Expatriate compensation and its link to the subsidiary strategic role: a theoretical analysis

Article Abstract:

Multinational companies (MNCs) pay international managers to bring new skills and expertise into their subsidiary companies. The headquarters of MNCs use expatriates to ensure that branches continue to follow the overall company strategy. An expatriate's salary is determined by the MNCs need to use incentives to encourage an employee to take up an overseas posting. Other forms of rewards may also be offered such as career enhancement. It was previously assumed that employees were paid to compensate them for living abroad and to have equity with local wages.

Multinational Corporations, Employee Relocation Procedures, Management Salaries, Compensation and benefits, Employment abroad, Overseas employment, Executive compensation, Wages and salaries, Employee relocation

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Dual identification in multinational corporations: local managers and their psychological attachment to the subsidiary versus the global organization

Article Abstract:

Research undertaken in India and Pakistan into dual identification in a multinational corporation (MNC) is presented. It was found that managerial employees at the subsidiary level of an MNC show dual identification. Patterns of organizational identification seem to differ according to MNC subsidiary type.

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Antecedents of organizational identification in multinational corporations: fostering psychological attachment to the local subsidiary and the global organization

Article Abstract:

An empirical case study is presented to discuss the antecedents of local managers' organizational identification in a multinational corporation. Different sets of factors are believed to promote identification with the organization's global and local levels.

Psychological aspects, Executives

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