Expatriate Knowledge Transfer, Subsidiary Absorptive Capacity, and Subsidiary Performance
TL;DR: In this paper, the authors theoretically identify three dimensions of expatriate competenciesability, motivation, and opportunity seeking for knowledge transfer: ability-motivation-opportunity framework and the absorptive capacity perspective.
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Abstract: In this study, we theoretically identify three dimensions of expatriate competenciesability, motivation, and opportunity seeking—for knowledge transfer. Integrating the ability-motivation-opportunity framework and the absorptive capacity perspective, we propose that expatriate competencies in knowledge transfer influence a subsidiary's performance through the knowledge received by the subsidiary, but tbat this indirect enect is stronger when subsidiary absorptive capacity is greater. We collected multisource, time-lagged data from 162 British subsidiaries of Taiwanese multinational nrms. The results support our hypotheses. Overall, we contribute to expatriation theory and research by revealing specinc expatriate competencies as well as identifying boundary conditions for successful expatriate knowledge transfer.
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The interplay of open innovation and strategic innovation: Unpacking the role of organizational learning ability and absorptive capacity
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Repatriate knowledge transfer: Antecedents and boundary conditions of a dyadic process
TL;DR: In this article, the ability-motivation-opportunity framework is used to test whether both repatriates' disseminative capacity and domestic employees' absorptive capacity as well as their opportunities for interaction affect knowledge transfer.
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TL;DR: In this paper, the influence of cultural intelligence, feedback-seeking behavior and shared vision as a mediator on bi-directional knowledge transfer involving expatriates and host country nationals was investigated.
The impacts of inward knowledge transfer and absorptive capacity on the turnover of host country nationals in MNE subsidiaries: a multilevel modeling approach
TL;DR: In this article, the authors empirically tested the unbalance between knowledge received (KR) and absorptive capacity (AC) as the most critical organizational predictor by using the secondary longitudinal records and survey data of 4,915 employees.
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