Reducing inpatriate managers’ ‘Liability of Foreignness’ by addressing stigmatization and stereotype threats
Reducing inpatriate managers’ ‘Liability of Foreignness’ by addressing stigmatization and stereotype threats
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通过解决污名化和刻板印象威胁来减少外籍管理人员的“外国人责任”
DOI：
10.1016/j.jwb.2005.05.004
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发表时间：
2005
影响因子：
8.9
通讯作者：
Helen Fung
中科院分区：
文献类型：
--
作者：
Michael G. Harvey;M. Novicevic;M. Buckley;Helen Fung
在一个组织中接受“他人”可能是一个漫长的过程，可能需要数年时间。外来者很少能顺利地融入公司的行列。鉴于越来越多的外派管理人员来到许多全球性组织的国内组织，影响母国管理人员接受外派管理人员的问题必然会增加。本文的目的是规定一个程序/过程，旨在抑制位于母国组织的外籍管理人员的污名化和刻板印象，因为刻板印象的威胁可能会影响不仅是外籍管理人员的表现，但也是一个组织，试图全球化其业务的表现。
The acceptance of ‘others’ in an organization can be a long and protracted process that can take years. Seldom is there a smooth assimilation into the corporate ranks for outsiders. Given the increasing number of inpatriate managers arriving in the domestic organizations of many global organizations, the issues impacting the acceptance of inpatriate managers by home-country managers will invariably increase. The purpose of this paper is to prescribe a program/process designed to suppress the stigmatization and stereotyping of inpatriate managers located in the home-country organization, as stereotype threats may impact not only the performance of the inpatriate managers but also the performance of an organization that is attempting to globalize its operations.
影响因子：
7.6
作者：
STEELE, CM;ARONSON, J
通讯作者：
ARONSON, J
影响因子：
16.4
作者：
Steele, CM
通讯作者：
Steele, CM