mell; Rotterdam School of Management, Erasmus U. Presenter: Frederik Anseel; King's College London Betwixt and Between: Identity-Related Mechanisms in Work Role Transitions Presenter: Achira Sedari Mudiyanselage; U. of Cincinnati Presenter: Elaine Cahalan Hollensbe; U. of Cincinnati [ABSTRACT FROM AUTHOR]

The question of whether trust complements or substitutes various forms of control has been debated in the literature. We aim to shed light on this debate by adopting an emic perspective on the trust- control link in Russia. We conduct an interpretive qualitative study of how Russian managers and their subordinates in Russian subsidiaries of a Finnish-owned MNC as well as a group of expatriates working in the Russian subsidiaries perceive trust and control. Our emic perspective on trust in Russia suggests that trust and control co-existed in the daily manager-subordinate relationships, complementing and substituting each other. The Russian proverb "trust but verify" captures the shared perceptions of the trust-control link among the interviewed managers and subordinates. On the other hand, the expatriates regarded trust and control as substitutes of each other. Our conceptual model integrates the complementary and substitutive perspectives as well as the affective and cognitive dimensions of trust into an embedded perspective on the trust-control link. The model suggests that trust is imperative for manager-subordinate relationships and provides the foundation in which control is embedded. [ABSTRACT FROM AUTHOR]

While the international business literature has acknowledged the importance of culture, it gives little concern to the role of cultural resources in the construction of social hierarchies and symbolic boundaries between individuals and groups within multinational corporations (MNCs). We conceptualize firm-specific and cosmopolitan forms of cultural capital and theorize how these cultural resources structure MNCs' social hierarchy. We argue that actors' cultural resources are not equally legitimized within the MNC: some are recognized as valuable and therefore become firm-specific cultural capital while others are undervalued and delegitimized. Further, the valuation of cultural resources is a central mechanism underlying an MNC's social hierarchy. Specifically, we suggest that the recognition processes of firm-specific cultural resources are governed by three interrelated principles: (1) dominance of the corporate headquarters; (2) centrality of the home country; and (3) core-periphery dynamics. Employees who accumulate more firm-specific cultural capital occupy higher positions in the social hierarchy and enjoy preferential access to valuable resources such as jobs, power, influence, and connections. Employees' cosmopolitan cultural capital, in turn, moderates this mechanism depending on their firm-specific cultural capital endowment. Finally, the effect of firm-specific cultural capital on the social hierarchy is heightened through influencing actors' network positions within the MNC. [ABSTRACT FROM AUTHOR]