Chapter 4: Individual Value orientations and the selection of Suitable cross-Cultural Managers

The chapter reports results from a study designed to test the efficacy of a bipolar taxonomy of personal value orientations that measured a manager’s values associated with their “National Identity” and their “Cross-Border Business Focus.” The underlying elements of these respective value orientations appear to be linked to assisting the selection and placement of managers for cross-border business assignments. The results reported here have been derived from the responses of 658 managers; employed by; (1) An American transnational logistics firm; (2) a Western European transnational logistics firm, and (3) a Western European insurance business. Responses were received from managers who were both experienced and inexperienced in cross-border business activity, and who currently work in 17 different international (Asian and Western) locations. Overall, 88.5% of respondents were male, 98% were over the age of 30 and 69% possessed degree level qualifications. In addition, 88% of respondents had had at least two cross-border management appointments. Some interesting findings were derived. First, results identified a single factor solution for both National Identity and Cross-Border Business Focus. In addition, ANOVA and Regression tests; undertaken to compare between group differences towards the identified values, and the element(s) directing the model, supported the underlying nature of the taxonomy. Finally, overall results suggest that those labeled “Transnationalists” may prove to be the most appropriate appointees for medium to long term cross-border assignments. The importance of this study exists in the extra information that can be provided to human resource management (HRM) professionals for the purpose of selecting and placing candidates, not simply for cross-border business roles, but for particular types of cross-border business roles.