Why an Expariate Is Influence by Family Career

1. Introduction

Retaining talented expatriates is a key consideration for MNEs to sustainably survive in today's oversaturated worldwide markets, as MNEs must transfer core knowledge from their HQ beyond geographically dispersed subsidiaries. Expatriates refer to employees who deploy noesis from the HQ, including technological skills and organizational practices and cultures, across other geographically dispersed subsidiaries for a sure flow of time [1]. Thus, talented expatriates play a primal function in maintaining knowledge sustainability among an MNE's subsidiaries and, consequently, impact sustainable subsidiary functioning by transferring managerial and technical knowledge from the HQ [2]. In the long term, recruiting and selecting prospective expatriates who can successfully reach foreign assignments in global subsidiaries can allow MNEs to reach a sustainable competitive advantage. Despite the of import roles of expatriates, MNEs often face greater challenges in recruiting prospective expatriate candidates to send to geographically dispersed subsidiaries as international mobility is not an like shooting fish in a barrel decision for every employee [iii,4]. The situation is more hard when subsidiaries are located in emerging economies, as these are considered riskier for expatriates to work and alive in yet carry strategic potential for MNEs [5]. Thus, information technology is worth investigating the challenges that may affect an expatriate's destination choice and how such challenges can be strategically overcome.

The image of host countries appears to largely affect the attractiveness of expatriate destinations because expatriates, not just work, just also alive in these destinations [6]. According to signaling theory [7], potential expatriate applicants have incomplete data most subsidiary locations. Thus, the images or stereotypes of an expatriate destination can be relevant for evaluating its working and living weather condition. As a particular country'due south image is created in terms of its economical, technological, and political development [eight], it is highly probable that prospective expatriate applicants are less attracted to departer destinations in emerging countries, than those in advanced economies [nine]. A recent extensive survey of expatriates has shown that emerging countries, such as China, Brazil, and India, are selected every bit the near challenging assignment locations for expatriates [ten]. However, emerging markets have become strategically more important for MNEs to gain sustainable competitive advantages, as they accept positive business outlooks and fast growth rates [5]. All the same, few studies place the result of images of emerging markets as expatriate destinations on the bewitchery of subsidiaries for international assignments. Thus, the starting time purpose of this study is to examine the influence of the subsidiary state'south image on the bewitchery of an departer destination by comparing the abilities of a developing country (Vietnam) and a adult country (the US) to attract potential expatriates.

According to a recent survey on expatriation, over 70% of expatriates are accompanied past family unit members, such as partners and children, to their expatriate destinations. Moreover, the results of this survey besides show that family maladjustment is a major cause of expatriate failure considering expatriates' families' lives commonly spill over to their work lives [v,ten]. Thus, it is plausible that the success of a foreign consignment largely depends on the family unit aligning in unfamiliar expatriate destination [11,12,thirteen].

Sustainable human resource direction (HRM) has gained considerable attention in the literature on homo resources (HR) [fourteen,fifteen,16]. It argues that Hr practices, apropos positive human outcomes, including employees' piece of work-life balance, result in sustainable organizations and long-term survival [17]. Prior research related to work-life balance finds that adopting family unit support programs is positively related to employees' task satisfaction and organizational delivery [18,19,20]. That is, organizations' family unit support policies aid employees balance their piece of work and their lives. By expanding the sustainable HRM perspectives to the literature on expatriates, this written report likewise aims to advise that family support policies in strange subsidiaries can potentially moderate the human relationship between a foreign subsidiary's country epitome and its organizational attractiveness to expatriates. Particularly, this issue should exist more ascendant when nationally dispersed subsidiaries are in emerging economies with unfavorable country images rather than in developed ones.

We examined the underlying issues past investigating the attractiveness of Korean subsidiaries in Vietnam and the US among Korean potential expatriate applicants. From 2008 to 2017, Korea's largest outward strange direct investment (OFDI) was the US (US $77.iii billion, 24.half dozen% of investment). Moreover, Korea is the leading recipient of Vietnam's OFDI in Asia, equally Vietnam was ranked the 3rd-largest destination for OFDI (about Usa $v billion) in 2017 [21]. Consequently, both countries are an of import and popular FDI destination for Korean MNEs. Appropriately, Korean expatriates in those two countries are continuously increasing. Furthermore, Koreans are mindful about family, as information technology is heavily influenced by Confucianism, which values a loyal relationship between family members [22]. Consequently, potential Korean expatriates will be an appropriate sample to investigate the image of the host countries, specifically the United states and Vietnam, and the effect of family unit back up programs in these host countries.

This written report contributes to the sustainable HRM and expatriate literature in several ways. First, information technology identifies a host state image every bit 1 of the major challenges in attracting talented expatriate applicants to subsidiaries in emerging countries, past examining US-based and Vietnam-based subsidiaries, in order to attract Korean expatriate applicants. Thus, this written report contributes to the understanding of the challenges of attracting potential expatriate applicants to subsidiaries in emerging countries. Second, it applies signaling theory to explicate the attractiveness of expatriate subsidiaries. Few studies prefer these two theories in this context, and, thus, applying both theories in the context of expatriates tin help analyze how to attract prospective expatriate applicants to international assignment locations. Third, based on the perspective of sustainable HRM, we introduced family support policies as a strategy to overcome the outcome of a less favorable host state image on the organizational attractiveness of a foreign subsidiary. Given that information technology is hard to change the image of a host country and its furnishings on the organizational attractiveness of a given subsidiary, implementing family support policies for expatriate candidates as a strategy to overcome these challenges can enrich and broaden the scope of sustainable HR practices. Moreover, such a strategy can help nationally dispersed subsidiaries become sustainable in the long run by transferring knowledge from their HQ through talented expatriates.

The balance of this paper is structured as follow. First, the theoretical framework and relevant literature are reviewed. And so, the data are analyzed, and the results are explained and discussed. Finally, the conclusions, implications, and limitations of this report are provided.

2. Literature Review and Hypothesis Development

2.1. Sustainable HRM and the Attractiveness of a Subsidiary

For more than a decade, sustainable HRM has gained considerable attention equally a response to rapid changes in employee relations, labor markets, and societal levels [15,23]. Sustainable HRM has no consensus definition, but it has been used to refer to human, social, and environmental outcomes that largely contribute to the long-term survival of an organization [15]. Unlike the existing HRM literature, sustainable HRM suggests a new perspective on people management past focusing on sustainable HR evolution, regeneration, and renewal [24]. In a recent study, Wehling et al. [25] suggests v core characteristics of sustainable HRM practice: Rationale (motivation, trigger, and benefits), conceptual framework (model and terminology), direction (functional responsibleness and hierarchical accountability), transfer (implementation mechanism and knowledge transfer), and evaluation (awards, benchmarking, metrics, and content of reports). In particular, the ability to create and transfer noesis from a parent company to foreign subsidiaries, and vice versa, might be a crucial source for important competitive advantage of MNEs [26].

In vehement international markets, MNEs might meet diverse challenges to compete against local and international competitors. To overcome the liability of foreignness in foreign markets and achieve sustainability across the organisation, expatriates have significant roles in transferring managerial and technological noesis from HQ to subsidiaries [27]. Also, they fill a human capital need in nationally dispersed subsidiaries. As expatriates play a key part in transferring HQ knowledge, recruiting superior expatriates is crucial in enhancing subsidiary performance and achieving the entire MNEs' sustainability in the long run [2]. Even though expatriates have this disquisitional role in achieving sustainable performance for the MNE, many organizations more often than not struggle to recruit and select superior expatiates. Further, the existing expatriate literature have largely neglected the expatriate recruitment stage and how potential applicants are attracted to foreign assignment destination.

The recruitment literature regards organizational bewitchery as crucial for attracting prospective applicants. Scholars introduced the concept of organizational attractiveness and have examined it both, empirically and theoretically, over the last two decades. Organizational bewitchery is defined every bit the applicants' willingness to pursue jobs and accept job offers in an system (e.one thousand., [28,29]). Turban et al. [30] argue that organizational attractiveness is crucial because any loss of prospective applicants in the first phase of recruitment tin reduce the utility of the pick organization. Thus, investigating why potential applicants are attracted to organizations is critical considering organizational attractiveness is significantly related to job pursuit intentions and job option behaviors [31]. Based on the higher up logic, we modified the original version of the organizational bewitchery to the attractiveness of a subsidiary, as an expatriate destination, considering organizational attractiveness is among the strongest predictors of employees' job pursuit intentions and actual job choice behavior. Moreover, prior studies found that candidates who are more willing to expatriate are more likely to accept international assignments and adjust well to an unfamiliar host country than less willing candidates [12,32]. Likewise, expatriate candidates, who are attracted to sure subsidiaries, have a higher gamble of accepting and completing international assignments successfully.

2.2. Host Country Images of Subsidiaries

A land image refers to the stereotypes or bias that an private or organization may concur towards a certain land in terms of the economical, technological, and political development dimensions [9,33]. This has been examined as one of the major factors affecting potential applicants' job choice intention and organizational attractiveness in the recruitment literature [9,34,35]. Signaling theory has been adopted to explicate how potential job seekers can exist influenced by signals about a characteristic of companies revealed during the recruitment process [7,36]. Specifically, potential task seekers often cannot obtain complete information regarding organizations in the early stages of their job choice decisions [vii]. Under such conditions, symbolic images, including the country prototype, company reputation, and organizational characteristics, can largely betoken the unknown organizational characteristics, thus affecting the attractiveness of an system [37,38,39]. That is, a country image, which consists of economical, technological, and political images can, in role, signal or create unknown characteristics of system, thus affecting the organizational attractiveness. Applying this logic to the departer allure process, nosotros argue that potential departer applicants also do non take complete information about foreign assignment destinations in terms of working conditions and living standards, including children's education systems, social infrastructures, and safe. When in that location is bereft information about the assigned destinations, the expatriate's images or stereotypes of the country can create and betoken unknown subsidiary characteristics, including working and living environments that influence the subsidiary'south bewitchery [6]. Specifically, subsidiaries located in developed countries are mostly evaluated more positively than those in emerging countries. That is, potential departer applicants may perceive expatriate destinations in developed countries as having ameliorate working atmospheric condition and social infrastructures, higher living standards, and more than advanced career opportunities, simply because they are located in advanced economies. However, they may perceive host locations in emerging countries equally having worse working conditions and social infrastructures, lower living standards, and fewer career opportunities, attributable to these countries' less favorable host state images. Consequently, potential departer candidates will be more attracted to host locations in economically, technologically, and politically adult countries, compared to those in emerging countries. Many empirical findings support our argument. For example, Kim and Froese [four] constitute that a host country's level of economic development was positively related to employees' willingness to expatriate, based on a sample of 151 married Korean employees. De Eccher and Duarte [6] institute that the socio-political (safety and political issues) and symbolic (attraction to host culture) images of host countries were significantly associated with expatriates' relocation decisions. In line with the higher up argument, we expect Korean expatriate candidates to exist more attracted to the Us as an expatriate destination than to Vietnam, because they may perceive the Vietnam-based subsidiary every bit having poor working conditions and quality of life simply because it is located in an emerging economic system. This idea leads to Hypothesis 1:

Hypothesis(H1):

Korean expatriate applicants are less attracted to a Vietnam-based subsidiary equally an expatriation destination, compared to a US-based subsidiary.

2.three. Family unit Back up Policies

Given the surge of dual-earner couples, women, and single parents in today'southward workforce [forty], many MNEs have started to offer policies to help their employees manage piece of work and family [41]. Family-friendly policies are HR policies that organizations implement in response to the family unit-oriented needs of their workers, and may include policies regarding child and elderberry intendance, flexible scheduling, and family unit leave [42]. Childcare back up may be provided in the form of on-site centers, referral programs, or financial assistance. Bourdieu [43] points out that family policies are land activities that aim to favor a certain kind of family organization and to strengthen those who can conform to this system. Over the terminal few decades, scholars studying work-family issues accept argued that the prevention of piece of work-family unit conflicts is becoming an increasingly urgent trouble for companies. Several empirical studies found that, when organizations adopt family support programs to retain talented employees, they observe more positive piece of work-related outcomes, including organizational commitment and job satisfaction, and fewer negative outcomes, such as work-family conflicts [18,19,20,44].

Family bug are also a major inquiry interest in the expatriate literature [45], as more half of expatriates are accompanied past their families in international assignments [11]. Ample evidence suggests that a major factor influencing expatriate ineffectiveness, during international assignments, is the inability of an employee's spouse and children to adapt to the host country [11,46]. Furthermore, Tharenou [12] constitute that employees' willingness to expatriate was reduced when their families, including their partners and children, disapproved of their expatriating.

Extending the above findings, we argue that family concerns are indeed of import when considering international assignments. Thus, we advise that family unit support programs in subsidiaries can be a strategy for attracting talented departer candidates. As mentioned above, signaling theory suggests that, considering potential departer applicants may accept express data nearly their assignment locations, organizational attributes can bespeak the overall working environs [seven]. Thus, family support policies of assignment locations may signal the overall work and non-work aspects of assignment locations. Taking an international assignment is not an like shooting fish in a barrel decision for employees and their accompanying families because they have to deal with unfamiliar working and living conditions, including dissimilar cultural norms, laws, languages, health care, and safety [47]. Thus, when because expatriation, potential applicants will be anxious and uncertain about whether they, and their families, can adapt to the expatriate destination. Under such conditions, family support programs of assignment destinations tin point that the overall working and living conditions in the expatriate destination are reliable. Specifically, departer applicants can assume that their company will try its best to assistance them and their families set up new lives, through family support programs, thus increasing the bewitchery of the consignment location. However, this issue should exist more dominant for expatriate destinations in emerging countries. As mentioned in the to a higher place discussion, subsidiaries, located in emerging countries, may be perceived every bit less attractive than those located in developed countries owing to their less favorable country images. That is, departer candidates may presume that subsidiaries in emerging countries, such as Vietnam, are not good places to work and live. In item, this biased perception regarding the image of emerging countries is heightened when employees consider their families accompanying them. Under such conditions, implementing family support policies in assignment subsidiaries in emerging countries can ease biased images of the host location, thus increasing the bewitchery of the consignment location. In dissimilarity, expatriate destinations in developed countries, such as the U.s.a., are already perceived as good places to work, owing to more favorable state images, and, thus, the effect of subsidiaries' family support programs on organizational attractiveness should exist significant for subsidiaries in emerging countries. Based on this discussion, we put forth Hypothesis 2:

Hypothesis(H2):

The positive moderating outcome of family back up policies on the relationship between host country paradigm and the attractiveness of a subsidiary is stronger when the assignment location is in Vietnam than when it is in the US.

3. Methods

3.1. Research Design

This report involved 2 (host-locations: Vietnam versus the US) × 2 (family unit support policies: No policy versus a good policy) between-subjects experimental design to examine the impact of expatriation destinations and family back up policies on the attractiveness of foreign subsidiaries. Four hypothetical corporation scenarios were created based on the host locations of strange subsidiaries and the family support policies in the expatriation destinations. The instructions for each scenario provided basic data regarding the locations where respondents would exist sent as expatriates to the US or Vietnam in the near hereafter after a short training in Korea. For a better understanding of the host locations and family support policies, each scenario included repeated information on the expatriation destinations and family back up policies for adjusting to the new surroundings, such as actress support for families, tuition fees for children, and on-site childcare facilities.

3.2. Participants

To explore the impacts of host locations and family back up policies on the attractiveness of expatriate subsidiaries, Korean full-time workers with families were approached to participate in the study. In total, 434 full-time workers took part in the written report considering expatriation destinations (Vietnam versus the U.s.a.) and family unit support policies (no policy versus a good policy). The sample comprises a slightly proportionate males (n = 226; 52.one%) than females (n = 226; 47.nine%). The age range was from 24 to 64 years, and their average age was 40.89 years (SD = eight.03). In detail, equally shown in Table 1, the sample consists a high proportion of individuals in the category between 36 and 45 years. In add-on, participants who accept bachelor's degrees were 259 (59.7%), and 291 participants (67.05%) did not take any living experience abroad. Moreover, 222 participants (51.2%) accept been working at the arrangement for over 10 years.

3.3. Procedures

Participants responded through a Qualtrics online survey that randomly showed one of 4 betwixt-subjects conditions. Two scenarios did not include information on family unit back up policies and just conveyed information on the expatriation destination (Vietnam or the US). Whereas, the other two scenarios included corporate information on skillful family support policies and the host location. Each participant was given a packet containing instructions, an private information survey, and a scenario card. Respondents were asked to imagine themselves as expatriate candidates in organizations with the characteristics depicted in the scenarios. After reading each scenario precisely, the participants were asked to answer a series of questions on the attractiveness of the subsidiaries from the perspective of an departer candidate.

3.4. The Bewitchery of a Subsidiary as a Dependent Variable

This written report adapted the Turban [48] measure of organizational bewitchery in an expatriation context, every bit follows: "I would exert a neat bargain of effort to work for this subsidiary," "I would like to work for this subsidiary," "I would choose this subsidiary as a pinnacle choice for an expatriate," and "I would eventually accept this expatriate assignment." A six-betoken Likert-type scale, ranging from 1 (definitely disagree) to 6 (definitely agree), was used to assess these statements. Overall attractiveness of a strange subsidiary as an expatriate destination was computed every bit the mean of the scores for the four items (α = 0.929).

iv. Results

To exam the predictions of the hypotheses, we conducted a two-way ANOVA exam that included the main furnishings of host locations and family unit support policies on the bewitchery of departer subsidiaries, as well equally the consequence of the interaction between host locations and family support policies. Table two shows that host locations had a significant direct effect on the attractiveness of foreign subsidiaries (F (1,430) = 15.597, p < 0.001, η_p ² = 0.035). This upshot shows that Korean workers prefer the United states of america (M = 3.26, SD = 0.941) to Vietnam every bit a host location in terms of the attractiveness of an expatriate subsidiary (Grand = ii.88, SD = 0.913). Thus, Hypothesis 1 was supported.

Every bit shown in Table ii, the consequence of the interaction between host locations and family support policies on the attractiveness of an expatriate subsidiary was significant (F (1,430) = eighteen.605, p < 0.001, η_p ⁱⁱ = 0.041). Additionally, every bit shown in Tabular array 3, planned contrasts revealed that Korean workers are more than attracted to Vietnam when good family unit support policies were in identify (M = four.48, SD = 0.939), than when no such policies were in place (M = 3.45, SD = i.012) (F (i, 430) = 52.147, p < 0.001). However, Korean workers' intentions did not differ significantly across good family unit support policies (M = four.44, SD = 0.893) and no family support policies (1000 = 4.23, SD = 1.027) when the The states is the departer location (F (1, 430) = two.705, p > 0.10). These results supported Hypothesis ii. That is, the positive moderating upshot of family support policies on the relationship between the host location and the attractiveness of a foreign subsidiary to Korean workers is stronger when Vietnam rather than the US is the consignment location.

Effigy 1 illustrates the simple effect of family support policies. The departure between no family unit back up policies and good family support policies was significant only for participants because the Vietnam scenario, and participants in this condition tended to be more than attracted to a subsidiary with good family unit back up policies, than to a subsidiary with no family support policies. However, for participants considering the U.s. as an expatriate location, the mean attractiveness with skillful family support policies did not significantly differ from that with no family unit support policies. Based on these results, family support polices may be a key cistron influencing the bewitchery of departer subsidiaries, peculiarly when the assignment location is a less favorable country.

5. Discussion

Overall, the findings back up our theoretical framework and bear witness that host country images of subsidiaries, in emerging and adult markets, differently influence the bewitchery of expatriate destinations to potential departer applicants. Moreover, the positive moderating effect of family support policies on the relationship betwixt the host country's image and organizational attractiveness to potential expatriate applicants, was stronger for an emerging marketplace subsidiary than for a developed market subsidiary. More specifically, nosotros establish that Korean potential expatriate applicants were less attracted to a Vietnam-based subsidiary equally an departer destination, compared to a US-based i owing to Vietnam's less preferred host land. This event validates our statement that host country paradigm can exist a greater obstacle to alluring potential departer applicants to subsidiaries in emerging countries than to subsidiaries in adult countries.

Further, the existing work-family literature suggests that implementing family back up policies can significantly affect employees' work outcome variables [eighteen,19,twenty]. Extending this issue to the literature on expatriates, we examined the potential moderating event of family back up policies. We suggested that such effects should be more pregnant for a subsidiary in an emerging state, Vietnam, than for one in a developed country, the U.s.a.. As expected, the results showed that the family back up policies of the Vietnam-based subsidiary had a stronger positive bear upon on the relationship between the host country prototype and organizational attractiveness to Korean prospective expatriate applicants. Consequently, subsidiaries located in emerging countries, such as Vietnam, tin ease the upshot of having a less preferred host country image on the attractiveness of that subsidiary to potential expatriates.

v.1. Theoretical Implications

This written report provides new insights that enrich the expatriate literature in several ways. First, it significantly contributes to this literature by particularly focusing on subsidiaries in emerging countries. Despite the rapid increment of MNEs' subsidiaries in emerging countries, few studies focus on the challenges of emerging market subsidiaries in attracting prospective expatriate candidates [4]. Thus, we investigated the differences in the attractiveness of Us-based and Vietnam-based subsidiaries as expatriate destinations to Korean expatriate applicants. Our findings confirm that the host location images of US-based and Vietnam-based subsidiaries significantly differ for Korean expatriate candidates, and this difference affects the attractiveness of each subsidiary. Consequently, this study improves the understanding of the challenges, emerging market subsidiaries confront, in attracting talented expatriate applicants.

Second, this study examined the effect of the host land's image and family support policies, based on the signaling theory. Signaling theory is commonly used in recruitment literature to clarify the influences of the country's prototype, corporate image, or corporate social responsibility (CSR) on job option decisions of potential applicants [9,35,49]. Transferring this logic to the expatriate literature, this study attempts to further enrich expatriate research past explaining how signaling theory approach can explain the subsidiary bewitchery for potential departer applicants. More than specifically, the country image or stereotypes of a foreign subsidiary can signal the unknown working and living conditions, past comparing it to developed (the U.s.) and developing (Vietnam) countries. Also, family support policies can also exist a cue for departer applicants to bespeak living status of subsidiary location, thus affecting the subsidiary attractiveness. By introducing signaling theory in the expatriate recruitment process, this study enriches the agreement of potential departer applicants' attractions to certain nationally dispersed subsidiaries and family back up programs.

Third, this study explored the positive moderating role of the family support policies of expatriate subsidiaries as a sustainable HR practice. In general, family support policies are considered a critical gene affecting employees' piece of work result variables, thus leading to sustainable organization [18,19,twenty]. Extending this logic to the expatriate literature, we suggested that family support programs could be a strategy for increasing the bewitchery of subsidiaries in emerging countries, relative to those in developed countries, by overcoming issues related to a less preferred host location paradigm. In line with our logic, nosotros found that that the effect of family support policies was more than relevant for the Vietnam-based subsidiary than for the American-based subsidiary in increasing the effect of the host country'due south image on organizational bewitchery. Thus, by introducing family support policies as a strategy to mitigate challenges in attracting high-quality expatriate candidates, this study significantly contributes to the expatriate literature.

5.2. Applied Implications

As the level of contest in international markets rapidly grows, creating and maintaining a sustainable system may be a crucial strategic weapon over the long-term [23]. To achieve organizational sustainability, coordination betwixt an HQ and foreign subsidiaries is more critical [5]. In the global network within an organization, expatriates play the most of import office in transferring cognition and organizational practices [2]. However, despite this crucial role of expatriates, organizations struggle to send their employees on expatriate assignments. Most departer candidates have emotional barriers to living and working in unfamiliar conditions. Moreover, because many expatriate candidates desire their families, including their spouse and children, to accompany them on their assignments abroad, relocation to a new environment may be more challenging.

This study provides evidence that perceptions of subsidiary locations may affect the attractiveness of foreign subsidiaries to expatriate candidates differently. Expatriate candidates may be more willing to live and work in developed countries, such as the U.s., because they take more favorable country images. Equally departer candidates wait better social, economic, and political conditions in developed countries, they may presume that they can relish better working and living environments in adult countries than in developing countries. Thus, this written report suggests that it is ameliorate for MNEs to provide good and valuable living conditions in expatriate locations to concenter prospective expatriates to emerging market place subsidiaries.

Moreover, expatriate candidates are more attracted to foreign subsidiaries that implement family support policies. Thus, it would be more than helpful to adopt family support policies for expatriates to concenter a large pool of potential expatriate candidates. Particularly, this report shows that the positive effect of family back up policies was stronger for a subsidiary located in a less developed country than for one in a more developed country. Thus, to attract talented departer applicants to international assignments in emerging markets, adopting family support policies for expatriates tin can help to overcome the unfavorable images of such countries. As i essential bespeak, family unit back up policies can serve to decrease the risks and uncertainties that expatriate candidates face up in a less developed environment [22]. This written report suggests that family back up policies, as a sustainable HRM practice, may be an effective way for managers to overcome the unfavorable images of departer destinations in overseas markets.

Communicating the engagement of family back up policies and providing prior communication of the family support, provided by a company, may help to attract talented expatriates to foreign subsidiaries, located in less adult countries.

In addition, amid various family support policies, support for children's well-beingness or education may help attract international assignments in less adult countries, especially for Korean expatriate applicants. Prior studies have found that Korean expatriates preferred to be dispatched to adult countries, compared to other countries, due to the importance placed on children'due south education [50]. Moreover, Kim and Tung [51] found that over ane-third of married expatriates did non bring their children to India, an emerging marketplace, considering of the worries nearly children's educational activity and Republic of india'due south cultural adaptability. Those findings prove that children's educational support volition exist important in attracting potential Korean expatriates, peculiarly for subsidiaries located in emerging countries. Thus, it would be appropriate for Korean MNEs to seek to develop sustainable children's support programs, such equally the establishment of Korean international schools in emerging countries to attract talented expatriate applicants.

v.3. Limitations and Farther Research

This study has several limitations that suggest a demand for futurity improvement. Although this study suggests that family support policies play a critical role in sustainable HRM practise, other effective tools tin can be used to concenter potential expatriate candidates and, consequently, assist achieve organizational sustainability in expatriate literature. This sustainability, in turn, helps to maintain knowledge sustainability betwixt the HQ and nationally dispersed subsidiaries. Stankevičiūtė and Savanevičienė [23] suggest distinctive characteristics of sustainable HRM, such as fairness and equality, employee cooperation, compliance beyond labor regulations, flexibility, external partnerships, employee development, employee participation and social dialogue, profitability, care for the environs, care for employees, and long-term orientation. By using these sub-categories of sustainable HRM, a well-defined structural approach could be helpful for understanding dissimilar effects of HRM practices in the context of departer assignments. Even family support policies examined in this study are just one type of care for employees; long-term oriented practices, employee development, through the transfer experience, from the HQ to foreign subsidiaries and vice versa, and employee cooperation beyond subsidiaries may exist important strategic tools for achieving organizational sustainability for expatriates.

Furthermore, the characteristics of the respondents crave caution in generalizing the results. The respondents' ages were relatively varied and ranged from 24 to 64 years old. Focusing on the specific age group with the most concern about school-aged children and adaptation to new surroundings would make the results more than generalizable. Although, Hall and Hall [52] establish that having school-aged children reduces employees' willingness to expatriate, few other studies found significant effects regarding schoolhouse-aged children on employees' willingness to expatriate. For further research, it would besides be meaningful to observe marital status, parenting, and support for extended family members, every bit these factors should accept substantial effects on the willingness of employees in Korea and other countries to departer.

To measure out a host country'due south image, this written report only included the host countries of the origin (the US or Vietnam) to examine the result of host country image on the attractiveness of a subsidiary. However, information technology would be more than precise and fruitful to measure the country'due south epitome using multi-items in terms of economic development, advanced science and technology, and political stability in understanding the outcome of host country prototype in the future enquiry.

Moreover, while this study conducted ii-manner ANOVA and planned contrast test by a ii (host-locations: Vietnam versus the The states) × 2 (family support policies: no policy versus a good policy) between-subjects experimental design, personal characteristics and organizational perspectives could influence the consideration for expatriation assignments. Dickmann et al. [53] indicates that work/life balance problems, carrier opportunities, and length of assignment have a considerable influence on the decision of individuals to accept expatriation. Especially, individuals may assign different motives to different expatriation destinations. Depending on destination country, equally a upshot, unlike consideration may influence the acceptance of expatriation assignments in a certain location. Further research would be encouraged to explore the roles of the individuals' and the job'southward characteristics and how they chronicle to the willingness to accept an expatriate assignment to different host country destinations.

This study demonstrated the importance of family support policies for attracting expatriate candidates to foreign assignments. However, examining the effects of these independent variables on actual expatriate performance during foreign assignments will besides exist valuable for MNEs' long-term survival, because relocation to a foreign state involves several changes and challenges, such as establishing a new social network, adapting to a unlike culture, and learning a strange language. Thus, such challenges could affect expatriate performance and could be linked to organizational performance, every bit expatriates play cardinal roles in the control and coordination of subsidiaries and transferring knowledge from the HQ to subsidiaries. Thus, it would exist worthwhile to explore the roles of host land prototype and family back up policies on departer performance.

Finally, it would be also valuable to compare family back up policies with other important factors, which may influence the bewitchery of an expatriate location, such every bit career development, promotion chances, and grooming and mentoring support from HQ [23,50]. By jointly examining diverse organizational support, in the relationship betwixt host state prototype and the bewitchery of subsidiaries, it will be possible to provide a amend agreement of the policies that are more than decisive in influencing foreign assignment location pick.

Writer Contributions

Conceptualization, G.H. and East.K.; methodology, East.K.; formal analysis, G.H. and E.K.; writing—original draft preparation, G.H. and E.K.; writing—review and editing, Chiliad.H. and E.K.; projection administration, Due east.One thousand.; funding conquering, G.H.

Funding

This research received no external funding.

Acknowledgments

This enquiry was supported by the Korea University Research Grant.

Conflicts of Interest

The authors declare no disharmonize of interest.

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Figure 1. The effects of host-locations and family unit policies on the attractiveness of foreign subsidiaries.

Figure 1. The effects of host-locations and family policies on the attractiveness of foreign subsidiaries.

Tabular array ane. Sample profile.

Age (Years)	n	(%)	Educational activity	n	(%)
24–thirty	38	(viii.76)	Loftier school	54	(12.44)
31–35	86	(xix.82)	Associate degree	75	(17.28)
36–forty	95	(21.89)	Available'south degree	259	(59.68)
41–45	101	(23.27)	Primary's degree	forty	(9.22)
46–l	53	(12.21)	Ph.D. degree	6	(1.38)
In a higher place l	61	(14.05)
International Experience (Years)	n	(%)	Working Experience (Years)	n	(%)
None	291	(67.05)	Below one	28	(half dozen.45)
0–i	83	(19.12)	1–4	65	(xiv.98)
1–4	46	(10.sixty)	v–10	119	(27.42)
5–10	eleven	(2.54)	Higher up 10	222	(51.15)
In a higher place 10	3	(0.69)

Table two. 2-way ANOVA for the attractiveness of foreign subsidiaries.

Table ii. Two-mode ANOVA for the attractiveness of foreign subsidiaries.

	df	MS	F-Value	p-Value	Partial η 2
Host-locations	i	14.612	xv.597	0.000	0.035
Family support policies	1	42.349	45.205	0.000	0.095
Host-locations × Family back up policies	1	17.430	eighteen.605	0.000	0.041
Mistake	430		0.937

Table 3. Planned contrasts for the attractiveness of foreign subsidiaries.

Table 3. Planned contrasts for the attractiveness of foreign subsidiaries.

		df	SS	F-Value	p-Value
No vs. Good family support policies	Vietnam	1	54.754	52.417	0.000
	The US	1	ii.840	ii.705	0.101

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