Typologies: What types of foreign executives are appointed by local organisations and what types of organisations appoint them?

An article on the complete typologies of the FELO phenomenon, describing the different types of organisations and the foreign executives they appoint, has been peer-reviewed and published in the annual special issue (in English) of the German Journal of Research in Human Resource Management / Zeitschrift für Personalforschung (ZfP). The journal was founded in 1987 and is among the oldest HRM journals worldwide. ZfP is the only double-blind peer-reviewed HRM journal outside the US and the UK covered by the Social Sciences Citation Index (SSCI).

Research articles are usually hidden behind paywalls and require institutional access. For this journal article, copyright arrangements have allowed public access to the full text. The full text journal article is also publicly available at academia.edu, Social Science Research Network (SSRN), the Monash University library, and at ResearchGate.

Citation:

Arp, F. (2013). Typologies: What types of foreign executives are appointed by local organisations and what types of organisations appoint them? German Journal of Research in Human Resource Management / Zeitschrift für Personalforschung (ZfP), 27(3), 167-194.

Abstracts in English and German:

Typologies: What types of foreign executives are appointed by local organisations and what types of organisations appoint them?

Current issues in international human resource management include global careers that differ from traditional expatriate assignments. A number of foreign executives have in recent years been appointed to positions in the headquarter operations of culturally distant organisations. These appointments of foreign executives in local organisations (FELOs) can be viewed as a specific form of self-initiated expatriation (SIE), with several distinct types of FELOs found in fieldwork studies. This article offers typologies of the individuals and organisations involved in the FELO phenomenon. These typologies elucidate that FELO appointments do not necessarily indicate a geocentric hiring approach, and assist in identifying which FELO workplaces produce successful outcomes as well as those which are likely to fail. The applicability to other country contexts, implications for theory on diversity in management teams, and key criteria for FELO hiring practices are discussed.

Key words: foreign executives, expatriates, self-initiated expatriation, cultural distance, typologies (JEL: M12, M14, M16, M51, Z10)

Typologien: Welcher Typus ausländischer Führungskräfte wird von lokalen Unternehmen verpflichtet, und welcher Typus lokaler Unternehmen verpflichtet sie?

Zu aktuellen Themen der internationalen Personalforschung zählen globale Karrieren, die sich deutlich von traditionellen Auslandsentsendungen unterscheiden. In den letzten Jahren ist eine Anzahl ausländischer Führungskräfte in die Unternehmenszentralen kulturell ferner Organisationen verpflichtet worden. Diese foreign executives in local organisations (FELOs) können als spezifische Form selbstinitiierter Expatriierung (SIE) betrachtet werden, wobei in Feldstudien dezidiert unterschiedliche Typen von FELOs gefunden wurden. Dieser Artikel legt Typologien der im FELO-Phänomen involvierten Personen und Organisationen vor. Sie zeigen auf, dass die Verpflichtung ausländischer Führungskräfte nicht unbedingt auf geozentrische Personalpraktiken hinweist und helfen, erfolgreiche sowie zum Scheitern neigende Arbeitsverhältnisse zu identifizieren. Die Anwendbarkeit auf unterschiedliche Länderkontexte, Implikationen für Theorien über kulturelle Vielfalt in Managementteams und die wichtigsten Kriterien der FELO Einstellungspraxis werden erörtert.

Thema:      Führungskräfteauswahl; Executive Recruitment; Ausländische Arbeitskräfte, Interkulturelles Management, Cross-cultural Management; Typologien