Value incongruence and categorization theoretical perspectives in SIE-HCN dyad: Path towards acceptance of differences

Value incongruence and categorization theoretical perspectives in SIE-HCN dyad: Path towards acceptance of differences | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Value incongruence and categorization theoretical perspectives in SIE-HCN dyad: Path towards acceptance of differences Milad Jannesari This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-7317801/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract This study extends current literature that examines the dynamic interplay between self-initiated expatriate (SIE) and host country national (HCN) dyads through the theoretical lenses of value incongruence and categorization. This study explores the impact of embeddedness value incongruence on the acceptance of differences. It emphasizes the mediating effect of categorization and the moderating effect of SIEs' local language skills. Data were collected from SIEs and their respective HCN colleagues in China using matched dyadic surveys. The proposed relationships were tested using path analysis to investigate both direct and indirect effects, as well as moderation effects on acceptance of differences. The findings reveal that embeddedness value incongruence negatively relates to acceptance of differences. This relationship is also explained through the categorization process, particularly the categorization of SIE as an out-group member. However, contrary to expectations, SIE’s local language skills did not significantly moderate the relationship between categorization of SIE as an out-group member and acceptance of differences. This challenges conventional knowledge and opens new ways of thinking about the value of SIE’s local language skills. This study offers novel insights to international human resource management literature, particularly advancing knowledge on the dynamic interplay between SIE and HCN. This research offers practical implications for negotiating the complexities of incongruence and difference in global work environments. The intention is to ensure effective management and acceptance of differences, to foster greater diversity and inclusion in the workplace. Paper type: Research paper self-initiated expatriates host country nationals value incongruence categorization local language skills Figures Figure 1 Introduction Global mobility has attracted the attention of many scholars within the international human resource management (IHRM) domain, with many focusing on the traditional movement of corporate expatriates (Bonache et al., 2020 ; Derksen et al., 2024 ). Some scholars have shifted the focus and put the spotlight on those individuals who move from one country to another, of their own volition and not sent or sponsored by a company (Doherty, 2013 ; Selmer et al., 2022 ; Chen et al., 2024 ). Studies on the so-called “self-initiated expatriates” (SIEs) have surfaced with scholars investigating their primary motivations, such as the quest for adventure and challenges, as well as seeking opportunities to travel and work in different parts of the world (Doherty et al., 2011 ; Brewster et al., 2021 ; Alshahrani, 2024 ). There are also those who are pointing to the challenges that SIEs experience in the host country, such as adjusting effectively to the local norms and interacting effectively with host country nationals (HCNs; Varma et al., 2024 ; Selmer et al., 2022 ; Doherty, 2013 ). With these challenges, researchers have started to examine the nature of the relationship between SIE and HCN with the hope of better understanding and eventually addressing such challenges. Jannesari et al. ( 2024 ), for example, focused on the knowledge sharing between SIE and HCN as influenced by cognitive and affect-based trust. Jannessari et al. (2017) also established the role of proactive personality and psychological availability in impacting adjustment between SIE and HCN. These types of studies have shed light on the dynamic relationship between SIE and HCN. However, there remain gaps that require some addressing in the literature so we can better understand the dynamic interaction and relationship between SIE and HCN. One of the main gaps is in terms of understanding the sense of embeddedness between SIE and HCN. While studies have emerged on job embeddedness being critical to reducing turnover intentions among SIEs (Hussain and Deery, 2018 ), there hasn’t been any focus yet on embeddedness as a value and how such incongruence in value could have negative consequences on the relationship between SIE and HCN. This is an important piece of research that can further advance our understanding of the SIE-HCN dyadic relationship. Therefore, in this study, we investigate embeddedness value congruence, drawing on value incongruence theory (Edwards and Cable, 2009 ), to address gaps in the literature. Embeddedness value incongruence describes the psychological discomfort experienced when SIEs attempt to integrate into a host country but perceive a conflict between their values and those of HCNs (e.g., Meuer et al., 2019 ). This incongruence holds particular relevance in expatriation scenarios, as SIEs undertake voluntary relocation with the expectation of finding a supportive environment (e.g., Wang et al., 2017 ). Disparities between the behaviors, norms, or workplace values of HCNs and the expectations of SIEs can undermine cultural adaptation, intensify cognitive dissonance, and generate strain throughout the socialization process (Jannesari et al., 2024 ). In our current research, we highlight and explicate how embeddedness value incongruence could have a negative influence on acceptance of differences. We focus on acceptance of differences in line with the continuing call to enhance diversity and inclusion, particularly in the context of global mobility and IHRM (Farndale et al., 2015 ; Scroggins and Benson, 2010 ). In other words, acceptance of differences refers to the degree to which local employees are open to, tolerant of, and inclusive toward the cultural values, behaviors, and perspectives of expatriates (Varma et al. , 2011; Wang and Toh, 2023 ).We further stretch our scope and examine the role of categorization as an out-group, drawing from social categorization theory (Tajfel et al., 1971 ), and emphasize the important role of SIE’s local language skills in enhancing acceptance of differences. We do the above explications to extend our current understanding and inform the IHRM literature, particularly on the SIE-HCN dynamic interplay and the challenges associated with it. Through this theoretically anchored and empirically robust study, we specifically highlight embeddedness value incongruence and its important role in explaining and extending our knowledge about the dynamics between SIE and HCN (e.g., Jannesari et al., 2024 ; Jannesari et al., 2017 ). We also contribute to the literature by explicating the process of categorization and the potential role of local language skills to minimize challenges within this specific context. These further extend and elaborate our knowledge on the mechanisms that contribute to the acceptance of differences, particularly in the context of the HCN-SIE dyad. This is a relevant gap given that HCNs are a part of SIEs’ everyday working life and an important source of support affecting SIEs’ socialization, learning, and careers (see for a review: Van Bakel, 2019 ). Lastly, we draw some practical insights for managing human resources who operate in different contexts and generate a number of recommendations on how best to manage diversity and ensure inclusion, particularly the acceptance of SIE in the host country. In the next section, we elaborate our theoretical underpinnings, i.e., grounded on the value incongruence theoretical perspective and supplementing it with social categorization theory. We use these theories to develop and strengthen our hypotheses, which we will discuss in the next section. Theory and hypotheses We anchor our examination on the value incongruence theoretical perspective to provide better and more nuanced insights into the SIE-HCN dyadic relationship. Edwards and Cable ( 2009 ) explained the theoretical foundations of value incongruence by defining what values are. They articulated that values are “general beliefs about the importance of normatively desirable behaviors or end states” (p. 655). They also explained that values are important because they drive and guide individual functioning. From this, they elaborated that having value incongruence happens when there are differences between values held by individuals (which can be influenced by a range of factors, including where they were born, where they lived, where they worked, etc.). In the context of an intercultural dyad, such as in the SIE and HCN dyad, value incongruence can be pronounced and can often pose a challenge. This is because SIEs can have a different set of values (which are contingent on their upbringing, country of origin, education, among others) compared to the nationals in their host country. Schwartz ( 2006 ) further explained that one of those values influenced by culture (and may differ from one person to another) is embeddedness. He explained that embeddedness is a cultural value orientation that pertains to oneself being part of and integrated into a collective. We bring this into the context of the current study and argue that embeddedness value incongruence (or the differences in the general beliefs about how oneself should be integrated into a collective; Schwartz, 2006 ) would negatively be related to acceptance of differences. Acceptance of differences has emerged in the literature in relation to studies on tolerance and prejudice (Hjerm et al., 2020 ), which we argue to be valuable as well in the context of the SIE-HCN dyad. Specifically, acceptance of differences is defined as viewing other people’s beliefs and values as valuable and worthy of respect even though they are different from one’s own (Hjerm et al., 2020 ). Gurbisz et al. ( 2025 ) explained that acceptance of differences can be exemplified when groups or individuals do not interfere with each other and instead accept their own beliefs, opinions, and general existence. We bring these perspectives into the SIE-HCN dyad and posit that acceptance of difference is more challenging in a situation where SIE’s embeddedness value is incongruent with that of HCN’s, therefore, negatively relating to acceptance of differences. H1: Embeddedness value incongruence negatively relates to acceptance of differences. To further shed light on our first hypothesis, we establish the mechanism through which embeddedness value incongruence negatively relates to HCN’s acceptance of differences, and that is by looking into the categorization process. We draw mainly on the social categorization theory (Tajfel et al., 1971 ), which explains that people who are perceived to be different are categorized as part of the out-group. Compared to those who are considered part of the in-group (or members of the inner circle), those in the out-group can feel excluded, different, and unappreciated (Hagendoorn, 1993 ). This can be driven by differences in race, gender, age, or social roles. We leverage on this theoretical perspective, particularly the view that differences between individuals can have implications on whether they will be perceived as a member of the in-group (or not). Specifically, we argue that a high level of embeddedness value incongruence would relate to categorization of SIE as an out-group member (e.g., Guo et al., 2021 ). This view is consistent with previous research, which showcases the negative influence of value incongruence on important outcomes. For example, Ashkanasy and O’Connor (1997) found that value incongruence can constrain effectiveness in leader-member exchange. Deng et al. ( 2016 ) also demonstrated how value incongruence could consequently decrease work performance effectiveness. Vogel et al. ( 2016 ) consistently found value incongruence to be associated with issues related to job performance. In our current research, we speculate that a high level of embeddedness value incongruence would relate to categorization of SIE as an out-group member (i.e., SIE would be considered as part of a different group) – and that could explain the negative influence on HCN’s acceptance of SIE. Specifically, we argue that HCN’s acceptance of SIE would take more effort and would be more challenging when SIE is categorized as part of the out-group. This is because those in the out-group often experience bias compared to those who are considered to be in the in-group. For example, studies have shown intergroup bias to exist for those out-group members (Hewstone et al., 2002 ). Similarly, research works are pointing to the tendency for favoritism and greater trust for those in the in-group compared to those in the out-group (Fu et al., 2012 ; Insko et al., 2013 ). Studies are also showing that there is a higher likelihood of positive regard for those in the in-group (Leach et al., 2007 ). We leverage these findings to argue that the out-group categorization could offer some explanation for my embeddedness value incongruence, which negatively relates to acceptance of difference. This mediation assertion is consistent with earlier findings showing that categorizing an individual as a member of the out-group could have negative outcomes, such as lesser empathy and helping intentions (e.g., Tarrant et al., 2009 ). With these, we posit that: H2a: Embeddedness value incongruence positively relates to categorization of SIE as an out-group member. H2b: Categorization of SIE as an out-group member mediates the relationship between embeddedness value incongruence and acceptance of differences. However, we also argue that there could be an important way to minimize the negative mediating effect of categorizing SIE as an out-group member – and that is by SIE leveraging the local language and being skilled at it. Host country language ability, which encompasses both linguistic and communicative competence, has been found to have a positive influence on expatriates’ adjustment (e.g., Selmer and Lauring, 2015 ; Selmer, 2006 ); communication effectiveness (Peltokorpi, 2010 ; Suthatorn and Charoensukmongkol, 2018 ), and even career advancement (SanAntonio, 1987 ). Others have also looked at host language proficiency and its positive effect. Fu and Charoensukmongkol ( 2021 ) also examined host country language proficiency as it relates to HCN support and work engagement. These studies argue that possessing and being skilful at the local language (i.e., host country language) would not only assist effective communication but would also influence the sense of identification and heighten commonality between the expatriate and the HCN. Following these, we argue that when an SIE is equipped with local language skills (i.e., can speak, write, and communicate in the language of the HCNs), then that can moderate the second stage of mediation. In particular, we assert that SIE’s local language skills can interact with the categorization of SIE as an out-group member (i.e., reducing significantly the view that the SIE is an outsider due to his/her local language skills) and thereby increasing HCN’s acceptance of SIE. This line of thinking is consistent with prior studies that point to the plausibility of recategorization to reduce intergroup bias. Specifically, previous research shows that recategorization (or having a referent shift in relation to who is in the in-group and who is not) could reduce intergroup bias (Hewstone et al ., 2022). This perspective draws from the common in-group identity model (Gaertner and Dovidio, 2005 ), which replaces subordinate (us and them) with superordinate (we) categorizations. Following this, we view that SIEs who possess local language skills should be able to exert influence and replace subordinate (“us” as SIEs and “them” as HCNs) with superordinate (“we”) categorizations, which we further argue to facilitate and enhance the acceptance of differences. H3: SIEs' local language skills moderate the second stage of mediation, increasing the likelihood of acceptance of differences. Conceptual model (Fig. 1) : ------------------------------------ Insert Fig. 1 about here ------------------------------------ Method Data Collection and Sample Characteristics To test our conceptual model while mitigating common method bias (Lindell and Whitney, 2001 ; Malhotra et al., 2006 ), we collected data from SIE and HCN dyads. Due to the difficulties in directly accessing SIE and HCN dyads via traditional organizational channels, alongside the relatively low visibility of SIEs within host organizations, a snowball sampling method was implemented. This approach enabled the procurement of a more diverse and relevant sample by leveraging the established social and professional networks of the initial participant group (Goodman, 1961 ). To recruit participants, we identified potential SIE respondents from various WeChat groups in China. An introductory message about the study was shared, inviting interested individuals to complete an online survey. SIE participants provided demographic information and answered questions on value differences and language skills with an HCN collaborator. Respondents were instructed to focus on a specific HCN with whom they collaborated professionally. At the end of the survey, participants were asked to optionally provide the name and required WeChat ID of their HCN collaborator, as well as to indicate their willingness to refer other SIEs for participation. The nominated HCN collaborators were subsequently contacted via WeChat. After receiving information about the study's objectives and procedures, those who agreed to participate were provided with a link to an online survey. Similar to the SIE survey, HCNs completed questions on demographic details and acceptance of differences, focusing on the referring SIE partner. To ensure dyadic matching, a unique identifier based on WeChat IDs was used. Data collection spanned eight months, from January to August 2021. Out of 320 initial respondents, 101 complete dyadic surveys met the inclusion criteria: (1) both SIE and HCN completed the survey, (2) both provided informed consent, (3) their collaboration had lasted at least six months, and (4) valid WeChat IDs were available for matching. The SIE sample had a mean age of 30 years (SD = 6.51), with 76% identifying as male and 24% as female. Participants originated from 34 countries, predominantly from Europe (38%), North America (39.1%), and Asia (14.2%). Among the dyads, 52% had worked together for at least one year, and 67% described their relationship as peer-to-peer. The HCN sample, exclusively Chinese, had a mean age of 25 years (SD = 6.75), with 66% female and 34% male. Measures Embeddedness value incongruence The embeddedness value incongruence was measured using objective information and calculating the absolute differences in scores between SIE and HCN, using the cultural value orientation scores from Schwartz ( 2014 ). Categorization of SIE as an out-group member Categorization of SIE as an out-group member was measured by Sonesh and DeNisi’s ( 2016 ) 3 item scale. Using a 5-point Likert scale ranging from 1 = strongly disagree to 5 = strongly agree, HCNs rated items including “ It is hard to ignore the difference of my SIE colleague ”. Acceptance of differences Acceptance of differences was measured using Wang et al.'s ( 2003 ) 5 item scale on acceptance of differences. Using a 5-point Likert scale ranging from 1 = Completely False to 5 = Completely True, SIEs rated items, including “ I do not feel irritated with my HCN colleague when he/she speaks to me” . SIE's local language skills SIE’s local language skills was measured by Yamao and Sekiguchi ( 2015 ) 5 item scale. Using a 5-point Likert scale ranging from 1 = Not at all confident to 5 = Very confident, SIEs rated their confidence in using HCN colleagues’ language in general, writing, speaking, reading, and understanding, and listening. Control variables We controlled for the level of position by capturing differences and similarities in the organizational hierarchy between SIEs and HCNs and implemented a dummy variable called "SIE-subordinate vs. SIE peer/supervisor" (dummy variable: 1 = SIE is subordinate, 0 = SIE is the supervisor of HCN or peer). Furthermore, we controlled for the length of the relationship between SIEs and HCNs, as studies (Jannesari and Sullivan, 2021 ; Muthusamy and White, 2005 ) suggest interpersonal liking, which could affect HCNs’ performance evaluation of SIEs. Thus, we measured the duration of the relationship in years, referred to as “dyadic tenure”. Additionally, we examined the time SIEs had spent working in the host country (China). Research (Doherty et al., 2013 ) indicates that the longer SIEs have worked overseas, the more adapted they are in terms of psychological adjustment. We included this control variable, which measured the number of years that SIEs had worked in China. Data Analysis Following prior research (Carrión et al., 2016 ), we employed component-based structural equation modeling (PLS-SEM) to evaluate the hypothesized direct relationships within our proposed research model. PLS-SEM is advantageous as it does not require multivariate normality and is suitable for small to medium sample sizes (Hair et al. , 2014). To test our hypotheses, particularly the moderated mediation hypothesis, we employed PROCESS 3.0, utilizing 95% bias-corrected confidence intervals derived from 5000 bootstrapped samples to establish the statistical significance of the predicted moderated mediation effects. Measurement Model In assessing the measurement model, convergent validity was evaluated through factor loadings and average variance extracted (AVE). Based on Fornell and Larcker's (1981) established guidelines, convergent validity is confirmed when the AVE is at least 0.5 and factor loadings exceed 0.7. As shown in Table 1 , all factor loadings and AVE values satisfy these criteria, thus confirming convergent validity. For discriminant validity, we applied the Fornell-Larcker criterion (Fornell and Larcker, 1981 ), which compares the square roots of AVE values with inter-construct correlations. Table 2 demonstrates that the AVE square roots exceed the correlation coefficients between constructs, confirming discriminant validity. This indicates that each latent variable is distinct from others (Hair et al. , 2014). Additionally, we examined Heterotrait-Monotrait (HTMT) correlation ratios (Henseler et al., 2015 ) to further validate discriminant validity. Table 2 Correlations and discriminant validity by Fornell–Larcker criterion. Construct 1 2 3 4 5 6 7 8 9 1.SIE gender 1.000 2. HCN gender 0.046 1.000 3. SIE Time in China 0.116 0.063 1.000 4. Level of position 0.099 0.045 -0.093 1.000 5.Tenure with local colleagues -0.173 -0.110 0.348 0.087 1.000 6. Embeddedness value incongruence -0.100 -0.056 0.034 0.019 0.055 1.000 7.Categorization of SIEs as an out-group member -0.100 -0.066 -0.082 0.023 0.212 -0.312 0.883 8. SIE’s local language skills 0.076 0.130 0.209 -0.204 0.081 0.024 0.110 0.913 9. Acceptance of differences 0,036 -0.285 -0.079 -0.092 -0.058 -0.283 0.089 0.124 0.864 Notes: Diagonal elements (bold) are the square roots of AVEs. ------------------------------------ Insert Table 1 about here Insert Table 2 about here ------------------------------------ Structural model We examined path coefficient sizes in order to test our hypotheses. Table 3 shows the path coefficients and significance levels. The empirical results reveal direct and indirect, significant, and positive relationships between SIE embeddedness value incongruence and acceptance of differences ( β = -0.284***, t = 3.139, p < 0.001), SIE embeddedness value incongruence and SIE as an out-group member ( β = -0.311***, t = 3.501, p < 0.001), SIE embeddedness value incongruence and SIE acceptance of differences via SIE as an out-group member ( β = 0.095*, t = 2.038, p < 0.05) were significant. Therefore, H1, H2a, and H2b were supported. However, the empirical results show that the moderation effect of SIE local language skills between SIE as an out-group member and acceptance of differences ( β = 0.070, t = 0.694, p < 0.05) was not significant. Therefore, H3 was not supported. ------------------------------------ Insert Table 3 about here ------------------------------------ Discussion Theoretical Contributions In this study, we highlighted and explicated how embeddedness value incongruence could have a negative influence on acceptance of differences. This finding makes a notable contribution to the expanding body of literature on SIE-HCN dyadic exchange and interaction (e.g., Jannesari et al., 2024 ; Jannesari et al., 2017 ) by employing the theoretical framework of value incongruence, which is further supported by social categorization theory (Tajfel et al., 1971 ). These two robust theoretical groundings have strengthened our articulation of the mechanisms involved in HCN’s acceptance of SIE. Specifically, the value incongruence theoretical perspective lends us with a view that differences in values can be a challenge for those working in global contexts particularly in relation to acceptance and inclusion of co-workers who are from another country or geographical location. Meanwhile, the social categorization theoretical perspective enables us to bring in how individuals tend to classify themselves in relation to others (and place them into their inner circle or outer circle based on other people’s race, origin, gender, age, or social roles). This research also contributes to the existing body of knowledge by investigating embeddedness value incongruence. While previous research has thoroughly examined the job embeddedness of SIEs and its impact on turnover intentions (Hussain and Deery, 2018 ), this study uniquely defines embeddedness as a value-based concept, emphasizing its significance in SIE-HCN dyadic relationships. Furthermore, this research enhances our understanding of cross-cultural dynamics by revealing the detrimental impact of embeddedness value incongruence on acceptance of differences. Existing literature has recognized the importance of shared values in promoting interpersonal communication (van Vianen et al., 2004 ), but few studies have examined its implications within expatriate-local employee interactions. By linking embeddedness value incongruence to social categorization processes, this study provides a novel explanation for expatriate integration challenges, even when organizations aim to promote cultural inclusivity (Jannesari et al., 2024 ). These findings contribute to the broad call to further understand and enhance diversity and inclusion, particularly in the context of global mobility and IHRM (Farndale et al., 2015 ; Scroggins and Benson, 2010 ). Additionally, this study highlights the important role of SIE’s local language skills. Interestingly, our findings are not what we expected, which challenges conventional assumptions about the role of local language skills in fostering inclusion and acceptance for dyads such as SIE and HCN. Unlike prior studies that emphasize the positive influence of understanding and being proficient in the host-country language (Selmer and Lauring, 2015 ; Fu and Charoensukmongkol, 2021 ), our findings show that local language skills do not significantly moderate the categorization effect. We can speculate on a few reasons why this is the case. First, it is plausible that SIE’s local language skill (or attempt to learn the local language skill) is seen to be a façade that is being put on to get the trust of the HCN. While it may work for some, it is possible that the context where we conducted the study perceives it as insincere and inauthentic. Previous studies have emphasized how inauthenticity can backfire and can have negative outcomes (Chawla et al., 2021 ). Second, it is also possible, again taking into consideration the context, that SIEs are not expected to learn the local language and HCN would much rather communicate with them in English language (which is the lingua franca for international organizations; Seidlhofer, 2005 ). Third and final, and again this relates to context, it may be possible that speaking the local language in the host country is too trivial to achieve recategorization and be considered as a member of the in-group. This is consistent with previous research that moving from out-group to in-group membership is a lengthy and intense process (e.g., Ryan and Bogart, 1997 ), which may not be easily resolved by learning the local language. These findings suggest a need for further theoretical investigation, potentially incorporating concepts such as perceived authenticity in cross-cultural interactions (Leung et al., 2022 ) and a more detailed examination of the categorization process (Tajfel et al., 1971 ). Practical Contributions From a managerial perspective, this study offers actionable insights for IHRM, particularly for multinational organizations and HR professionals seeking to enhance the effectiveness of expatriate-local employee relationships. Given the adverse impact of embeddedness value incongruence on cross-cultural acceptance, organizations should prioritize cultural value alignment during the selection and onboarding process. Pre-departure training programs should incorporate assessments of value orientation (Schwartz, 2006 ) to prepare expatriates for potential cultural mismatches. Moreover, HR practitioners should foster inclusive workplace environments to reduce out-group perceptions among expatriates. Strategies such as mentorship programs and pairing expatriates with culturally adaptive HCNs can promote knowledge exchange and social integration (Jannesari et al., 2017 ). Additionally, Organizations should assess the effectiveness of language training programs. These initiatives should not only focus on linguistic skills but also emphasize culturally sensitive communication methods that promote perceived authenticity and social connection (Harzing and Pudelko, 2013 ). Limitations and Recommendations for Future Studies The limitations of this study offer important insights to guide future research. Firstly, the study's focus on SIE and HCN dyads in China limits the extent to which the findings can be applied to other cultural or organizational settings. Conducting this study in various geographical regions and cultural contexts may uncover differences in value congruence related to embeddedness and how acceptance of differences is perceived (Jannesari et al., 2017 ). This could also unpack our speculations about when and how local language can exert influence on categorization and HCN’s acceptance of SIE. Secondly, this study utilized a cross-sectional design, which restricts our ability to conclude the temporal dynamics of value congruence, categorization, and the acceptance of differences. Future research should employ longitudinal studies to gain a more comprehensive understanding of how these relationships evolve over time (Lin et al., 2022 ). Conclusion In conclusion, this research advances both theoretical and practical knowledge of SIE-HCN dynamics by establishing embeddedness value incongruence as a key factor influencing HCN acceptance of SIEs. This study advances understanding of the challenges expatriates face in building effective relationships with local employees by integrating value incongruence theory with social categorization theory. The findings suggest that organizations should prioritize comprehensive strategies that extend beyond linguistic competence to foster genuine interpersonal interactions. Addressing these concerns through focused HR strategies and further scholarly inquiry will facilitate more successful global mobility practices and cross-cultural workforce integration, especially for HCNs and SIEs. Declarations Author’s contributions Milad Jannesari, as the sole author conceptualized the study, conducted data collection, analyzed the data, and wrote the manuscript. Availability of data and materials The datasets used and/or analyses during the current study are available from the corresponding author upon reasonable request. Competing interests The authors declare no competing interests. Ethics approval and consent to participate In line with the 2013 revision of the Helsinki Declaration, our study was rigorously reviewed and approved by the Hangzhou City University ethics committees: Prof. Xie Wenwu and Prof. Yao Haiqin to ensure the protection of participant rights and welfare. 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Wang, Y., Davidson, M.M., Yakushko, O.F., Savoy, H.B., Tan, J.A. and Bleier, J.K. (2003), "The Scale of Ethnocultural Empathy: Development, validation, and reliability", Journal of Counseling Psychology , Vol. 50 No. 2, pp. 221-234. https://doi.org/10.1037/0022-0167.50.2.221 Yamao, S. and Sekiguchi, T. (2015), "Employee commitment to corporate globalization: The role of English language proficiency and human resource practices", Journal of World Business , Vol. 50 No. 1, pp. 168-179. https://doi.org/10.1016/j.jwb.2014.03.001 Table 1 and 3 Table 1 and 3 are available in the Supplementary Files section. Additional Declarations No competing interests reported. Supplementary Files Table1and3.docx Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. 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Some scholars have shifted the focus and put the spotlight on those individuals who move from one country to another, of their own volition and not sent or sponsored by a company (Doherty, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2013\u003c/span\u003e; Selmer et al., \u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e2022\u003c/span\u003e; Chen et al., \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2024\u003c/span\u003e). Studies on the so-called \u0026ldquo;self-initiated expatriates\u0026rdquo; (SIEs) have surfaced with scholars investigating their primary motivations, such as the quest for adventure and challenges, as well as seeking opportunities to travel and work in different parts of the world (Doherty et al., \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2011\u003c/span\u003e; Brewster et al., \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Alshahrani, \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2024\u003c/span\u003e). There are also those who are pointing to the challenges that SIEs experience in the host country, such as adjusting effectively to the local norms and interacting effectively with host country nationals (HCNs; Varma et al., \u003cspan citationid=\"CR57\" class=\"CitationRef\"\u003e2024\u003c/span\u003e; Selmer et al., \u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e2022\u003c/span\u003e; Doherty, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2013\u003c/span\u003e). With these challenges, researchers have started to examine the nature of the relationship between SIE and HCN with the hope of better understanding and eventually addressing such challenges. Jannesari et al. (\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2024\u003c/span\u003e), for example, focused on the knowledge sharing between SIE and HCN as influenced by cognitive and affect-based trust. Jannessari \u003cem\u003eet al.\u003c/em\u003e (2017) also established the role of proactive personality and psychological availability in impacting adjustment between SIE and HCN. These types of studies have shed light on the dynamic relationship between SIE and HCN. However, there remain gaps that require some addressing in the literature so we can better understand the dynamic interaction and relationship between SIE and HCN.\u003c/p\u003e\u003cp\u003eOne of the main gaps is in terms of understanding the sense of embeddedness between SIE and HCN. While studies have emerged on job embeddedness being critical to reducing turnover intentions among SIEs (Hussain and Deery, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), there hasn\u0026rsquo;t been any focus yet on embeddedness as a value and how such incongruence in value could have negative consequences on the relationship between SIE and HCN. This is an important piece of research that can further advance our understanding of the SIE-HCN dyadic relationship. Therefore, in this study, we investigate embeddedness value congruence, drawing on value incongruence theory (Edwards and Cable, \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2009\u003c/span\u003e), to address gaps in the literature. Embeddedness value incongruence describes the psychological discomfort experienced when SIEs attempt to integrate into a host country but perceive a conflict between their values and those of HCNs (e.g., Meuer et al., \u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). This incongruence holds particular relevance in expatriation scenarios, as SIEs undertake voluntary relocation with the expectation of finding a supportive environment (e.g., Wang et al., \u003cspan citationid=\"CR59\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). Disparities between the behaviors, norms, or workplace values of HCNs and the expectations of SIEs can undermine cultural adaptation, intensify cognitive dissonance, and generate strain throughout the socialization process (Jannesari et al., \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2024\u003c/span\u003e).\u003c/p\u003e\u003cp\u003eIn our current research, we highlight and explicate \u003cem\u003ehow embeddedness value incongruence could have a negative influence on acceptance of differences.\u003c/em\u003e We focus on acceptance of differences in line with the continuing call to enhance diversity and inclusion, particularly in the context of global mobility and IHRM (Farndale et al., \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Scroggins and Benson, \u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e2010\u003c/span\u003e). In other words, acceptance of differences refers to the degree to which local employees are open to, tolerant of, and inclusive toward the cultural values, behaviors, and perspectives of expatriates (Varma \u003cem\u003eet al.\u003c/em\u003e, 2011; Wang and Toh, \u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e2023\u003c/span\u003e).We further stretch our scope and examine the role of categorization as an out-group, drawing from social categorization theory (Tajfel et al., \u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e1971\u003c/span\u003e), and emphasize the important role of SIE\u0026rsquo;s local language skills in enhancing acceptance of differences.\u003c/p\u003e\u003cp\u003eWe do the above explications to extend our current understanding and inform the IHRM literature, particularly on the SIE-HCN dynamic interplay and the challenges associated with it. Through this theoretically anchored and empirically robust study, we specifically highlight embeddedness value incongruence and its important role in explaining and extending our knowledge about the dynamics between SIE and HCN (e.g., Jannesari et al., \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2024\u003c/span\u003e; Jannesari et al., \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). We also contribute to the literature by explicating the process of categorization and the potential role of local language skills to minimize challenges within this specific context. These further extend and elaborate our knowledge on the mechanisms that contribute to the acceptance of differences, particularly in the context of the HCN-SIE dyad. This is a relevant gap given that HCNs are a part of SIEs\u0026rsquo; everyday working life and an important source of support affecting SIEs\u0026rsquo; socialization, learning, and careers (see for a review: Van Bakel, \u003cspan citationid=\"CR56\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Lastly, we draw some practical insights for managing human resources who operate in different contexts and generate a number of recommendations on how best to manage diversity and ensure inclusion, particularly the acceptance of SIE in the host country.\u003c/p\u003e\u003cp\u003eIn the next section, we elaborate our theoretical underpinnings, i.e., grounded on the value incongruence theoretical perspective and supplementing it with social categorization theory. We use these theories to develop and strengthen our hypotheses, which we will discuss in the next section.\u003c/p\u003e\n\u003ch3\u003eTheory and hypotheses\u003c/h3\u003e\n\u003cp\u003eWe anchor our examination on the value incongruence theoretical perspective to provide better and more nuanced insights into the SIE-HCN dyadic relationship. Edwards and Cable (\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2009\u003c/span\u003e) explained the theoretical foundations of value incongruence by defining what values are. They articulated that values are “general beliefs about the importance of normatively desirable behaviors or end states” (p. 655). They also explained that values are important because they drive and guide individual functioning. From this, they elaborated that having value incongruence happens when there are differences between values held by individuals (which can be influenced by a range of factors, including where they were born, where they lived, where they worked, etc.). In the context of an intercultural dyad, such as in the SIE and HCN dyad, value incongruence can be pronounced and can often pose a challenge. This is because SIEs can have a different set of values (which are contingent on their upbringing, country of origin, education, among others) compared to the nationals in their host country.\u003c/p\u003e\u003cp\u003eSchwartz (\u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e2006\u003c/span\u003e) further explained that one of those values influenced by culture (and may differ from one person to another) is embeddedness. He explained that embeddedness is a cultural value orientation that pertains to oneself being part of and integrated into a collective. We bring this into the context of the current study and argue that embeddedness value incongruence (or the differences in the general beliefs about how oneself should be integrated into a collective; Schwartz, \u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e2006\u003c/span\u003e) would negatively be related to acceptance of differences. Acceptance of differences has emerged in the literature in relation to studies on tolerance and prejudice (Hjerm et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2020\u003c/span\u003e), which we argue to be valuable as well in the context of the SIE-HCN dyad. Specifically, acceptance of differences is defined as viewing other people’s beliefs and values as valuable and worthy of respect even though they are different from one’s own (Hjerm et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). Gurbisz et al. (\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2025\u003c/span\u003e) explained that acceptance of differences can be exemplified when groups or individuals do not interfere with each other and instead accept their own beliefs, opinions, and general existence. We bring these perspectives into the SIE-HCN dyad and posit that acceptance of difference is more challenging in a situation where SIE’s embeddedness value is incongruent with that of HCN’s, therefore, negatively relating to acceptance of differences.\u003c/p\u003e\u003cp\u003e\u003cem\u003eH1: Embeddedness value incongruence negatively relates to acceptance of differences.\u003c/em\u003e\u003c/p\u003e\u003cp\u003eTo further shed light on our first hypothesis, we establish the mechanism through which embeddedness value incongruence negatively relates to HCN’s acceptance of differences, and that is by looking into the categorization process. We draw mainly on the social categorization theory (Tajfel et al., \u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e1971\u003c/span\u003e), which explains that people who are perceived to be different are categorized as part of the out-group. Compared to those who are considered part of the in-group (or members of the inner circle), those in the out-group can feel excluded, different, and unappreciated (Hagendoorn, \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e1993\u003c/span\u003e). This can be driven by differences in race, gender, age, or social roles. We leverage on this theoretical perspective, particularly the view that differences between individuals can have implications on whether they will be perceived as a member of the in-group (or not). Specifically, we argue that a high level of embeddedness value incongruence would relate to categorization of SIE as an out-group member (e.g., Guo et al., \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). This view is consistent with previous research, which showcases the negative influence of value incongruence on important outcomes. For example, Ashkanasy and O’Connor (1997) found that value incongruence can constrain effectiveness in leader-member exchange. Deng et al. (\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2016\u003c/span\u003e) also demonstrated how value incongruence could consequently decrease work performance effectiveness. Vogel et al. (\u003cspan citationid=\"CR58\" class=\"CitationRef\"\u003e2016\u003c/span\u003e) consistently found value incongruence to be associated with issues related to job performance.\u003c/p\u003e\u003cp\u003eIn our current research, we speculate that a high level of embeddedness value incongruence would relate to categorization of SIE as an out-group member (i.e., SIE would be considered as part of a different group) – and that could explain the negative influence on HCN’s acceptance of SIE. Specifically, we argue that HCN’s acceptance of SIE would take more effort and would be more challenging when SIE is categorized as part of the out-group. This is because those in the out-group often experience bias compared to those who are considered to be in the in-group. For example, studies have shown intergroup bias to exist for those out-group members (Hewstone et al., \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2002\u003c/span\u003e). Similarly, research works are pointing to the tendency for favoritism and greater trust for those in the in-group compared to those in the out-group (Fu et al., \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e2012\u003c/span\u003e; Insko et al., \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2013\u003c/span\u003e). Studies are also showing that there is a higher likelihood of positive regard for those in the in-group (Leach et al., \u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e2007\u003c/span\u003e). We leverage these findings to argue that the out-group categorization could offer some explanation for my embeddedness value incongruence, which negatively relates to acceptance of difference. This mediation assertion is consistent with earlier findings showing that categorizing an individual as a member of the out-group could have negative outcomes, such as lesser empathy and helping intentions (e.g., Tarrant et al., \u003cspan citationid=\"CR54\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). With these, we posit that:\u003c/p\u003e\u003cp\u003e\u003cem\u003eH2a: Embeddedness value incongruence positively relates to categorization of SIE as an out-group member.\u003c/em\u003e\u003c/p\u003e\u003cp\u003e\u003cem\u003eH2b: Categorization of SIE as an out-group member mediates the relationship between embeddedness value incongruence and acceptance of differences.\u003c/em\u003e\u003c/p\u003e\u003cp\u003eHowever, we also argue that there could be an important way to minimize the negative mediating effect of categorizing SIE as an out-group member – and that is by SIE leveraging the local language and being skilled at it. Host country language ability, which encompasses both linguistic and communicative competence, has been found to have a positive influence on expatriates’ adjustment (e.g., Selmer and Lauring, \u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Selmer, \u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e2006\u003c/span\u003e); communication effectiveness (Peltokorpi, \u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e2010\u003c/span\u003e; Suthatorn and Charoensukmongkol, \u003cspan citationid=\"CR52\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), and even career advancement (SanAntonio, \u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e1987\u003c/span\u003e). Others have also looked at host language proficiency and its positive effect. Fu and Charoensukmongkol (\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2021\u003c/span\u003e) also examined host country language proficiency as it relates to HCN support and work engagement. These studies argue that possessing and being skilful at the local language (i.e., host country language) would not only assist effective communication but would also influence the sense of identification and heighten commonality between the expatriate and the HCN.\u003c/p\u003e\u003cp\u003e Following these, we argue that when an SIE is equipped with local language skills (i.e., can speak, write, and communicate in the language of the HCNs), then that can moderate the second stage of mediation. In particular, we assert that SIE’s local language skills can interact with the categorization of SIE as an out-group member (i.e., reducing significantly the view that the SIE is an outsider due to his/her local language skills) and thereby increasing HCN’s acceptance of SIE. This line of thinking is consistent with prior studies that point to the plausibility of recategorization to reduce intergroup bias. Specifically, previous research shows that recategorization (or having a referent shift in relation to who is in the in-group and who is not) could reduce intergroup bias (Hewstone \u003cem\u003eet al\u003c/em\u003e., 2022). This perspective draws from the common in-group identity model (Gaertner and Dovidio, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2005\u003c/span\u003e), which replaces subordinate (us and them) with superordinate (we) categorizations. Following this, we view that SIEs who possess local language skills should be able to exert influence and replace subordinate (“us” as SIEs and “them” as HCNs) with superordinate (“we”) categorizations, which we further argue to facilitate and enhance the acceptance of differences.\u003c/p\u003e\u003cp\u003e\u003cem\u003eH3: SIEs' local language skills moderate the second stage of mediation, increasing the likelihood of acceptance of differences.\u003c/em\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003eConceptual model (Fig.\u0026nbsp;1)\u003c/b\u003e:\u003c/p\u003e\u003cp\u003e------------------------------------\u003c/p\u003e\u003cp\u003eInsert Fig.\u0026nbsp;1 about here\u003c/p\u003e\u003cp\u003e------------------------------------\u003c/p\u003e"},{"header":"Method","content":"\u003ch2\u003eData Collection and Sample Characteristics\u003c/h2\u003e\u003cp\u003eTo test our conceptual model while mitigating common method bias (Lindell and Whitney, \u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e2001\u003c/span\u003e; Malhotra et al., \u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e2006\u003c/span\u003e), we collected data from SIE and HCN dyads. Due to the difficulties in directly accessing SIE and HCN dyads via traditional organizational channels, alongside the relatively low visibility of SIEs within host organizations, a snowball sampling method was implemented. This approach enabled the procurement of a more diverse and relevant sample by leveraging the established social and professional networks of the initial participant group (Goodman, \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e1961\u003c/span\u003e). To recruit participants, we identified potential SIE respondents from various WeChat groups in China. An introductory message about the study was shared, inviting interested individuals to complete an online survey. SIE participants provided demographic information and answered questions on value differences and language skills with an HCN collaborator. Respondents were instructed to focus on a specific HCN with whom they collaborated professionally. At the end of the survey, participants were asked to optionally provide the name and required WeChat ID of their HCN collaborator, as well as to indicate their willingness to refer other SIEs for participation.\u003c/p\u003e\u003cp\u003eThe nominated HCN collaborators were subsequently contacted via WeChat. After receiving information about the study's objectives and procedures, those who agreed to participate were provided with a link to an online survey. Similar to the SIE survey, HCNs completed questions on demographic details and acceptance of differences, focusing on the referring SIE partner.\u003c/p\u003e\u003cp\u003eTo ensure dyadic matching, a unique identifier based on WeChat IDs was used. Data collection spanned eight months, from January to August 2021. Out of 320 initial respondents, 101 complete dyadic surveys met the inclusion criteria: (1) both SIE and HCN completed the survey, (2) both provided informed consent, (3) their collaboration had lasted at least six months, and (4) valid WeChat IDs were available for matching.\u003c/p\u003e\u003cp\u003eThe SIE sample had a mean age of 30 years (SD = 6.51), with 76% identifying as male and 24% as female. Participants originated from 34 countries, predominantly from Europe (38%), North America (39.1%), and Asia (14.2%). Among the dyads, 52% had worked together for at least one year, and 67% described their relationship as peer-to-peer. The HCN sample, exclusively Chinese, had a mean age of 25 years (SD = 6.75), with 66% female and 34% male.\u003c/p\u003e\n\u003ch3\u003eMeasures\u003c/h3\u003e\n\u003cdiv id=\"Sec6\" class=\"Section2\"\u003e\u003ch2\u003eEmbeddedness value incongruence\u003c/h2\u003e\u003cp\u003eThe embeddedness value incongruence was measured using objective information and calculating the absolute differences in scores between SIE and HCN, using the cultural value orientation scores from Schwartz (\u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e2014\u003c/span\u003e).\u003c/p\u003e\u003c/div\u003e\n\u003ch3\u003eCategorization of SIE as an out-group member\u003c/h3\u003e\n\u003cp\u003eCategorization of SIE as an out-group member was measured by Sonesh and DeNisi\u0026rsquo;s (\u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e2016\u003c/span\u003e) 3 item scale. Using a 5-point Likert scale ranging from 1\u0026thinsp;=\u0026thinsp;strongly disagree to 5\u0026thinsp;=\u0026thinsp;strongly agree, HCNs rated items including \u0026ldquo;\u003cem\u003eIt is hard to ignore the difference of my SIE colleague\u003c/em\u003e\u0026rdquo;.\u003c/p\u003e\u003cdiv id=\"Sec8\" class=\"Section2\"\u003e\u003ch2\u003eAcceptance of differences\u003c/h2\u003e\u003cp\u003eAcceptance of differences was measured using Wang et al.'s (\u003cspan citationid=\"CR61\" class=\"CitationRef\"\u003e2003\u003c/span\u003e) 5 item scale on acceptance of differences. Using a 5-point Likert scale ranging from 1\u0026thinsp;=\u0026thinsp;Completely False to 5\u0026thinsp;=\u0026thinsp;Completely True, SIEs rated items, including \u0026ldquo;\u003cem\u003eI do not feel irritated with my HCN colleague when he/she speaks to me\u0026rdquo;\u003c/em\u003e.\u003c/p\u003e\u003c/div\u003e\n\u003ch3\u003eSIE's local language skills\u003c/h3\u003e\n\u003cp\u003eSIE\u0026rsquo;s local language skills was measured by Yamao and Sekiguchi (\u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e2015\u003c/span\u003e) 5 item scale. Using a 5-point Likert scale ranging from 1\u0026thinsp;=\u0026thinsp;Not at all confident to 5\u0026thinsp;=\u0026thinsp;Very confident, SIEs rated their confidence in using HCN colleagues\u0026rsquo; language in general, writing, speaking, reading, and understanding, and listening.\u003c/p\u003e\n\u003ch3\u003eControl variables\u003c/h3\u003e\n\u003cp\u003eWe controlled for the level of position by capturing differences and similarities in the organizational hierarchy between SIEs and HCNs and implemented a dummy variable called \"SIE-subordinate vs. SIE peer/supervisor\" (dummy variable: 1\u0026thinsp;=\u0026thinsp;SIE is subordinate, 0\u0026thinsp;=\u0026thinsp;SIE is the supervisor of HCN or peer). Furthermore, we controlled for the length of the relationship between SIEs and HCNs, as studies (Jannesari and Sullivan, \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Muthusamy and White, \u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e2005\u003c/span\u003e) suggest interpersonal liking, which could affect HCNs\u0026rsquo; performance evaluation of SIEs. Thus, we measured the duration of the relationship in years, referred to as \u0026ldquo;dyadic tenure\u0026rdquo;. Additionally, we examined the time SIEs had spent working in the host country (China). Research (Doherty et al., \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e2013\u003c/span\u003e) indicates that the longer SIEs have worked overseas, the more adapted they are in terms of psychological adjustment. We included this control variable, which measured the number of years that SIEs had worked in China.\u003c/p\u003e\u003cdiv id=\"Sec11\" class=\"Section2\"\u003e\u003ch2\u003eData Analysis\u003c/h2\u003e\u003cp\u003eFollowing prior research (Carri\u0026oacute;n et al., \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2016\u003c/span\u003e), we employed component-based structural equation modeling (PLS-SEM) to evaluate the hypothesized direct relationships within our proposed research model. PLS-SEM is advantageous as it does not require multivariate normality and is suitable for small to medium sample sizes (Hair \u003cem\u003eet al.\u003c/em\u003e, 2014).\u003c/p\u003e\u003cp\u003eTo test our hypotheses, particularly the moderated mediation hypothesis, we employed PROCESS 3.0, utilizing 95% bias-corrected confidence intervals derived from 5000 bootstrapped samples to establish the statistical significance of the predicted moderated mediation effects.\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec12\" class=\"Section2\"\u003e\u003ch2\u003eMeasurement Model\u003c/h2\u003e\u003cp\u003eIn assessing the measurement model, convergent validity was evaluated through factor loadings and average variance extracted (AVE). Based on Fornell and Larcker's (1981) established guidelines, convergent validity is confirmed when the AVE is at least 0.5 and factor loadings exceed 0.7. As shown in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e, all factor loadings and AVE values satisfy these criteria, thus confirming convergent validity.\u003c/p\u003e\u003cp\u003eFor discriminant validity, we applied the Fornell-Larcker criterion (Fornell and Larcker, \u003cspan class=\"CitationRef\"\u003e1981\u003c/span\u003e), which compares the square roots of AVE values with inter-construct correlations. Table \u003cspan class=\"InternalRef\"\u003e2\u003c/span\u003e demonstrates that the AVE square roots exceed the correlation coefficients between constructs, confirming discriminant validity. This indicates that each latent variable is distinct from others (Hair \u003cem\u003eet al.\u003c/em\u003e, 2014). Additionally, we examined Heterotrait-Monotrait (HTMT) correlation ratios (Henseler et al., \u003cspan class=\"CitationRef\"\u003e2015\u003c/span\u003e) to further validate discriminant validity.\u003c/p\u003e\n\u003ctable id=\"Tab2\" border=\"1\"\u003e\n \u003ccaption language=\"En\"\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eCorrelations and discriminant validity by Fornell\u0026ndash;Larcker criterion.\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eConstruct\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e1\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e2\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e3\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e4\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e5\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e6\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e7\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e8\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u003cem\u003e9\u003c/em\u003e\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.SIE gender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2. HCN gender\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.046\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3. SIE Time in China\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.116\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.063\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e4. Level of position\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.099\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.045\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.093\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5.Tenure with local colleagues\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.173\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.110\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.348\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.087\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6. Embeddedness value incongruence\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.100\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.056\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.034\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.019\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.055\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e7.Categorization of SIEs as an out-group member\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.100\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.066\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.082\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.023\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.212\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.312\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.883\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8. SIE\u0026rsquo;s local language skills\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.076\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.130\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.209\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.204\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.081\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.024\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.110\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.913\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e9. Acceptance of differences\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0,036\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.285\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.079\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.092\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.058\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e-0.283\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.089\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.124\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.864\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003eNotes: Diagonal elements (bold) are the square roots of AVEs.\u003c/p\u003e\n\u003cp\u003e------------------------------------\u003c/p\u003e\n\u003cp\u003eInsert Table \u003cspan class=\"InternalRef\"\u003e1\u003c/span\u003e about here\u003c/p\u003e\n\u003cp\u003eInsert Table \u003cspan class=\"InternalRef\"\u003e2\u003c/span\u003e about here\u003c/p\u003e\n\u003cp\u003e------------------------------------\u003c/p\u003e\n\u003cdiv id=\"Sec13\" class=\"Section2\"\u003e\n \u003ch2\u003eStructural model\u003c/h2\u003e\n \u003cp\u003e\u003cstrong\u003eWe examined path coefficient sizes in order to test our hypotheses.\u003c/strong\u003e Table \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e \u003cstrong\u003eshows the path coefficients and significance levels.\u003c/strong\u003e The empirical results reveal direct and indirect, significant, and positive relationships between SIE embeddedness value incongruence and acceptance of differences (\u003cem\u003e\u0026beta;\u003c/em\u003e = -0.284***, \u003cem\u003et\u003c/em\u003e\u0026thinsp;=\u0026thinsp;3.139, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001), SIE embeddedness value incongruence and SIE as an out-group member (\u003cem\u003e\u0026beta;\u003c/em\u003e = -0.311***, \u003cem\u003et\u003c/em\u003e\u0026thinsp;=\u0026thinsp;3.501, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.001), SIE embeddedness value incongruence and SIE acceptance of differences via SIE as an out-group member (\u003cem\u003e\u0026beta;\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.095*, \u003cem\u003et\u003c/em\u003e\u0026thinsp;=\u0026thinsp;2.038, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.05) were significant. Therefore, H1, H2a, and H2b were supported.\u003c/p\u003e\u003cp\u003eHowever, the empirical results show that the moderation effect of SIE local language skills between SIE as an out-group member and acceptance of differences (\u003cem\u003e\u0026beta;\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.070, \u003cem\u003et\u003c/em\u003e\u0026thinsp;=\u0026thinsp;0.694, \u003cem\u003ep\u003c/em\u003e\u0026thinsp;\u0026lt;\u0026thinsp;0.05) was not significant. Therefore, H3 was not supported.\u003c/p\u003e\n\u003cp\u003e------------------------------------\u003c/p\u003e\n\u003cp\u003eInsert Table \u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e about here\u003c/p\u003e\n\u003cp\u003e------------------------------------\u003c/p\u003e"},{"header":"Discussion","content":"\u003cdiv id=\"Sec15\" class=\"Section2\"\u003e\u003ch2\u003eTheoretical Contributions\u003c/h2\u003e\u003cp\u003eIn this study, we highlighted and explicated how embeddedness value incongruence could have a negative influence on acceptance of differences. This finding makes a notable contribution to the expanding body of literature on SIE-HCN dyadic exchange and interaction (e.g., Jannesari et al., \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2024\u003c/span\u003e; Jannesari et al., \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2017\u003c/span\u003e) by employing the theoretical framework of value incongruence, which is further supported by social categorization theory (Tajfel et al., \u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e1971\u003c/span\u003e). These two robust theoretical groundings have strengthened our articulation of the mechanisms involved in HCN\u0026rsquo;s acceptance of SIE. Specifically, the value incongruence theoretical perspective lends us with a view that differences in values can be a challenge for those working in global contexts particularly in relation to acceptance and inclusion of co-workers who are from another country or geographical location. Meanwhile, the social categorization theoretical perspective enables us to bring in how individuals tend to classify themselves in relation to others (and place them into their inner circle or outer circle based on other people\u0026rsquo;s race, origin, gender, age, or social roles).\u003c/p\u003e\u003cp\u003eThis research also contributes to the existing body of knowledge by investigating embeddedness value incongruence. While previous research has thoroughly examined the job embeddedness of SIEs and its impact on turnover intentions (Hussain and Deery, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), this study uniquely defines embeddedness as a value-based concept, emphasizing its significance in SIE-HCN dyadic relationships. Furthermore, this research enhances our understanding of cross-cultural dynamics by revealing the detrimental impact of embeddedness value incongruence on acceptance of differences. Existing literature has recognized the importance of shared values in promoting interpersonal communication (van Vianen et al., \u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e2004\u003c/span\u003e), but few studies have examined its implications within expatriate-local employee interactions. By linking embeddedness value incongruence to social categorization processes, this study provides a novel explanation for expatriate integration challenges, even when organizations aim to promote cultural inclusivity (Jannesari et al., \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2024\u003c/span\u003e). These findings contribute to the broad call to further understand and enhance diversity and inclusion, particularly in the context of global mobility and IHRM (Farndale et al., \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Scroggins and Benson, \u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e2010\u003c/span\u003e).\u003c/p\u003e\u003cp\u003e Additionally, this study highlights the important role of SIE\u0026rsquo;s local language skills. Interestingly, our findings are not what we expected, which challenges conventional assumptions about the role of local language skills in fostering inclusion and acceptance for dyads such as SIE and HCN. Unlike prior studies that emphasize the positive influence of understanding and being proficient in the host-country language (Selmer and Lauring, \u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e2015\u003c/span\u003e; Fu and Charoensukmongkol, \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2021\u003c/span\u003e), our findings show that local language skills do not significantly moderate the categorization effect. We can speculate on a few reasons why this is the case. First, it is plausible that SIE\u0026rsquo;s local language skill (or attempt to learn the local language skill) is seen to be a fa\u0026ccedil;ade that is being put on to get the trust of the HCN. While it may work for some, it is possible that the context where we conducted the study perceives it as insincere and inauthentic. Previous studies have emphasized how inauthenticity can backfire and can have negative outcomes (Chawla et al., \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Second, it is also possible, again taking into consideration the context, that SIEs are not expected to learn the local language and HCN would much rather communicate with them in English language (which is the lingua franca for international organizations; Seidlhofer, \u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e2005\u003c/span\u003e). Third and final, and again this relates to context, it may be possible that speaking the local language in the host country is too trivial to achieve recategorization and be considered as a member of the in-group. This is consistent with previous research that moving from out-group to in-group membership is a lengthy and intense process (e.g., Ryan and Bogart, \u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e1997\u003c/span\u003e), which may not be easily resolved by learning the local language. These findings suggest a need for further theoretical investigation, potentially incorporating concepts such as perceived authenticity in cross-cultural interactions (Leung et al., \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e2022\u003c/span\u003e) and a more detailed examination of the categorization process (Tajfel et al., \u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e1971\u003c/span\u003e).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec16\" class=\"Section2\"\u003e\u003ch2\u003ePractical Contributions\u003c/h2\u003e\u003cp\u003eFrom a managerial perspective, this study offers actionable insights for IHRM, particularly for multinational organizations and HR professionals seeking to enhance the effectiveness of expatriate-local employee relationships. Given the adverse impact of embeddedness value incongruence on cross-cultural acceptance, organizations should prioritize cultural value alignment during the selection and onboarding process. Pre-departure training programs should incorporate assessments of value orientation (Schwartz, \u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e2006\u003c/span\u003e) to prepare expatriates for potential cultural mismatches.\u003c/p\u003e\u003cp\u003eMoreover, HR practitioners should foster inclusive workplace environments to reduce out-group perceptions among expatriates. Strategies such as mentorship programs and pairing expatriates with culturally adaptive HCNs can promote knowledge exchange and social integration (Jannesari et al., \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). Additionally, Organizations should assess the effectiveness of language training programs. These initiatives should not only focus on linguistic skills but also emphasize culturally sensitive communication methods that promote perceived authenticity and social connection (Harzing and Pudelko, \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2013\u003c/span\u003e).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec17\" class=\"Section2\"\u003e\u003ch2\u003eLimitations and Recommendations for Future Studies\u003c/h2\u003e\u003cp\u003eThe limitations of this study offer important insights to guide future research. Firstly, the study's focus on SIE and HCN dyads in China limits the extent to which the findings can be applied to other cultural or organizational settings. Conducting this study in various geographical regions and cultural contexts may uncover differences in value congruence related to embeddedness and how acceptance of differences is perceived (Jannesari et al., \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). This could also unpack our speculations about when and how local language can exert influence on categorization and HCN\u0026rsquo;s acceptance of SIE. Secondly, this study utilized a cross-sectional design, which restricts our ability to conclude the temporal dynamics of value congruence, categorization, and the acceptance of differences. Future research should employ longitudinal studies to gain a more comprehensive understanding of how these relationships evolve over time (Lin et al., \u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e2022\u003c/span\u003e).\u003c/p\u003e\u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eIn conclusion, this research advances both theoretical and practical knowledge of SIE-HCN dynamics by establishing embeddedness value incongruence as a key factor influencing HCN acceptance of SIEs. This study advances understanding of the challenges expatriates face in building effective relationships with local employees by integrating value incongruence theory with social categorization theory. The findings suggest that organizations should prioritize comprehensive strategies that extend beyond linguistic competence to foster genuine interpersonal interactions. Addressing these concerns through focused HR strategies and further scholarly inquiry will facilitate more successful global mobility practices and cross-cultural workforce integration, especially for HCNs and SIEs.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAuthor’s contributions\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eMilad Jannesari, as the sole author conceptualized the study, conducted data collection, analyzed the data, and wrote the manuscript.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAvailability of data and materials\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets used and/or analyses during the current study are available from the corresponding author upon reasonable request.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting interests\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare no competing interests.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn line with the 2013 revision of the Helsinki Declaration, our study was rigorously reviewed and approved by the Hangzhou City University ethics committees: Prof. Xie Wenwu and Prof. Yao Haiqin to ensure the protection of participant rights and welfare. Prior to participation, all participants provided written informed consent, affirming that they had received comprehensive information regarding the study's purpose, procedures, potential risks, and benefits, thereby adhering to the highest ethical standards.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting interests\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare no competing interests.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAlshahrani, S. T. (2024). 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(2015), \u0026quot;Employee commitment to corporate globalization: The role of English language proficiency and human resource practices\u0026quot;, \u003cem\u003eJournal of World Business\u003c/em\u003e, Vol. 50 No. 1, pp. 168-179. https://doi.org/10.1016/j.jwb.2014.03.001\u003c/li\u003e\n\u003c/ol\u003e"},{"header":"Table 1 and 3","content":"\u003cp\u003eTable 1 and 3 are available in the Supplementary Files section.\u003c/p\u003e\n"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"self-initiated expatriates, host country nationals, value incongruence, categorization, local language skills","lastPublishedDoi":"10.21203/rs.3.rs-7317801/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-7317801/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eThis study extends current literature that examines the dynamic interplay between self-initiated expatriate (SIE) and host country national (HCN) dyads through the theoretical lenses of value incongruence and categorization. This study explores the impact of embeddedness value incongruence on the acceptance of differences. It emphasizes the mediating effect of categorization and the moderating effect of SIEs' local language skills. Data were collected from SIEs and their respective HCN colleagues in China using matched dyadic surveys. The proposed relationships were tested using path analysis to investigate both direct and indirect effects, as well as moderation effects on acceptance of differences. The findings reveal that embeddedness value incongruence negatively relates to acceptance of differences. This relationship is also explained through the categorization process, particularly the categorization of SIE as an out-group member. However, contrary to expectations, SIE’s local language skills did not significantly moderate the relationship between categorization of SIE as an out-group member and acceptance of differences. This challenges conventional knowledge and opens new ways of thinking about the value of SIE’s local language skills. This study offers novel insights to international human resource management literature, particularly advancing knowledge on the dynamic interplay between SIE and HCN. This research offers practical implications for negotiating the complexities of incongruence and difference in global work environments. The intention is to ensure effective management and acceptance of differences, to foster greater diversity and inclusion in the workplace.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003ePaper type: \u003c/strong\u003eResearch paper\u003c/p\u003e","manuscriptTitle":"Value incongruence and categorization theoretical perspectives in SIE-HCN dyad: Path towards acceptance of differences","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-09-24 18:46:50","doi":"10.21203/rs.3.rs-7317801/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"f2d5ea5e-f98e-47e0-a56a-c428e33760c7","owner":[],"postedDate":"September 24th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2026-02-18T08:56:41+00:00","versionOfRecord":[],"versionCreatedAt":"2025-09-24 18:46:50","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-7317801","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-7317801","identity":"rs-7317801","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}