The role of organizational inclusion in proactive socialization: insights from Chinese expatriates
Ting Nie, Xiuyun LiPurpose
An increasing number of companies are participating in globalization, seeking to optimize resource allocation and expand into international markets. Expatriates are expected to quickly integrate into overseas branches and perform international assignments. Grounded in the Social Identity Theory, the study aims to examine the influence mechanism and boundary condition of organizational inclusion on expatriates' proactive socialization behaviors.
Design/methodology/approach
Through a two-wave survey on Chinese expatriates in Asia, the mediating role of affective commitment and the moderating role of growth initiative were validated.
Findings
The findings indicate that affective commitment mediates the relationship between organizational inclusion and expatriates' proactive socialization behaviors. Growth Initiative positively moderates the indirect impact of organizational inclusion on expatriates' proactive socialization behaviors through affective commitment.
Research limitations/implications
Overseas branches should foster a diverse, fair and supportive work environment for expatriates by implementing inclusive practices. These measures can ensure that expatriates feel accepted and valued. It is particularly important for those with high growth initiative, as they are more likely to actively integrate into the organization when they receive inclusive support. Therefore, growth initiative should be regarded as a key factor in selecting candidates for international assignments.
Originality/value
The study contributes to a more comprehensive understanding of the formation and boundary condition of expatriates' proactive socialization behaviors, and complements the empirical validation of proactive socialization behaviors in the field of expatriate management.