Walden University DBA: Strategies for Multinational Corporate Leaders

This doctoral study explores strategies for multinational corporate leaders to effectively manage expatriates, aiming to improve business performance. Utilizing a qualitative multiple case study approach, the research examines the application of organizational cultural intelligence (OCQ) theory and global talent management (GTM) models. The study involved interviews with multinational business leaders, expatriates, and human resource managers to identify successful strategies. Key findings include the importance of awareness of expatriate types, aligning personal goals with corporate missions, offering attractive compensation, improving OCQ levels, and leveraging perceived organizational support. The implications for positive social change highlight the potential for business leaders to create effective expatriate management strategies, which can lead to increased employment opportunities and improved living standards in local communities. The research emphasizes the significance of cultural intelligence and organizational support in ensuring the success of international assignments and the overall success of multinational corporations in a globalized business environment. The study's recommendations suggest further research to refine these strategies and enhance the effectiveness of expatriate management practices.

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Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies
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2020
Strategies for Multinational Corporate Leaders ManagingStrategies for Multinational Corporate Leaders Managing
ExpatriatesExpatriates
Dan Xie
Walden University
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Walden University
College of Management and Technology
This is to certify that the doctoral study by
Dan Xie
has been found to be complete and satisfactory in all respects,
and that any and all revisions required by
the review committee have been made.
Review Committee
Dr. Ify Diala, Committee Chairperson, Doctor of Business Administration Faculty
Dr. Peter Anthony, Committee Member, Doctor of Business Administration Faculty
Dr. Lisa Cave, University Reviewer, Doctor of Business Administration Faculty
Chief Academic Officer and Provost
Sue Subocz, Ph.D.
Walden University
2020

Abstract
Strategies for Multinational Corporate Leaders Managing Expatriates
by
Dan Xie
MBA, University of Alaska, Fairbanks, 2013
BS, Zhejiang Gongshang University, 2000
Doctoral Study Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Business Administration
Walden University
April 2020

Abstract
Ineffective management strategies may limit the potential to improve the business performance
of multinational corporations (MNCs). Leaders of MNCs who fail to adequately manage
expatriates fail to expand business globally. Through the lens of the organizational cultural
intelligence (OCQ) theory and global talent management (GTM) models, this qualitative
multiple case study served the purpose of exploring successful strategies that leaders of MNCs
apply to manage expatriates to improve business performance. The participants included 7
multinational business leaders, expatriates, and human resource managers who have experienced
international assignments and the management of expatriates. Data were collected from
semistructured interviews, company websites, industrial forums, and agency reports. Thematic
analysis was used to analyze the data. Five themes emerged: being aware of expatriation and
expatriate types, ensuring GTM and the alignment of personal goals and corporate mission,
offering attractive compensation package, improving OCQ level, and leveraging perceived
organizational support are essential. The implications for positive social change include the
potential for business leaders to create the best strategies to manage expatriates to improve
business performance. Globally expanding businesses will provide more employment
opportunities in local communities and render more opportunities for prosperity for residents.

Strategies for Multinational Corporate Leaders Managing Expatriates
by
Dan Xie
MBA, University of Alaska, Fairbanks, 2013
BS, Zhejiang Gongshang University, 2000
Doctoral Study Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Business Administration
Walden University
April 2020

Dedication
I dedicate this study to my daughter, Kaikan, and my mother, Meihua. Thank you for
being in my life. In debt to my mother, I have a life to work hard; my daughter is the primary
reason I will never stop working hard to set an excellent example for her. Stay in between of you,
I have learned to grow, to be mature, and to be stronger every day. I love you both.

Acknowledgments
My biggest thank you goes to my Lord and Savior, Jesus Christ. I could not have done
this without you. For believing that you have the best plan for me, I have been working very
hard. Never a moment I doubt that I have to do my best and you will complete the rest for me. I
study, work, love, and pray, and I know you have been with me.
I wish to acknowledge my current doctoral committee chair Dr. Ify Diala-Nettles, my
previous committee chair Dr. Krista Laursen, the second committee member Dr. Pete Anthony,
and the URR Dr. Lisa Cave for their help and encouragement in the process of completing this
work. Dr. Diala, thank you for helping me to set realistic goal and providing support to reach it.
Dr. Krista, thank you for helping me to segment the components and pushing me piece by piece
to complete the proposal. Dr. Anthony, thank you for showing me what the principle of
simplicity is and I will always keep it in mind. Thank you for your support throughout the study.
Dr. Cave, thank you for your reviews and suggestions in the development of my study. I also
wish to acknowledge and thank Dr. Robert Miller and Dr. Carol Faint for your help and
inspiration in developing my research question during my first DBA residency in Dallas and
during the class. Your encouragement and guidance were invaluable for modeling my study.
I also wish to acknowledge all my friends who helped me reach out to recruit
participants. The same appreciation goes to all my participants, thank you for taking your
precious time to share your experience with me to add value to my study. Your effort and
contribution become part of this study and ensure I can complete this research study.

i
Table of Contents
List of Tables ..................................................................................................................... iv
Section 1: Foundation of the Study ......................................................................................1
Background of the Problem ...........................................................................................1
Problem Statement .........................................................................................................2
Purpose Statement ..........................................................................................................3
Nature of the Study ........................................................................................................4
Research Question .........................................................................................................5
Interview Questions .......................................................................................................5
Conceptual Framework ..................................................................................................6
Operational Definitions ..................................................................................................6
Assumptions, Limitations, and Delimitations ................................................................8
Assumptions ............................................................................................................ 9
Limitations .............................................................................................................. 9
Delimitations ......................................................................................................... 10
Significance of the Study .............................................................................................10
Contribution to Business Practice ......................................................................... 11
Implications for Social Change ............................................................................. 12
A Review of the Professional and Academic Literature ..............................................12
Organizational Cultural Intelligence Theory ........................................................ 14
Business Expatriation............................................................................................ 32
Global Talent Management................................................................................... 48

ii
Summary and Transition ..............................................................................................67
Section 2: The Project ........................................................................................................68
Purpose Statement ........................................................................................................68
Role of the Researcher .................................................................................................69
Participants ...................................................................................................................73
Research Method and Design ......................................................................................76
Research Method .................................................................................................. 76
Research Design.................................................................................................... 78
Population and Sampling .............................................................................................81
Ethical Research...........................................................................................................84
Data Collection Instrument ..........................................................................................86
Data Collection Technique ..........................................................................................88
Data Organization Technique ......................................................................................92
Data Analysis ...............................................................................................................93
Reliability and Validity ................................................................................................97
Reliability .............................................................................................................. 97
Validity ................................................................................................................. 98
Summary and Transition ............................................................................................102
Section 3: Application to Professional Practice and Implications for Change ................103
Introduction ......................................................................................................................103
Presentation of the Findings.......................................................................................104
Expatriation Purpose and Expatriate Types ........................................................ 105

iii
Global TM and the Alignment of Personal Goals and Corporate Mission ......... 112
Attractive Compensation Package ...................................................................... 117
Improving OCQ .................................................................................................. 119
Perceived Organizational Support ...................................................................... 125
Applications to Professional Practice ........................................................................129
Implications for Social Change ..................................................................................133
Recommendations for Action ....................................................................................135
Recommendations for Further Research ....................................................................139
Reflections .................................................................................................................141
Conclusion .................................................................................................................142
References ........................................................................................................................144
Appendix A: Interview Protocol ......................................................................................192
Appendix B: Invitation Email to Participants ..................................................................194

iv
List of Tables
Table 1. Example Items From the 11-dimension Expanded CQ Scale 20

1
Section 1: Foundation of the Study
Expatriate assignments are increasingly crucial to global corporations. However,
leaders of global corporations and human resource (HR) managers may encounter
challenges with managing the work performance of expatriates. Fourteen percent of
companies have reported a rate of attrition for their international assignees that is higher
than for their other employees (BGRS, 2016). Companies can lose billions of dollars each
year due to low retention rates of repatriates (Bashir, 2012). Expatriates who could not
complete their international assignments and return prematurely can cause a financial and
reputational loss for their firms. First-year expenses of moving an employee overseas can
amount to $700,000 or more (Livermore & van Dyne, 2015). Organizational leaders and
HR managers may improve OCQ and use GTM systems to select, train, and appropriately
communicate with their expatriates, and further facilitate expatriates’ adjustment. To help
expatriates improve work performance as well as improve overall business performance,
corporate leaders need to apply appropriate strategies to manage their expatriates and
ensure the success of international assignments.
Background of the Problem
Businesses are operated at an increasingly global level, making international
assignees as carriers of knowledge more important than ever (Harzing, Pudelko, &
Reiche, 2016; Kraimer, Bolino, & Mead, 2016). A total of 16% to 40% of international
assignments have failed (Livermore, 2015), resulting in premature expatriate return costs
of approximately $250,000 to $1 million per organization (Al-Kassem, 2015). Business
leaders are aware of the importance of expatriates and their contributions. However,