This study aims to contribute to the understanding of internationalization process of Small and Mediumsized Enterprises （SMEs） by investigating the roles of foreign migrant workers. The recent findings in SME internationalization studies have highlighted the importance of human resources and CEO’s experiences and skills in accumulating network and knowledge resources throughout the internationalization process. Less been studied are the characteristics and potential roles of foreign migrant workers in this process. Through a qualitative exploratory study on thirteen Japanese SMEs, this study found that the foreign migrant workers are diverse and complex groups of human resources, and they could facilitate Japanese SME internationalization process by playing two important roles in networking and learning activities: catalyst and social glue. This qualitative approach also helped us discover and identify patterns and linkages between the management of incoming foreign migrant workers and the outward internationalization of Japanese SMEs. Well-designed international human resource management （IHRM） policies were found critical to nourish and develop the potential capacities of foreign migrant workers. Moreover, CEO’s active involvement in communication is also vital to the integration of foreign migrant workers in the organizational strategy. Discussions on the theoretical implications on SME internationalization literature and IHRM are provided, along with practical implications for SME managers and migration policy makers.

Attracting and retaining global talent has become an important issue for national competitiveness in an era of professional transnational mobility. Recently, studies in IHRM scholarship have paid increasing attention to self-initiated expatriates （SIE）, who are distinguished from traditional organizational expatriates（ OE）, because they voluntarily migrate and pursue employment in foreign countries without the intervention of companies. Previous studies have focused mainly on the experiences of individual SIEs or societal and country-level factors that shape the careers of SIEs in the host country. Thus, little is known about whether and how SIEs contribute to host country industries and organizations. This study aims to fill this knowledge gap by examining how SIEs develop their careers and what roles they play within the Japanese IT industry. Drawing on in-depth interviews of 23 Korean SIEs with varied migration experiences and career histories, we examined their long-term career trajectories and major roles they play in the Japanese IT industry. We found that Korean SIEs develop dynamic and agentic careers that are not constrained by organizational boundaries. As they build skills and social capital in diverse Japanese IT companies, we found that they 1） provide immediate force to companies that suffer labor shortages; 2） connect organizations and individuals in Korea and Japan; 3） create new value through service development. In particular, by bridging companies and people in both countries, Korean SIEs promoted chain migration of SIEs to Japan.

Studies on “discontinuity” in emerging market strategies, which differ from those in developed markets, and on BOP business, which were triggered by the Ministry of Economy, Trade and Industry’s Promotion of BOP Business through Public–Private Partnerships, were proposed simultaneously in Japan in 2009. To date, studies concerning discontinuity in emerging market strategies and BOP business research have proceeded in parallel to each other without sufficient intersection, but new analytical perspectives on emerging market strategies exist at the intersection of the two research areas, assuming that a gap with conventional models of internationalization exists.

This paper aims to codify the relationship between studies on discontinuity in emerging market strategies and BOP business research and to present a complementary analysis of emerging market strategies from BOP business research perspective. The analytical perspective derived herein will also provide a new approach to research into emerging market multinational corporations（ EMNCs）.

This study organizes the issues surrounding discontinuity identified in the theoretical background of previous studies on emerging market strategies into the following four categories:

（1） Contextual differences from developed markets,（2） Market orientation and resource commitment, （3） Resource and capacity constraints, and（4） Building partnerships with stakeholders.

Next, in order to compare and relativize BOP business research and research on discontinuity in emerging market strategies, these four categories of issues are applied to BOP business research. The following four complementary analytical points of view are presented from a local perspective in an attempt to counter the issues found in conventional research on emerging market strategies:

（1） Local social issues and market needs;（2） Co-creation of local value;（3） Utilization of local resources and capabilities that companies in developed countries cannot possess; and（4） Partnership with diverse stakeholders.

From this local perspective, this paper discusses the researched cases of local companies in Brazil and Bangladesh, aiming to show that the complementary analytical perspective used in BOP business research for the study of discontinuity in emerging market strategies will lead to research on EMNCs and research on global market strategies through emerging countries.

The empirical research on the expatriate adjustment has expanded with the usage of the framework of expatriate adjustment developed by Black, Mendenhall, and Oddou (1991) which explains the relation between the adjustment factors and the degree of adjustment. The adjustment factors consist of individual attributes, job characteristics and organizational factors all of which are beyond individual discretion. However, there should exist the choice of the mode for adjustment executed by expatriates. The purpose of this paper is to examine three adjustment facets which consist of the 14 self-assessment items and to propose the choice of adjustment modes for the expatriate adjustment and to add the relationship between the adjustment and the adjustment mode in the framework of adjustment. This paper reviewed the studies on the adjustment mode published during from 1991 to 2019 which were extracted from the internet search-engines with the keyword of “Expatriate Adjustment” and “Coping Strategy”. The studies on expatriate adjustment mainly refer to theories of stress-coping, work-role transition and acculturation. By reviewing the papers which referred to three theories, this paper develops the relation between the mode and the degree of adjustment through the newly proposed matrix of the adjustment mode.