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Who Wants to Work for Japanese Companies? A Case in Malaysia

Published on Mar 1, 2019in International Journal of Japanese Sociology
· DOI :10.1111/ijjs.12087
Izumi Mori1
Estimated H-index: 1
(UTokyo: University of Tokyo),
Soyeon Kim3
Estimated H-index: 3
(Meiji University),
Abd. Rahman Abdul Rahim7
Estimated H-index: 7
(UTM: Universiti Teknologi Malaysia)
Abstract
  • References (27)
  • Citations (1)
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References27
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#2Izumi Mori (UTokyo: University of Tokyo)H-Index: 1
Last. Abd. Rahman Abdul Rahim (UTM: Universiti Teknologi Malaysia)H-Index: 7
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As the economic footprint of developing countries increases, talent management grows in importance for foreign multinational companies in emerging markets. Multinational companies, however, face fi...
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#1Sayaka Osanami Törngren (Malmö University)H-Index: 3
#2Hilary J. Holbrow (Cornell University)H-Index: 1
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#1William Newburry (FIU: Florida International University)H-Index: 22
#2Naomi A. Gardberg (Baruch College)H-Index: 12
Last. Juan I. Sanchez (FIU: Florida International University)H-Index: 33
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Rapid economic development is provoking a skilled talent shortage in Latin America, causing firms to compete intensely for scarce talent (Manpower Group, 2011). While foreign-headquartered firms may bear a “liability of foreignness” (Zaheer, 1995), the question remains whether this alleged liability extends to attracting workers in the Latin American context. We propose an interactionist model grounded on person–organization fit and marginalization theories. Our model, which distinguishes betwee...
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#1Saba Colakoglu (Koç University)H-Index: 11
#2Sachiko Yamao (University of Melbourne)H-Index: 4
Last. David P. Lepak (RU: Rutgers University)H-Index: 32
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Grounded in knowledge-based theories of the multinational corporation (MNC) and building on organizational learning literature, this paper develops and tests a model of MNC subsidiaries’ knowledge creation capability as a joint function of knowledge inflows to subsidiaries and their knowledge stocks (i.e., subsidiaries’ internal human, social, and organizational capital). Survey-based data from 106 subsidiaries located in the U.S. suggests that local (i.e., host country) knowledge inflows to a s...
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Attracting highly qualified talent is crucial for the success of organizations. This study investigates whether and how the soft power of countries or regions (that is, the perceived influence and media exposure of the country/region) is related to the organizational attractiveness of foreign firms. Survey results from more than 2200 initial job candidates from South Korea, China, Vietnam, Thailand, the Philippines and Singapore indicate that the soft power of Japan and Western countries predict...
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#1Jannika Mattes (University of Oldenburg)H-Index: 6
Multinational companies (MNC) face a constant tension between a regional orientation which entails regional embeddedness and their world-spanning activities. The relationship between MNCs and their regional surroundings is here analysed at two levels, the institutional level of the ‘fit’ between the regional environment and the MNC's activities, and the project-specific level in which direct, innovation-related interaction between the company and regional players takes place. It can be shown tha...
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#1So-Yeon Kim (KU: Korea University)H-Index: 2
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Last. Anne Cox (UOW: University of Wollongong)H-Index: 5
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The ability to recruit talented employees in foreign markets has become crucial to the success of multinational corporations. This study investigated how foreign companies attract local employees by considering the case of Japanese companies in Vietnam. The results of a survey of 326 respondents indicate that individual values yielded both direct and indirect effects on their attraction to Japanese companies. Specifically, work-centric, money-oriented, and collectivistic job-seekers were more at...
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#1Marije E. E. De Goede (UvA: University of Amsterdam)H-Index: 2
#2Annelies E. M. Van Vianen (UvA: University of Amsterdam)H-Index: 32
Last. Ute-Christine Klehe (UvA: University of Amsterdam)H-Index: 21
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This study tested the extent to which industry culture stereotypes influence job-seekers' Person Organization fit when job-seekers inspect organizations' websites. We proposed that PO fit would relate to Person-Industry (PI) fit, which is the fit between personal values and industry culture stereotypes. Furthermore, a good website design should negatively relate to the use of industry culture stereotypes for assessing actual organizations, yet this relationship should be moderated by job-seekers...
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#1Wenyu Dou (CityU: City University of Hong Kong)H-Index: 18
#2Hairong Li (MSU: Michigan State University)H-Index: 20
Last. Chenting Su (CityU: City University of Hong Kong)H-Index: 23
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Extending the perspective of agency theory, this study incorporates both professional and local knowledge asymmetry into a model of relationship satisfaction between global professional service firms and their local clients. The model also includes learning orientation and adaptation that are theorized to regulate the impact of knowledge asymmetry on goal incongruence, which ultimately affects relationship satisfaction. China was selected as the setting of the study because it is the largest eme...
34 CitationsSource
#1Fabian Jintae Froese (KU: Korea University)H-Index: 17
#2Anne Vo (UOW: University of Wollongong)H-Index: 1
Last. Tony C. Garrett (KU: Korea University)H-Index: 12
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Attracting high-quality applicants is a crucial activity for the success of an organization. In today's globalized world, multinational enterprises need to attract talent not only in the domestic market but also in overseas markets. This exploratory study introduces the country of origin image framework from marketing literature to the context of recruitment in order to examine why foreign companies are (not) attractive to local job seekers, exemplified by the case of Japanese and US companies i...
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The purpose of this paper is to explore the relationship between the brain circulation of Asian graduates of Japanese universities and Japanese companies by picking up China, Thailand, Indonesia and Vietnam, which are among the top countries which send students to Japan and host Japan-affiliated companies.,Questionnaire responses of Japanese university graduates from four countries are compared, especially between those who work for Japanese companies in Japan and in their countries of origin (C...
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