For the expatriate (role recipient), the parent company (role sender) predetermines his or her role in the foreign assignment, and role expectations may be clearly communicated to the expatriate before departure. Black and Porter found that American expatriates working in Hong Kong exhibited similar managerial behavior to those remaining in the US. In their discussion of this finding, these authors suggest that the US multinationals involved in this study communicated role expectations by omitting to provide cross-cultural training before departure. In the absence of incentives to modify their role behavior when abroad, it is not surprising that the expatriates concerned performed as they did. This study reminds us that the transmission of expatriate role conception is culturally bound. As Torbiörn explains: