Froese, Fabian Jintae

[["dc.bibliographiccitation.firstpage","297"],["dc.bibliographiccitation.issue","1"],["dc.bibliographiccitation.journal","Asia Pacific Journal of Management"],["dc.bibliographiccitation.lastpage","315"],["dc.bibliographiccitation.volume","30"],["dc.contributor.author","Froese, Fabian Jintae"],["dc.date.accessioned","2019-07-09T11:40:15Z"],["dc.date.available","2019-07-09T11:40:15Z"],["dc.date.issued","2011"],["dc.description.abstract","Understanding the work values of the current and future workforce is essential for designing a human resource management system that attracts, motivates, and retains talent. This study provides an updated, in-depth analysis of the work values of the next generation of business leaders in the commercial centers of China, Japan, and Korea. Although previous research has often clustered these countries together and labeled them Confucian Asia, survey results from more than 700 respondents reveal striking differences in work values across countries. The Chinese are more individualistic and career oriented, whereas the Japanese are more risk averse and work oriented, and the Koreans are often somewhere in-between. We argue that the value differences can be largely explained by different economic influences in these three countries. This study enhances our understanding of crossvergence theory by distinguishing economic influence in the economic development stage, economic growth, and inward foreign direct investments. While these economic indicators might be related, their influences on work values could be conflicting. The findings suggest that that each economic indicator has a unique effect on the development of work values."],["dc.identifier.doi","10.1007/s10490-011-9271-7"],["dc.identifier.fs","598356"],["dc.identifier.purl","https://resolver.sub.uni-goettingen.de/purl?gs-1/10785"],["dc.identifier.uri","https://resolver.sub.uni-goettingen.de/purl?gro-2/58123"],["dc.language.iso","en"],["dc.notes.intern","Merged from goescholar"],["dc.relation.issn","1572-9958"],["dc.relation.orgunit","Wirtschaftswissenschaftliche Fakultät"],["dc.rights","Goescholar"],["dc.rights.uri","https://goescholar.uni-goettingen.de/licenses"],["dc.title","Work values of the next generation of business leaders in Shanghai, Tokyo, and Seoul"],["dc.type","journal_article"],["dc.type.internalPublication","yes"],["dc.type.version","published_version"],["dspace.entity.type","Publication"]]

[["dc.bibliographiccitation.firstpage","1869"],["dc.bibliographiccitation.issue","7"],["dc.bibliographiccitation.journal","Journal of Management Studies"],["dc.bibliographiccitation.lastpage","1893"],["dc.bibliographiccitation.volume","59"],["dc.contributor.affiliation","Peltokorpi, Vesa; 1\r\n\r\n12803\r\n\r\nHiroshima University"],["dc.contributor.affiliation","Klar, Sebastian; 2\r\nGeorg‐August‐Universität Göttingen"],["dc.contributor.author","Peltokorpi, Vesa"],["dc.contributor.author","Froese, Fabian Jintae"],["dc.contributor.author","Reiche, B. Sebastian"],["dc.contributor.author","Klar, Sebastian"],["dc.date.accessioned","2022-04-01T10:03:25Z"],["dc.date.available","2022-04-01T10:03:25Z"],["dc.date.issued","2022"],["dc.date.updated","2022-11-27T10:11:13Z"],["dc.description.abstract","Abstract\r\nThis paper applies a generalized exchange perspective to examine how and when reintegration in headquarters (HQ) facilitates repatriate knowledge transfer (RKT). Specifically, we theorize how the preparatory stage for repatriation – when expatriates are still abroad – enhances reintegration in HQ upon repatriation and subsequently RKT via interpersonal and career‐related pathways. For the former, we hypothesize that communication frequency with HQ actors before re‐entry enhances RKT via reintegration. We also hypothesize that communication frequency with HQ actors before re‐entry improves trust in HQ actors, which, in turn, strengthens the positive effect of reintegration on RKT. For the second pathway, we hypothesize that career and repatriate support before re‐entry increases RKT via reintegration. We also hypothesize that career and repatriate support before re‐entry enhances career satisfaction upon re‐entry, which, in turn, strengthens the positive effect of reintegration on RKT. Time‐lagged data from 129 assignees and their HQ supervisors support most of our hypotheses."],["dc.identifier.doi","10.1111/joms.12802"],["dc.identifier.uri","https://resolver.sub.uni-goettingen.de/purl?gro-2/106161"],["dc.language.iso","en"],["dc.notes.intern","DOI-Import GROB-530"],["dc.relation.eissn","1467-6486"],["dc.relation.issn","0022-2380"],["dc.rights","This is an open access article under the terms of the Creative Commons Attribution‐NonCommercial‐NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non‐commercial and no modifications or adaptations are made."],["dc.title","Reverse Knowledge Flows: How and When Do Preparation and Reintegration Facilitate Repatriate Knowledge Transfer?"],["dc.type","journal_article"],["dc.type.internalPublication","yes"],["dspace.entity.type","Publication"]]