A Framework for Transferring Knowledge between Expatriates and Local Employees in IT -based Organisations

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Matthew A.
Dhillon J.S.
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Institute of Electrical and Electronics Engineers Inc.
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Hiring expatriates with different cultural backgrounds can help increase an organisation's cohesiveness. The dependencies on expatriates by companies grows higher every year. The impact of expatriates leaving an organisation can cause an adverse effect unless the firm implements a strategy to foster the transfer of knowledge to local employees. Hence, a knowledge transfer framework is critical to aid the transfer of knowledge from expatriates to local employees in an organisation. We propose and evaluate a knowledge transfer framework listing essential factors that influence the successful knowledge transfer process between expatriates and the local employees at IT -based organisations. In this paper, we present a quantitative study involving 307 expatriates and local employees in IT -based organisations to confirm the significance of the identified factors from the literature. Several statistical analysis tests, such as the descriptive analysis, inferential analysis and correlation analysis, were administered. Results indicate that employee behaviour, organisational culture, the use of ICT, individual capital, social capital, and learning practices are the key factors that influence knowledge transfer process between expatriates and local employees. Results also show that there is no significant difference between the nationality of employees and the factors identified in the knowledge transfer framework. The outcome of this research will be useful to strategise knowledge transfer amongst expatriates and local employees within IT-based organisations. � 2020 IEEE.
Knowledge management; Correlation analysis; Cultural backgrounds; Descriptive analysis; Knowledge transfer; Organisational culture; Quantitative study; Social capitals; Transfer of knowledge; Personnel