expatriates and social support: bridging …...unconscious bias sahiba sharma assistant professor,...

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International Journal of Advanced Research in Engineering and Technology (IJARET) Volume 11, Issue 6, June 2020, pp. 1084-1095, Article ID: IJARET_11_06_098

Available online athttp://www.iaeme.com/IJARET/issues.asp?JType=IJARET&VType=11&IType=6

ISSN Print: 0976-6480 and ISSN Online: 0976-6499

DOI: 10.34218/IJARET.11.6.2020.098

© IAEME Publication Scopus Indexed

EXPATRIATES AND SOCIAL SUPPORT:

BRIDGING THE CONCEPTUAL ROLE OF

UNCONSCIOUS BIAS

Sahiba Sharma

Assistant Professor, Panipat Institute of Engineering and Technology (PIET),

Haryana, India

Dr. Gyan Prakash

Assistant Professor, Department of Humanities and Management,

Dr B.R. Ambedkar National Institute of Technology,

Jhalandhar, Punjab, India

Diksha Ahuja

Assistant Professor for Management,

USB - University School of Business - MBA, Chandigarh University,

Mohali, India

ABSTRACT

The necessity of cultural awareness is at priority as categorization starts at very

young age from home, schools and even in higher education. The purpose of this study

is to theoretically clarify and conceptualize the role of native’s unconscious bias and

social categorization towards expatriates in withdrawing social support. Due to the

paucity of studies on the conceptual understanding of the role of unconscious bias,

this paper proposes a conceptual framework based on the literature review and

extends the existing literature on social categorization theory. The findings of the

study introduce individual factors that may reduce unconscious bias at the workplace

and to frame policies based on subjective measures of unconcious bias. Additionally,

it bridges the conceptual gap of social support and unconscious bias in the context of

expatriates.

Key words: natives, expatriates, social categorization theory, social support,

unconscious bias.

Cite this Article: Sahiba Sharma, Dr. Gyan Prakash and Diksha Ahuja, Expatriates

and Social Support: Bridging the Conceptual Role of Unconscious Bias, International

Journal of Advanced Research in Engineering and Technology, 11(6), 2020,

pp. 1084-1095.

http://www.iaeme.com/IJARET/issues.asp?JType=IJARET&VType=11&IType=6

Expatriates and Social Support: Bridging the Conceptual Role of Unconscious Bias


1. INTRODUCTION

Global businesses today involve science to improve their employee and customer experiences

by understanding predictable human being choices. To manage diverse workforce-related

challenges due to globalization pressure, organizations have started training their employees

and managers regarding harassment prevention, discrimination prevention, and diversity

benefits training. Besides investing in training programmes, there is an increase in lawsuits

regarding diversity issues for instance: the Equal Employment Opportunity Commission

(EEOC) filed more than 80,000 lawsuits in 2007 in the US and over the years it has increased

in number. The lawsuits are even higher in the organizations that ignore diversity-related

issues. It has been found that the employees in these organizations generally have low morale.

So, what went wrong as for why there is an increasing rate of discrimination claims? It is

believed that one of the reasons might be the biases of which people are unaware of. These

are known as an unconscious bias or implicit bias (Lieber, 2009). “Unconscious bias” is a

hidden preference towards a person or group of persons that an individual is unaware of or

that exists without their conscious knowledge.

Individuals hold prejudices in favor of or against any object, institution, person or country

and these are framed according to the world around us. These preconceived opinions are not

based on any logical reasoning. According to social scientists, children‟s begin to have these

biases when they are toddlers and learn from the adults of the house. In addition, there will be

an increase in these biases if the child does not have exposure to heterogeneous groups of the

society. Hence, they develop an ingroup and outgroup categorizations or social categorization.

Stereotyping (cognitive bias), prejudice (emotional bias) and discrimination (behavioural

bias) are the three types of category-based bias that occurs when individuals categorize

persons from different social groups. For instance: expatriates from different cultural

backgrounds when works with natives or host country nationals (HCNs), they are categorized

by HCNs as an out-group member. In other words, HCNs may have a tendency to

discriminate against out-group members and they might avoid socialization (Billig and Tajfel,

1973) or they are less likely to engage in supportive behaviors.

Socialization has been defined as the systematic means by which firms bring new

members into their culture (Berlew and Hall, 1966). It helps the expatriate learn the necessary

knowledge, content, and process to participate as an organizational member and adjust to the

organizational role (Firth et al., 2014,Chao et al., 1994) in the new country. Socialization

helps in creating strong social ties and therefore the social support (informational and

emotional) provided to the expatriates by HCNs helps in knowledge sharing and cross-

cultural adjustment of expatriates (Ong and Ward, 2005). HCN provides social support to

expatriates when there is a strong emotional attachment (Uzzi, 1996), the likeliness of

expatriates (Mahajan and Toh, 2014) and agreeableness (Wang and Fang, 2014). Conversely,

there are situations when HCNs are not willing to provide social support due to social

categorization. Some of the factors why expatriates are categorized as out-group members are:

cultural distance (Shenkar, 2001); expatriate‟s pay policies (Toh and DeNisi, 2003); perceived

value similarity and collectivism (Pichler et al, 2012). However, we argue that these are the

secondary reasons for such categorization. The primary reason is the unconscious biases

HCNs hold. Prior studies have not theoretically clarify the concept of unconscious bias as

well as the influence of individual factors such as global mindset on host country nationals

specifically in context to social support. So, our understanding of these relationships remains

limited. Hence, in the light of the above argument, the present study addresses the research

question that: Why natives did not offer social support to expatriates? In this study, we have

focused on the unconscious bias of HCNs and on social categorization theory.

Sahiba Sharma, Dr. Gyan Prakash and Diksha Ahuja


The paper is structured as: firstly, the role of human brain and social categorization theory

has been explained followed by the theoretical underpinnings and hypothesis formation based

on the literature review from databases such as EBSCO, Emerald, JStor, Proquest and Science

Direct. Lastly, the paper presents the discussion and conclusion that includes theoretical

contributions, managerial implications, limitation of the study and future directions.

2. LITERATURE REVIEW

Unconscious bias is a universal tendency of humans that are deeply rooted in human brain.

This bias is influenced by the individual‟s values, background, traditions, beliefs, societies

and cultural environment. Brain filter, process and sort the information we came across in our

daily lives; this categorization is, in general, a survival skill for humans. Categorization is

fundamental to human cognition because it serves a basic function of organizing and

structuring our knowledge about the world. Additionally, humans live in an environment with

diverse and varied cultures and their behaviour is largely processed by the unavoidable

categorization of the brain (see figure 1). Though categorizing people is different from

categorizing objects as when we place an individual in social category, we are likely to

consider our own status with respect to that category and hence this social categorization

allows us to connect with those who share group membership as in group members and those

who did not share group membership are categorized as out group members. It is this

categorization process through the brain that helps reduce uncertainty in the environment and

accordingly guides individual‟s behavior

2.1. Human Survival Skill : Sorting Brain

(Hogg and Terry, 2000; Tajfel, 1981). Though it has been argued that human behavior can be

changed using behavioral change training and techniques but studying the role of the brain

and its effect can help behavioral scientist develop more effective tools and training methods.

Hence, by targeting neuroscience we can improve the behavioral science. Additionally, the

categorization by brain leads to biases that may be positive or negative. However, this brain-

behaviour can be explained with the help of both neuroscience and behavioral scientists and

scholars. Hence, lays the importance to study the sorting brain of humans.

Figure 1 The unavoidable role of brain (by authors)

2.2. Social Categorization Theory

A comprehensive conceptual model of HCNs as socializing agents for expatriates has been

introduced by Tohand De Nisi (2007). Grounded in the premises of social identity and social

categorization theories (Tajfel 1978, Turner 1985), their model proposes that HCNs act as

socializing agents for expatriates to the extent that they do not categorize expatriates as

members of an outgroup. Such dysfunctional outgroup categorization is fostered by disparities

in both surface-level (e.g., nationality, pay, and status) and deep-level (e.g., values,

ethnocentric attitudes) attributes of both parties. Focusing on how cross-cultural interaction is

managed (and not strictly on the interaction itself),

Environment Culture Brain Behaviour



Toh and DeNisi‟s model identified the moderating role of organizational policies and

incentives designed to motivate HCNs to support expatriates (e.g., incentives for helping,

supportive organizational culture, and distributive justice in compensation).

Varma and colleagues‟ (2016) partial test ofToh and DeNisi‟s model found that deep-level

but not surface-level attributes (i.e., perceived value similarities between HCNs and

expatriates) predicted HCNs‟ positive affect toward expatriates as well as their willingness to

provide role information and social support (Varma et al. 2016). In addition, with respect to

HCNs‟ other attributes, personality traits (i.e., extraversion and openness to new experiences)

and diversity-related attitudes (i.e., low ethnocentrism) were found to be associated with

HCNs‟ positive attitudes toward expatriates and their willingness to provide support (Arman

and Aycan 2013).With respect to expatriates‟ attributes, higher core self-evaluation (i.e.,

generalized self-efficacy, internal locus of control, and emotional control) predicted the

formation of a larger number of social ties with both HCNs and other expatriates (Johnson et

al. 2003).

3. THEORETICAL UNDERPINNINGS

In a day, an individual makes countless decisions that they are not even aware of; it refers to

the situation they are unaware of and which is influenced by the unconscious biases. These

are involuntary and are influenced by individual‟s background, personal experiences and

societal environment. Noon (2018) was of the view that unconscious biases are usually the

learned stereotypes that are natural and unintentional and are so deeply engrained in an

individual that they also influences their behaviour. At workplace, these biases influences

individuals in their business decision making and this can result in forming a

counterproductive work environment in the organization. Before understanding the concept of

unconscious bias, it is necessary to understand first the conscious and unconscious brain

activity. Conscious brain activity is only 2% while rest in the unconscious, but this

unconscious activity influences humans conscious thoughts, actions and behaviours as a great

deal of human cognition occurs outside of their conscious awareness and control (Greenwald

and Banaji, 1995). Individual‟s implicit cognitive processes and mental products influence

their explicit decisions, attitudes and behaviour. There are different types of unconscious

biases such as affinity bias, halo bias, confirmation bias and perception bias. Affinity bias is a

bias in which individuals prefer to find those who are like them than those who are different

from them. Humans sort the world into categories and this categorization occurs automatically

which in turn activates stereotypes and attitudes that influence their interpersonal behaviour

(Macrae and Bodenhausen, 2000). This behaviour can be helping behaviour or social support.

Social support is a perception that one has cared for us. In the present study, we argue that if

HCN or natives have higher levels of unconscious bias (negative) towards expatriates then

there will be less of voluntary helping behaviour. This may result in lower levels of social

support received by expatriates. Conversely, if HCN or natives have higher levels of

unconscious bias (positive) towards expatriates then there will be more of voluntary helping

behaviour. This may result in higher levels of social support received by expatriates. This

social support ultimately eases the international processes and stay in new country for the

expatriates and there are less of discrimination cases and more cordial relationships at the

workplace. Hence, we propose that

Hypothesis 1: There exists a relationship between unconscious bias of host country nationals

of natives and their social support towards expatriates.



3.1. Serial Mediation of Social Categorization

An essential part of the social perception is categorization (Chaiken and Trope, 1999; Fiske

and Neuberg, 1990).To avoid uncertainty certain groups and individuals make social

comparisons with other groups in a particular environment (Hogg and Terry, 2000; Tajfel and

Turner, 1986). Categorization of people into different groups results in a series of

assumptions that foster intergroup biases and behavior (Wilder, 1986; Laurine, 2008) or

category biases such as stereotypes, prejudices, and discrimination. As noted above this

categorization is unconscious and HCNs may not be aware of it. Hence, HCNs likely

categorized expatriates into in-group or out-group members and this categorization then

determines the degree and likelihood of assistance being offered to expatriates (Fisher, 1985).

As the willingness and readiness to offer social support is solely dependent on HCNs on this

categorization and to those whom they socially categorize as out group members either due to

their nationality of differences in values, quite likely they will not offer any kind of

informational support or social support. It has been noted that expatriates cannot expect HCNs

to automatically offer the needed information as helping expatriates is rarely a formal part of

HCNs‟ job description (Pichler et al, 2012) but social categorization by HCNs can result in

different outcomes. Social categorization may lead to favoritism and expatriates might get

social support but it becomes problematic when expatriates are categorized as out-group

members and receive less than ideal treatment (Reynolds, Turner and Haslam, 2000).

Category biases such as prejudices of HCNs is one of the reasons for the failure of

international assignment (Harris, Brewster and Sparrow 2003). Hence, we propose that:

3.2. Category Biases

Category biases such as prejudices of HCNs is one of the reasons for the failure of

international assignment (Harris, Brewster and Sparrow 2003). Hence, we propose that:

Hypothesis 2a: There exists a relationship between unconscious bias and social categorization

by host country nationals towards expatriates.

Hypothesis 2b: There exists a relationship between social categorization by host country

nationals towards expatriates and their social support towards them.

Hypothesis 2c: Social categorization mediates the relationship between unconscious bias and

social support by host country nationals.

Hypothesis 2d: There exists a relationship between unconscious bias and category bias

(prejudice) by host country nationals towards expatriates.

Hypothesis 2e: There exists a relationship between category bias (prejudice) by host country


Hypothesis 2f: Category bias (prejudice) mediates the relationship between unconscious bias

and social support by host country nationals.

Hypothesis 2g: There exists a relationship between unconscious bias and category bias

(stereotype) by host country nationals towards expatriates.

Hypothesis 2h: There exists a relationship between category bias (stereotype) by host country


Hypothesis 2i: Category bias (stereotype) mediates the relationship between unconscious bias

and social support by host country nationals.

Hypothesis 2j: There exists a relationship between unconscious bias and category bias

(discrimination) by host country nationals towards expatriates.

Hypothesis 2k: There exists a relationship between category bias (discrimination) by host

country nationals towards expatriates and their social support towards them.



Hypothesis 2l: Category bias (discrimination) mediates the relationship between unconscious

bias and social support by host country nationals.

3.3. Moderating Role of Individual Factors

It is to be noted that as categorization is a human survival skill, therefore cannot be evaded

but it can be reduced. If there is any biases they can be first reduced at the individual level.

We propose that there are certain individual factors that may reduce the social categorization

such as global mindset of an individual, their exposure to the heterogeneous group, individual

values and third culture kid identity. As individuals with a high global mindset have a broader

perspective of the world, that push them to find the unexpected trends and opportunities

(Rhinesmith, 1995). Global mindset is a combination of awareness and openness to the

diversity of cultures and markets (Gupta and Govindarajan, 2002).It is a concept that is

associated with the global leadership to make strategic business decisions. Not at individual

level but at organizational level, global mindset in the current global competitive world is

crucial. Studies such as Begley and Boyd (2003) and Gupta and Govindarajan (2002)

highlighted the importance of cultivating global mindset to create an intelligent global

organization. Yin, Johnson and Bao (2008) has defined corporate global mindset as a

multidimensional organizational aptitude that involves a view of the world as interconnected,

diverse, manageable markets; this aptitude comprises three elements: global orientation,

global knowledge and global skills. Individuals and organizations from emerging economies

such as India if gains international experience, interact with the new market or joins any

global network then they are likely to develop higher levels of global mindset (Ananthram,

Pearson, and Chatterjee, 2010; Nummela, Saarenketo, and Puumalainen, 2004). Along with

the global mindset having a heterogeneous global network or groups also gives an individual

a different perspective for different cultures. In other words, exposure to heterogeneous

groups gives an individual about the insights of different cultures, race, and personalities.

Individual values influence the decision making capability (McGuire et al, 2006), their

behavior in groups, companies and in the society (Brief, 1998; Kleindorfer et al, 1993).

However, these values are difficult to define as they share similar characteristics with view

points, preferences and attitudes. They have a functional role in the work and related

consequences such as organizational commitment, performance and job satisfaction. These

individual values influence the categorization behavior of the natives. Lastly, the third culture

kid identity may influence categorization as they have more exposure to mix of cultures and

life experiences. According to Pollock and Reken (2001) a third culture kid is a person who

has spent a significant part of his or her developmental years outside the parents‟ culture.. .

.who then builds relationships to all of the host cultures, while not having full ownership in

any. Although elements from each culture are assimilated into their life experience, the sense

of belonging is in relationship to others of similar backgrounds. In other words, third culture

kids are the kids to denote children living in a host culture other than their passport culture

during their developmental years. The first culture in this terminology is the child‟s passport

country, while the second culture is that of the host country and the third culture is the mixed

identity that a child assumes, influenced by the home country and the host country (Dillon and

Ali, 2019). Based on above discussion, author proposes that if an individual persists any of

these traits or factors than they are less likely to be involved in social categorization. Hence,

we propose that

Hypothesis 3a: Individual factors (global mindset) moderates the relationship between

unconscious bias and social categorization by host country nationals.

Hypothesis 3b: Individual factors (exposure to heterogeneous group) moderates the

relationship between unconscious bias and social categorization by host country nationals.



Hypothesis 3c: Individual factors (individual identity) moderates the relationship between


Hypothesis 3d: Individual factors (third culture kid) moderates the relationship between


Figure 2 Conceptual Framework (proposed by authors)

Hence, the proposed conceptual model consists of variables: Social support as dependent

variable, unconscious bias as independent variable, social categorization and category bias

(prejudice, stereotypes and discrimination) as mediators and individual factors (global

mindset, exposure to heterogeneous group, individual values and third culture kid identity) as

moderator.

4. DISCUSSION AND CONCLUSION

The research question which the author has addressed in this study is why HCNs did not offer

support to expatriates? Based on the conceptual understanding and model presented, the study

answers that HCNs unconscious bias is the primary reason they did not lend social support to

expatriates. Considering this the next question that arises is that: can the unconscious bias be

managed? Before managing an employee at the workplace, a leader should be aware of his

own biases. At the workplace, the organizations can create an environment where they focus

on inclusion and the message of inclusion is reached to the employees. There are certain

strategies for inclusion at workplace that has been adopted by the organizations. These

strategies can be fruitful only is the leader can model and commit to an inclusive behaviour.

However, debasing is in very early stages of research so there is a need for more future

studies both conceptual and empirical studies.

The international assignments are likely to fail due to adjustment issues by the expatriates

in the new country or at the new workplace. Host country nationals act as an adjustment agent

for them by providing informational support and social support at the workplace.

Socialization increases expatriate adjustment process as they are more likely to receive

support from co-workers or natives. Conversely, due to social categorization by natives there

is less of social support towards the expatriates which ultimately affects the international

assignments. The present study adds to the existing literature by highlighting the role of

unconscious bias and its influence on their behaviour specifically helping behaviour.

However, the concept unconscious bias is still in its infancy stage which requires more

extensive research.

Unconscious

Bias

Social

Categorization

Category Bias

Social

Support

INDIVIDUAL FACTORS

Global Mindset

Exposure to heterogeneous group

Individual Values

Third culture Kid identity



This study considered the moderating role of individual factors in reducing unconscious

bias i.e. firstly, having a global mindset which effectively reduces social categorization.

Secondly, the core human values of an individual that diminishes the destructive behaviour

towards out-group members. Thirdly, having more exposure to heterogeneous groups reduces

the stereotyping, prejudices and discriminatory behaviour and lastly, third culture kid identity

as these kids are exposed to more than one culture and does not strongly relates to any

specific or dominant culture.

In summary, understanding individual factors, social networks and cross cultural

interactions the social categorization can be reduced which may further serve in reducing the

category biases. The decrease in these biases may result in high social support from natives

towards out-group members i.e. expatriates.

5. THEORETICAL CONTRIBUTION

Presently, there is available literature on third culture kids or the adult third culture kids (Fail,

Thompson and Walker, 2004; Cockburn, 2002; Bennett, 1993; Cottrell et al, 1993) and living

experience between cultures (Hong et al, 2000; Hicks, 1998; Adler, 1977). Few empirical

studies have focused on the multiculturalism and third culture kids identity development

(Peterson and Plamendon, 2009; Dewaele and Van oudenhoven, 2009; Walter‟s and Auton-

Cuff, 2009; Gilbert, 2008) but none of the studies have focused on the aspect that third culture

kid identity may reduce the levels of unconscious bias and results in increased social support.

In this study, we have conceptualized this relationship. Categorization and bias starts budding

from the younger age by observations made by the kids at very young age. This may develop

their cultural understanding or distort at the very basic level. At home, school and even at

higher education level, it should be considered. Otherwise bullying, racism cases would be

higher. Social categorization theory results in prejudices biases and stereotypes that may

exists as it is believed that some people are like this some are like that or there is a basic

understanding that some communities follow these traditions and other follows some different

traditions. There is a certain group of people that are aware of these differences or specifically

cultural differences. However, ones cultural awareness does not guarantee their global

mindset. Therefore, we argue that third culture kids have reduced levels of these biases as

they are more indulge towards basic human values than any cultural community value. They

develop traits and attributes of survival and they should be cherished at very young age as the

sense of belonging to a particular culture might be missing that result in self identity crises.

These kids have exposure to more than one culture that helps them reduce the social

categorization and have more of inclusive behaviour while individual values may always

vary. Hence, global mindset, third culture kid, individual values and exposure to

heterogeneous culture results in less social categorization. Less the negative categorization

more will be the social support and vice versa.

6. IMPLICATIONS

Individuals who are excluded from the work group, are less engaged and productive. This

study conceptualizes the role of unconscious bias in triggering this behavior. Hence it is

crucial to address unconscious biases in the business. Higher levels of biases may result in

cases of workplace bullying and unlawful harassment. The first and foremost method before

tackling unconscious bias is to shape the leader‟s or managers behaviour. Even the top

management of any organization collectively may have baises that are been inculcated in the

organization and employees might follow that behaviour. It is believed that culturally

intelligent leaders are more likely to get the full potential of their employees. Leaders may

also identify opportunities to promote best practices in employee‟s daily lives as individuals



who believe they are bias-free may also hold biases. So, more the individuals are aware of

their biases more they will be able to keep a check on their behaviour. Self-awareness is a

primary step towards self-check. However, ineffective methods of raising awareness may

result in even more harmful consequences therefore it is necessary to understand and find the

most effective ways to create awareness by knowing the ineffective ways first as they might

lead to backlash or no action. Hence, if we make people aware of their biases through

effective ways they will behave in fairer ways in the organizations as well as in their personal

lives.

Authors strongly emphasize on the fact that changing mindset is a long term and

continuous process and it will involve self-check at the individual level and may increase

group awareness amongst the organizational members. The process may involve instigating

unconscious awareness amongst employees in their day to day work. The study

conceptualizes that individuals having exposure to heterogeneous groups, have core values,

global mindset and have third culture kid identity are more bias-free which may have reduced

levels of social categorization and they have tendencies of inclusive behaviour and social

support towards expatriates or any out group member.

There are certain training programs organized by the organizations to inculcate these traits

in their employees. The first question that may arise is what type of training is fit for my

organizations? Blindly following available practices or any diversity management training

programs will not help solve the problem as different organizational cultures require different

practices and training. There is a need to address a series of empirical questions: Firstly, what

are the tools and measurement scale to measure unconscious bias? Secondly, if something that

is there in terms of social categorization then individuals need to accept it rather than being

defensive. It will help the organization and its members to develop peace at the workplace.

Training programs such as cultural sensitivity, cultural competency training, and cultural

intelligence, civility training, bias-free language training should be organized as cultural

intelligence at the individual level, and building an inclusive culture, a supportive

performance appraisal process, and strong anti-prejudice norms at organizational level may

reduce unconscious bias at work. The strategic benefits of the diversity at the workplace can

be overshadowed due to unconscious bias by preventing HCNs from giving support to

expatriates. Additionally, organizations that do not address these biases usually face costly

discrimination claims. The consequences of unconscious bias may seem harmless but if

persists repeatedly, it can create chaos in the workplace. The reason why we still laugh at

discrimination and offense and take it lightly because we as humans failed to understand its

emotional and psychological consequences as we are still comparing it to physical violence or

harm. Therefore, focusing on reducing unconscious bias and social categorization may result

in increased social support from natives towards expatriates and successful international

business operations as well as inclusive workforce.

7. LIMITATIONS

The study does not use control variables such as past experiences that may affect the proposed

model rather provides clear understanding of the role of unconscious bias in withdrawing

social support from expatriates. The study aids in cross cultural interactions and social support

amongst members of different nationalities though the proposed model can be validated by

use of effective measurement tools and experimental studies. Future studies may include other

variables such as international experience of host country national, education level,

background, language, age and social desirability that may affect the proposed model in this

study.



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