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Extra info for Cross-Border Staff Mobility: A Comparative Study of Profit and Non-Profit Organisations
The way professions, professionalism and the acquisition of professional knowledge are organised, as well as the role played by certificates as signalling mechanisms, differs across societies. In some societies, lengthy, intensive vocational training takes place outside the employing organisation; persons specialise in one field and acquire a broad theoretical knowledge related to this field. Profession as a societal institution is very strong in Germany, with its dual vocational training system, whereas other societies take a more general approach to learning and training on the job.
Banai (1992) suggests that the use of PCNs is a self-fulfilling prophecy by which headquarters officials believe that PCNs have certain desired qualities that are not available in the host country, and this attitude is reflected in an ethnocentric staffing policy, the appointment of PCNs to key positions in the subsidiaries and preferential treatment of PCNs by the headquarters. At the same time, the implementation of this type of policy is assumed to have an impact on the HCNs and the PCNs and may have negative consequences for the relationship between both these groups of nationals.
Besides reports concerning expatriates as persons with unique characteristics and challenges, few studies have focused on the relationship between the coordination of international NPOs and staff mobility. An exception is the study by Festing and Okech (2008), who investigated person-oriented coordination mechanisms in the context of international activities of development NGOs. They discerned a high priority 20 Cross-Border Staff Mobility for assignments and personal interactions as forms of coordination: The expatriation takes place unidirectionally from the headquarters to the projects abroad and is characterised, in the case of rotational assignments, by the purpose of networking and knowledge transfer.