ROLE OF EXPATRIATES ON ORGANIZATIONAL PERFORMANCE OF SELECTED BEACH HOTELS IN SOUTH COAST, KWALE COUNTY
Abstract
This thesis focused on how well expatriates had done and what could be added on their roles to improve the output in the hotel sector in South Coast of Kenya. Three objectives were identified from the study which involved the roles that expatriates’ played in the hotels. The scope was hotels within the southern part of Kwale County which involved Shimoni, Tiwi, Funzi, Wasini Island, Msambweni, Diani and Ukunda towns among others. Three theories were used to discuss the study namely u-curve, stress management and evolutionary personality. The study used descriptive research design. The total population was 109. Census method was used for sampling thus 109 respondents were used from all the 109 hotels in south coast Kwale County hotels. Human Resource managers were used as respondents because they were the ones that dealt with the employment of expatriates and handled all their documentation. The thesis also used questionnaires for primary data. 109 questionnaires were sent and collected from the H.R managers in the hotels. Journals, internet, newspapers and books were used as secondary data sources. Data was analyzed using SPSS version 20.0 and a regression equation was formed. Variance analysis and coefficient equation were also done. Cronbach alpha was used to test reliability and it was noted that all the variables were liable for research. Figures were represented in well elaborated tables for the data that was collected and analyzed. Knowledge transfer, Coordination and control and market access were all seen to have a positive relationship with performance. It was noted that all the variables were important to the performance of the hotels. Expatriates in a nutshell contributed positively to the performance of the hotels. In comparison, it was noted that with the presence of expatriates, performance was highly rated. When expatriates were not employed, the performance was poor. Therefore in conclusion, there was a difference in performance when expatriates came in. Various recommendations were made as suggested in the study. The researcher also indicated areas where further research could be conducted so as to contribute to the growth of the subject matter.
Key Terms: Market Access, Expatriate, Host Country, Knowledge Transfer
Full Text:
PDFReferences
Aguinis, H. (2009). Performance management. New Delhi: Dorling Kindersley India Pvt Ltd
Alavi, M. (2001). Review of Knowledge Management and Knowledge Management Systems. New York: Guilford press
Andreason, T. (2008). Expatriate adjustment of spouses and expatriate managers: An integrative research review. Mahwah: Lawrence Elbaurm associates inc..
Argote, P, Ingram, T. (2000). Knowledge transfer in organizations: A basis for competitive advantage in firms. Organizational Behavior & Human Decision Processes. New York: Lawrence elbaum inc.
Ashford, J, LeCroy, C. (2010). Human behavior in the social environment: A multidimensional perspective. Belmont: Cengage Learning.
Bandura, A. (2011). The social and Policy Impact of Social Cognitive Theory. New York: Guilford Press.
Bastido, M, Cancelo, M. (2014). Expatriates performance and permanence: Analysis by gender of 124 spanish managers. Applied econometrics and international development. New York: Elsevier Ltd.
Benson, G, Pattie, M. (2008). Is expatriation good for my career? The impact of expatriate assignments on perceived and actual career outcomes. Belmont: Edward edgar publishing.
Bhaskar, P, Harrison, D, Shaffer, M. (2005). Input-based and time based models of international adjustment: Meta-analytic evidence and theoretical extensions. Helsinki: Swedish school of business.
Bonache, J. (2005). Job satisfaction among expatriates, repatriates, and domestic employees: The perceived impact of international assignments on work-related variables. Personnel Review. Belmont: Edward Edgar publishing.
Bonache, J, Brewster, C. (2001). Knowledge transfer and the management of expatriation. Thunderbird International Business Review. Upper sadle: Thunderbird international business review.
Caligiuri, P. (2000). The Big Five Personality Characteristics as Predictors of Expatriate's Desire to Terminate the Assignment and Supervisor-rated Performance. Personnel Psychology. New York: Elsevier.
Caligiuri, P, Lazarova, M. (2002). A model for the influence of social interaction and social support on female expatriates’ cross-cultural adjustment. Belmont: Edward edgar publishing.
Chandler, D, Kram, K. (2005). Applying an adult development perspective to developmental networks. New York: Mc grawhill
Conner, K. (1991). A Historical Comparison of the Resource-Based Theory and Five Schools of Thought Within Industrial Organization Economics: Do We Have a New Theory of the Firm? London. Wiley and sons inc.
Farouq, M. (2013). Research designs journal. New Delhi: Sage publications.
Fisher, C. (1986). Organizational socialization: An integrative review. In K. Rowland & G. Ferris (Eds) Research in personnel and human resource management. Greenwich CT: JAI Press.
Friedman, P, Dyke, L, Murphy, S. (2009). Expatriate adjustment from the inside out: an auto-ethnographic account. Westport: Quorum books.
Ghorbani, M, Tung, R. (2007). Behind the veil: an exploratory study of the myths and realities of women in the Iranian workforce. Belmont: Edward edgar publishing.
Guthrie, J, Ash, R, Stevens, C. (2003). Are women better than men? Personality differences and expatriate selection. London: Wiley and sons inc..
Harrison, D, Michailova, S. (2012). Working in the Middle East: Western female expatriates' experiences in the United Arab Emirates. Belmont: Edward Edgar publishing.
Harrison, D, Shaffer, M, Bhaskar-Shrinivas, P. ( 2004). Going places: Roads more and less travelled in research on expatriate experiences. New York: Elsevier.
Harrison, D, Shaffer, M. (2005). Mapping the criterion space for expatriate success: Task - and relationship -based performance, effort and adaptation. Belmont: Edward edgar publishing.
Hutchings, K, Michailova, S, Harrison, E. (2013). Neither ghettoed nor cosmopolitan. Oxford U.K: Blackwell inc.
Insch, G, McIntyre, N, Napier, K. (2008). The expatriate glass ceiling: the second layer of glass. London: Jai press.
Insch, G, Daniels, J. ( 2002). Causes and consequences of declining early departures from foreign assignments. Boston:Business Horizons.
Kraimer, M, Shaffer, M, Bolino, M. (2009). The influence of expatriate and repatriate experiences on career advancement and repatriate retention. Belmont: Edward Edgar publishing.
Kraimer, M, Wayne, S. (2004). An examination of perceived organizational support as a multidimensional construct in the context of an expatriate assignment. Cambridge: Harvard university press.
Lazarova, M, Thomas, D. (2012). Expatriate Adjustment and Performance. Belmont: Edward Elgar Publishing.
Linehan, M. (2002). Senior female international managers: empirical evidence from Western Europe. Belmont: Edward edgar publishing.
Linehan, M, Scullion, H. (2001). European female expatriate careers: critical success factors. Westport: Blackwell inc.
Mariah, F. (2012). I was an expat wife: U-Curve may be not. Singapore: Bic Mark journals.
Marja, T. (2000). Expatriate performance management: Case study of Nokia telecommunications. Singapore: John Wiley and sons inc.
Mathisa, R. (2016). Politics and policy. Nigeria: Jon Wiley & sons inc.
Maurer, S. (2006). Understanding expatriate manager performance: Effects of governance environments on work relationships in relation-based economies. Belmont: Edward Edgar publishing.
McAlister, A, Perry, C, Parcel, J. (2008). How Individuals, Environments, and Health Behaviors Interact: Social Cognitive Theory. In: Health Behavior and Health Education: Theory, Research, and Practice. San Francisco: John Wiley & Sons, Inc.
Mezias, J, Scandura, T. (2005). Expatriate adjustment, development, and retention: The role of mentoring. Malaysia: Sage publications.
Miller, K. (2005). Communication Theories: Perspectives, Processes, and Contexts. New York: McGraw-Hill.
Mohammed, B, Veera, P, Hoe, C. (2012). Journal of business management- Expatriate job performance and adjustment; Role of individual and organizational factors. Utara Malaysia: Wiley and sons inc.
Mugenda, M. (1999). Research methods. Qualitative and quantitative approaches. Nairobi: Acts press.
Napier, N, Taylor, S. (2002). Experiences of women professionals abroad: Comparisons across Japan, China and Turkey. Belmont: Edward Edgar publishing.
Oddou, G, Gregersen, H, Black, J. (2001). Building global leaders: Similarities and differences among European, US and Japanese Multinationals. New Delhi: Sage publications.
Mendenhall, K. (2006). Developing global business leaders: policies, processes and innovations. Westport : Quorum Books.
Rajpreet, K. (2013). Empirical study of talent management program and its impact on the employee’s retainment and performance in Indian Supermarket Big Bazaar. New Delhi: Dorling kindarsley pvt India inc.
Reiche, S, Harzing, A. (2012). International Assignmets. In Harzing and Pinnington,
(Editions) International Human Resource Management. London: Sage Publications
Salaman, G, Storey, J, Billsberry, J. (2005). Strategic Human Resource Management: Theory and Practice. London: Sage Publications Ltd.
Selmer, J, Leung, A. (2003). International adjustment of female vs. male business expatriates. Utara Malaysia: Edward Edgar publications.
Shaffer, T, Harrison, M, Gilley, K. (1999). Dimensions, determinants and differences in the expatriate adjustment process. Dorling kindarsley inida pvt inc.
Shaffer, T, Harrison, M, Gilley, K. (2001). Struggling for balance amid turbulence on international assignments: work.family conflict, support and commitment. San Francisco C.A: Jai press
Shaffer, T, Harrison, M, Gregersen, H. (2006). You can take it with you: Individual Differences and Expatriate Effectiveness. Boston: Wiley and sons inc.
Shakhzad, G, Uzair, F, Fahmeed, J. (2011). Evaluation of expatriates performance and their training on international assignments. Pakistan: Blackwell press.
Shortland, S. (2014). Woman Expatriates; Research Handbook on Woman in International Management. Boston: Edward Elgar Publishing.
Sinangil, H, Ones, D. (2003). Gender Differences in Expatriate Job Performance. Boston: Edward edgar publication.
Sindiga, I. (2014). Journal of tourism studies. Eldoret: Moi University.
Supachai, P, Jeanyguy, C. (2012). An investment guide to Kenya: Opportunities and conditions. Geneva: UNCTAD gazette.
Suutari, B. (2000). Making their own Way: International Experience through Self-Initiated Foreign Assignments. Cambridge M.A: Ballinger.
Takeuchi, R, Tesluk, P, Lepak, D. (2005). An integrative view of international experience .Greenwich: Jai press.
Takeuchi, R, Yun, S, Russell, J. (2002). Antecedents and consequences of the perceived adjustment of Japanese expatriates in the USA. Boston: Edward and edgar publications.
Takeuchi, R, Yun, S, Tesluk, P. (2002). An examination of crossover and spillover effects of spousal and expatriate cross-cultural adjustment on expatriate outcomes. New York: M.E Sharpe press
Usunier, J. (1998). Oral Pleasure and Expatriate Satisfaction: an Empirical Approach. London: Routledge press.
Weinber, R, Gould, D. (2007). Foundation of Sport and Exercise Psychology: Human kinetics. Cambridge: Harvard school of business.
DOI: http://dx.doi.org/10.61426/sjbcm.v4i4.606
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.