The benefits of being understood: the role of ethnic identity confirmation in knowledge acquisition by expatriates

Shea X. Fan, Christina Cregan, Anne-Wil Harzing, Tine Köhler

    Research output: Journal PublicationArticlepeer-review

    18 Citations (Scopus)

    Abstract

    In this article, we propose that the concept of ethnic identity confirmation (EIC), the level of agreement between how expatriates view the importance of their own ethnic identity and how local employees view the importance of expatriates' ethnic identity, can explain why expatriates who are ethnically similar to host-country employees are sometimes less effective than expected when working overseas. Multinationals often choose ethnically similar expatriates for international assignments, assuming these expatriates can more effectively acquire knowledge from local employees. Thus, understanding the specific challenges that endanger the realization of this potential is crucial. Our survey, administered to a sample of 128 expatriate–local employee dyads working in China, reveals that both ethnically similar and ethnically different expatriates acquire more local knowledge when EIC is high. However, the association between ethnic (dis)similarity and knowledge acquisition is direct for ethnically different expatriates, whereas for ethnically similar expatriates it is indirect via their perception of local employees' trustworthiness. We discuss this study's important implications and provide recommendations for multinationals on how to provide tailored support to expatriates who face different identity challenges.
    Original languageEnglish
    JournalHuman Resource Management
    Early online date8 Sep 2017
    DOIs
    Publication statusPublished Online - 8 Sep 2017

    Keywords

    • diversity
    • international HRM
    • knowledge management
    • social identity theory
    • trust

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