Fabian Jintae Froese 교수

Artificial intelligence (AI) has been presented as a powerful tool in human resource management (HRM), but little academic research exists on the topic. The present study introduces the technology, organization, and environment (TOE) model from information systems research and integrates it with the transaction cost theory to better understand the facilitators and the constraints of companies’ AI adoption behavior during employee recruitment. Survey results from 297 Chinese companies suggest tha

Globalization and international labor mobility have provided the opportunity for highly qualified people to work in almost any country they desire. The people who take advantage of this opportunity can be categorized as ‘self-initiated expatriates’ (SIE). This study explores the motivation and cross-cultural adjustment of 30 SIE academics in South Korea. The respondents were motivated to expatriate by a desire for international experience, attractive job conditions, family ties, and poor labor m

Reflecting on recent trends in the international labor force, this study investigates and compares organizational expatriates (OEs), who are dispatched by their companies to international posts, with self-initiated expatriates (SIEs), who by their own volition move and work abroad. Findings from a survey of 57 OEs and 124 SIEs in Tokyo show several differences in individual- and job-related factors, cross-cultural adjustment and job satisfaction between OEs and SIEs. More specifically, mediation

Abstract Female entrepreneurs contribute substantially to economic growth in Asia. Despite their economic success, we know relatively little about them. This article presents a comprehensive review of female entrepreneurs in Asia, focusing on how they differ from their counterparts in the West, along four dimensions: female entrepreneurs’ unique characteristics, their distinct intentions, their constraints on resources, and their management styles. Our analysis revealed striking differences betw

This study examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of job satisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job satisfaction. In turn, job satisfaction influenced

Knowledge transfer within multinational enterprises is a source of competitive advantage. However, we know little about repatriates’ role in reverse knowledge transfer upon their return to headquarters (HQ). Using an organizational embeddedness perspective, we conceptualized how embeddedness fit – individuals’ perceived match between their knowledge and skills and the job requirements – during the expatriation assignment and upon repatriation predicts repatriate knowledge transfer. To test the h

Despite the strong evidence for the beneficial influence of resilience for employee stress resistance in domestic settings, the construct has not received much attention in the expatriation literature, where stress is considered a major factor for expatriates’ poor cross-cultural adjustment and turnover. Drawing upon conservation of resources theory, the present study examines resilience as an antecedent of expatriate work adjustment and turnover intentions. Furthermore, this study investigates

This article provides new insights into the study of acculturation based on a phenomenological research design, that is, in-depth and conscious descriptions and reflections. The in-depth descriptions illustrate the plurality and complexities inherent in the social networks and languages of highly skilled migrants in foreign countries, which transcend the customary local—foreign dichotomy. In Korea and Japan, Westerners may enjoy a moot advantage of being foreigners to whom superior knowledge and