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DEVELOPING EFFECTIVE GLOBAL RELATIONSHIPS THROUGH STAFFING
WITH INPATRIATE MANAGERS: THE ROLE OF INTERPERSONAL TRUST
Michael Harvey, B. Sebastian Reiche, Miriam Moeller
Version January 2011
To be published in Journal of International Management
Copyright © 2008-2011 Michael Harvey, Sebastian Reiche and Miriam Moeller. All
rights reserved.
B. Sebastian Reiche, PhD
Assistant Professor
IESE Business School
Department of Managing People in Organizations
Ave. Pearson, 21
Barcelona 08034, Spain
Tel: +34 93 602 4491
Fax: +34 93 253 4343
E-mail: sreiche@iese.edu
0
DEVELOPING EFFECTIVE GLOBAL RELATIONSHIPS THROUGH STAFFING
WITH INPATRIATE MANAGERS: THE ROLE OF INTERPERSONAL TRUST
Abstract
International human resource managers are progressively encountering new
challenges pertinent to the manageability of multiculturalism when staffing global positions.
The literature indicates that trust in the global organization context increases subsidiary
acquiescence to and cooperation with the headquarters, making this concept an important
component in developing inpatriates’ relationships with the headquarters organization. The
purpose of this article is to examine a range of antecedents to trust building, distinguish
between two different types of trust, affective vs. competence-based, and examine key
outcomes of inpatriates’ trust building in global organizations. Reference point theory is used
as the foundation for an analysis of the deliberate choice of the inpatriate manager and parent
organization alike to adjust to new organizational conditions. In addition, it provides
guidance in examining the effects of assignment l
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