Abstract
This thesis explored the intricate dynamics between expatriates and host country nationals within a multinational corporation, focusing on the factors that enhance or hinder these relationships. Based on Intergroup Contact Theory, which emphasises perceived equal status, task cohesiveness, and a supportive work environment, this study extends the theoretical understanding of interactions between expatriates and host-country nationals through a comprehensive multi-perspective lens. By incorporating viewpoints from not only expatriates and host country nationals but also organisational stakeholders such as host country line managers, and human resource managers, the research addresses a gap in the literature, providing a holistic view of these relationships.The research was inspired by the author's personal experiences during an assignment abroad, where unhealthy dynamics between expatriates and local colleagues, particularly at managerial levels, were observed. Conversations with local colleagues revealed relational challenges rooted mainly in perceived attitudes and behaviours of expatriates. This sparked the author's desire to investigate these dynamics further with the objective to provide literature and practice with recommendations on how to enhance relationships.
Employing a qualitative methodology, the study included 25 semi-structured interviews with stakeholders from a globally operating retail organisation as well as documentary information. The findings reinforce the critical importance of perceived equal status, task cohesiveness, and a supportive work environment. Additionally, the research identifies new factors such as host country national envy, the necessity of joint off-work activities, and the role of fun at work and casual talk in enhancing task cohesiveness.
The study also underscores the importance of supportive leadership from host country line managers, effective onboarding processes, and high-quality HR services. It highlights the need for promoting a common language and organising social events and intercultural training to foster positive relationships. These insights have significant theoretical and practical implications, offering recommendations for multinational corporations to improve expatriate-host country national relationships, thereby contributing to a more cohesive, supportive, and productive work environment.
The study acknowledges limitations such as the relatively small sample size, the focus on a single industry and similar cultural background of the participants as well as the cross-sectional nature of the research. Future research could consider a longitudinal approach and include additional stakeholders such as top management and home country supervisors to provide an even more comprehensive understanding of the dynamics between expatriates and host country nationals. Research could further expand on this work by addressing broader organisational and cultural contexts and applying neglected theoretical frameworks, such as Intergroup Contact Theory, to further enhance expatriate-host country national relationships.
| Date of Award | 3 Jan 2025 |
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| Original language | English |
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| Supervisor | Liza Howe-Walsh (Supervisor) & Hazel Grunewald (Supervisor) |