Does Organization Inclusion Matter in Expatriate Mission Accomplishment?

The main goal of the study is to explore if organisational inclusion features prominently in the expatriation policies of companies in emerging markets. In this study, the expatriation policies of three Taiwanese financial services institutions were examined to establish the presence or lack of organisational inclusion and its effect on expatriate mission accomplishment. In-depth interviews with the expatriates and face-to-face focus group discussions with senior HR managers at their headquarters in Taipei were employed to collect data from financial services institutions. The findings revealed that organisational inclusion is low, but the organizations are considering a more inclusive approach in future. Among the factors that emphasize the need for more organisational inclusion expatriation are cultural competence, social norms adjustment, positive mindset, professional skills and career-related factors. The study contributes to knowledge on how the financial services industry in emerging economies in the Chinese context view organisational inclusion in their expatriation policies. It further provides an insight of the necessity to embrace organisational inclusion in the expatriation policies to enhance expatriate mission accomplishment. [ABSTRACT FROM AUTHOR]