Mila LazarovaSimon Fraser University · Beedie School of Business
Mila Lazarova
PhD
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101
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Citations since 2017
Publications
Publications (101)
A compelling issue for organizations and societies at large is to ensure external employability of the workforce across workers’ entire work-life span. Using the frameworks of age norms, stereotyping and age meta-stereotypes, we investigate whether (a) age is negatively related to perceived external employability; and (b) the age-employability link...
Drawing on human capital theory, our study examines the relationship between international work experience and individuals' career success in terms of promotions and subjective financial success. We propose that these relationships are mediated by external employability and hypothesise a moderating role of national‐level economic freedom. Using dat...
Paid parental leave and externally provided childcare are social policies designed to enhance parents' labour force participation. These policies influence not only men's and women's decisions regarding their labour market activity but also organisational decision makers' (ODMs) expectations about their employees' availability to work and thus, the...
How intertwined are expatriates with their families? And what makes some expatriates better than others at leveraging positive or compensating for negative influences from their family life? Drawing on conservation of resources, crossover and spillover theories, we examine when partner family role adjustment influences expatriates’ family experienc...
We examine the careers of expatriates in an inter-governmental organization (IGO) who undertake a mix of hardship and non-hardship assignments. Considering the individual, organizational, and broader environmental domains, and using conservation of resources theory, we examine what contributes to such expatriates’ career satisfaction. Based on surv...
We examine how institutional context affects the decisions that subsidiaries of multinational corporations (MNCs) make in pursuing particular human resource management (HRM) practices in response to institutional duality. Drawing on Varieties of Capitalism, along with the concept of intermediate conformity, we argue that the use of particular HRM p...
This chapter provides an overview of the current literature on human resource management outsourcing (HRO). Human resource management outsourcing involves contracting out activities traditionally performed by the organization’s human resource department to an outside organization. While HRO is a popular topic, there are few reliable sources on the...
In recent years, scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context aff...
Employees can enhance their human capital through participation in organizationally‐sponsored development activities. However, there is little research on the extent to which the effects of such practices vary depending on national context. Adopting a human capital theory perspective, we hypothesized a positive relationship between human capital de...
Organizations cannot function without healthy and safe employees, a stark reality evidenced by the COVID-19 pandemic in 2019-20: when lives are threatened, everything else becomes secondary. Few would question that there is a critical need to build HR-relevant knowledge of how to manage the health and safety of employees. Despite the duty of care c...
Careers exist in a societal context that offers both constraints and opportunities for career actors. Whereas most studies focus on proximal individual and/or organizational level variables, we provide insights into how career goals and behaviors are understood and embedded in the more distal societal context. More specifically, we operationalize s...
A compelling issue for organizations and societies at largeis to ensure external employability of the workforce acrossworkers’entire work-life span. Using the frameworks of agenorms, stereotyping and age meta-stereotypes, we investi-gate whether (a) age is negatively related to perceivedexternal employability; and (b) the age-employability link ism...
This symposium aims to take stock of the growing body of research, derive key emerging trends, and offer new directions of scholarly work on knowledge transfer through international assignees. We start by offering a state-of-the-art meta-analysis of empirical research. We then include four new empirical papers (one of knowledge transfer through exp...
In this article, we review the limited but growing body of research on international skilled migrants and examine to what extent knowledge generated in adjacent research streams—specifically, work on assigned and self‐initiated expatriates—can be meaningfully applied to aid our understanding of the challenges, coping strategies, and acculturation d...
Although career proactivity has positive consequences for an individual's career success , studies mostly examine objective measures of success within single countries. This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend acr...
In this study, we build on the ability-motivation-opportunity framework to test whether both repatriates’ disseminative capacity and domestic employees’ absorptive capacity as well as their opportunities for interaction affect repatriate knowledge transfer. Further, we examine the moderating effects of two distinctive factors associated with repatr...
Whilst career proactivity has positive consequences for an individual’s career success, studies mostly examine objective measures of success within single countries. This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across...
Repatriation encompasses the phase in which individuals return from an international work experience. Regardless of whether the transition takes place within one organization or across organizations, returning home after working abroad constitutes a critical step for an individual’s future career. In this chapter, we review individuals’ experiences...
Purpose
– For decades, expatriate scholars have understood that the individual factors of cultural humility and ethnocentrism and the contextual factors of feedback and support affect expatriates’ outcomes. The study, rooted in the observation that great advice and support are often ignored by expatriates, seeks to uncover why. Based in the humilit...
Although the original model of expatriate adjustment proposed by Black and colleagues has received substantial empirical support, it has come under increased academic scrutiny, due to both the conceptual overlap among its dimensions and its limited applicability for global professionals who interact with individuals from diverse cultures. Drawing o...
This article reports the development and validation of a theory-based, short form measure of cultural intelligence (SFCQ). The SFCQ captures the original theoretical intent of a multifaceted culture general form of intelligence that is related to effective intercultural interactions. The validity of the scale is established with 3526 participants i...
While the body of research that confirms the importance of family as a factor in expatriate success is growing steadily, organizations with expatriate employees do not appear to have utilized much of the knowledge generated by researchers. Expatriates still face just as many, if notmore, family-related challenges as they did several decades ago. Ac...
Full-text is available at:
https://www.econbiz.de/Record/taking-stock-of-repatriation-research-lazarova-mila/10010466267
or by contacting the author
Surveying a matched sample of 62 expatriates and their supervisors from one multinational organization, our study found that expatriates higher in cultural humility benefit more from the support and feedback offered in the host national work environment which, in turn, facilitates better supervisor-ratings of performance. We also found that expatri...
Multilevel research in the area of human resource management (HRM) has put inadequate attention to the relevance of situational complexity. This paper is an attempt to address this inadequacy. It brings situational complexity – the notion of coordination in situ – into the debate by introducing a conceptual framework that (1) emphasizes the strateg...
There have been few studies of the way that context and time affect the nature of the work of the HRM department and the profile of the senior HRM specialist. This paper uses an extensive multinational survey of such senior professionals to explore the impact of context, using theories of comparative capitalisms, and the changes that have arisen ov...
International mobility, the volatile individual career trajectories it produces, and its implication for human resource management in organizations are not well understood. This article addresses this deficiency and introduces empirical evidence for an internationalism career anchor, a construct that can enhance our understanding of individual pred...
We conducted five interlocking studies to develop and validate a family role performance scale that can be used across cultures. In Study 1, we generated scale items based on interviews with individuals representing various family and work structures in the United States and Israel. In Study 2, we surveyed both US and Israeli participants to assess...
This book is available at:
https://us.sagepub.com/en-us/nam/essentials-of-international-human-resource-management/book235752
We bring together five papers focused on a range of expatriate family issues including the dual-career challenge, relocation transitions, organizational support, adjustment, and key emerging trends. Four of the papers are authored by international teams of global mobility scholars from countries that include (in addition to the USA) Malaysia, China...
In the present study we examine the relationship between subsidiary HR autonomy and organizational outcomes (performance, absenteeism and turnover) and the moderating effects of cultural and institutional distance in MNC subsidiaries operating in a wide variety of societies from North America, Europe, Asia, and the Middle East. The results partiall...
This article critically examines how outsourcing and devolvement of HR activities influence the strategic position of HR departments. Past research has offered conflicting predictions about their impact, ranging from a very positive move of HR departments to powerful strategic positions to a rather negative move toward marginality as their tasks ar...
Understanding national differences in handling HRM matters is a key area of international management studies (Ricks, Toyne & Martinez, 1990) and is at the heart of the burgeoning field of comparative HRM (see the contributions in Brewster & Mayrhofer, 2012b). There is now considerable evidence that HRM varies significantly between countries, cultur...
Increased foreign direct investment across the world and the trend for operating across national borders mean that organizations are now expanding into a variety of geographical locations. In this context, managing human resources has become increasingly dynamic and complex. Employers have to deal with the demands of managing people in different na...
International assignments are a catalyst for changes in both the family and work lives of expatriates. This is especially true for the majority of expatriates who are married or in a committed relationship (Copeland & Norell, 2002; Harvey, 1985; Tung, 1987, 1999). Before the assignment, both partners have full lives intertwined with those of relati...
Provides an understanding of how HRM policies and practices differ across countries and how the development of management practice may be affected by different institutional and cultural contexts. Containing contributions from a range of well-respected HRM scholars across the world, this collection is based upon data from a unique research project.
The construct of cultural intelligence has recently been introduced to the management literature as an individual difference that may predict effectiveness and a variety of interpersonal behavior in the global business environment. This construct has enormous potential in helping to explain effectiveness in cross-cultural interactions. However, pro...
Full-text is available at:
https://www.econbiz.de/Record/expatriate-adjustment-and-performance-revisited-lazarova-mila/10009571203
or by contacting one of the authors
Full-text is available from:
http://www.econbiz.de/Record/careers-a-country-comparative-view-lazarova-mila/10009515299
or by contacting one of the authors
We conceptualize new ways to qualify what themes should dominate the future international business and management (IB/IM) research agenda by examining three questions: Whom should we ask? What should we ask, and which selection criteria should we apply? What are the contextual forces? Our main findings are the following: (1) wider perspectives from...
Co-authors (in alphabetic order) AYCAN, Z. Member of ION (International Organizations Network). ION was formed with a mission to increase the quality and impact of research on people and their effectiveness in international organizations. The network's vision is to be a catalyst for the creation and application of knowledge and understanding that p...
Drawing on both Job Demands-Resources theory and contagion theory, we conceptualize cognitive, affective, and conative influences on expatriate work role and family role performance. We clarify expatriate adjustment by expanding the concept to capture family role adjustment and by mapping relationships among the forms of adjustment. We also highlig...
The purpose of this paper is to further develop our knowledge of the complementarities between broad-based incentives and human resource (HR) management practices, and their combined impact on company performance. We focus on three HR practices that are expected, separately and in combination, to enhance the effectiveness of broad-based plans: info...
rich body of research in the area of leadership has examined the influence of transformational/charismatic forms of leadership on employees' motivation, attitudes, and behaviors. This research is based on the assumption that leaders are able to influence followers based on close, sustained, and personalized contact with them. However, new organizat...
The purpose of this paper is to critically assess the utilization of boundaryless careers in organizations through the lens of how they impact the formation and deployment of organizational social capital. We build a model of the positive and negative effects of boundaryless careers on social capital formation by proposing a more nuanced picture of...
Research in the field of international and comparative HRM is becoming ever more available. The International Journal of Human Resource Management now usually publishes 12 issues per year, and the enormous range of the field is apparent from the scope of the topics covered. The papers published in this special issue are all drawn from the Cranet pr...
Firms today compete on the effectiveness and competence of their core human talent around the world. Increasingly, both managers and technical experts alike are being required to work effectively across a variety of cultures and in a greater number of cross-national situations. This trend can be seen in firms worldwide and in almost every industry....
The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural...
This paper reviews and integrates two perspectives on repatriate retention: a traditional one, which suggests that the main determinant of repatriate retention is the availability of repatriation support programs; and an emerging one, which focuses on individual career activism in a changing employment context. Results of a study of 133 expatriates...
To fuel further growth and development, many countries in Central and East Europe that have made the transition from socialist to market economies are anxious to reverse the brain drain by attracting their nationals who have studied and/or worked abroad to return. This study seeks to examine the experiences and challenges encountered by nationals u...
This article studies the role of the leader in creating inspiration in the team members in the workplace. The authors hypothesize that the "inspirational leader" will better affect the attitude of the team members, even if they are in different geographic locations. The individual worker will put more trust in team members and greater identify them...
In this chapter we examine an assumption in the literature on international assignments, the belief in a direct positive relationship between the adjustment of expatriates and their performance. We first outline the historical basis for the overwhelming focus on adjustment. We then review the literature on the conceptualization and measurement of b...
This paper proposes a conceptual framework describing important conditions under which personnel transfers result in successful ‘reverse’ knowledge transfer. We argue that effective knowledge transfer occurs when there is a fit between individual readiness to transfer knowledge and organizational receptivity to knowledge. We suggest that, in order...
The concept of global careers has sparked a significant burst of recent research attention. In this article, we introduce this special issue of the Journal of World Business by raising the question of whether this activity is the result of the emergence of a new phenomenon or simply a new perspective on old issues. We then introduce the articles in...
In this chapter we question whether current conceptualizations of global leadership competencies adequately address the dynamic and complex nature of the multinational team (MNT) context. We report findings from a study that incorporated the perspectives of MNT leaders as well as members on MNT leadership. We asked MNT leaders and their team member...
Cross-national research is plagued by many obstacles. This article focuses on one of these obstacles: the fact that research in more than one country usually involves respondents with different native languages. We investigated whether the language of the questionnaire influences response patterns. More specifically we tested whether responding in...
Using a sample of 76 US-based multinational firms, this study tests two hypotheses: whether top management teams' national diversity, and the number of countries of operation worldwide are related to other established indicators of internationalization. Results suggest that both hypothesized indicators are aspects of the nomological network for a f...
This paper offers a model to describe the way in which female expatriates develop relationships and utilize those relationships to become cross-culturally adjusted. This model includes three predictive components affecting cross-cultural adjustment. The first includes the factors affecting whether a woman is able to form relationships on the expatr...
The issue of repatriate turnover continues to be a challenge for many multinational companies today. This article describes several repatriate support practices offered by organizations--and how effective they are at lowering repatriates' turnover intentions. We found that supportive repatriate practices offered by companies improved the repatriate...
This study will test two hypotheses to determine whether the formation of expectations (prior to the global assignment) affects expatriates' adjustment. This study utilized a sample of seventy-three expatriates who completed questionnaires approx- imately ten months after arriving in their host countries. All the expatriates had pre- departure cros...
This study tests a four-factor model proposed by Caligiuri and Cascio (in press) for predicting the cross-cultural adjustment of female expatriates. The four factors tested in this paper were family support, personality characteristics, organizational support and host nationals' attitudes towards female expatriates. Structured phone interviews with...
Projects
Projects (3)
The 5C Project was started with the goal of better understanding careers from local as well as global perspectives. Initially being comprised of qualitative interviews across 12 countries, the project focused upon career success and career transitions. More recently the group has focused on subjective career success across occupations, age groups, sex, and national contexts. More details about the group can be found at 5c.careers.