This study is based on the premise that, as organizations gain experience in the international marketplace, the determinants of job satisfaction for expatriate managers will vary. It is hypothesized that significant learning, manifested in firm international experience, will moderate the effects of work/life experience, mentorship, training and environmental benevolence. Findings partially support this theoretical argument and confirm the expectation that the impact of mentoring on satisfaction will lessen over the course of firm internationalization. Further, the impact of training on expatriate satisfaction was more pronounced for highly internationalized firms than for those with limited exposure abroad. Results of the empirical tests are provided, and their implications are discussed.
Downes, M., Thomas, A. and Singley, R. (2002), "Predicting expatriate job satisfaction: the role of firm internationalization", Career Development International, Vol. 7 No. 1, pp. 24-36. https://doi.org/10.1108/13620430210414847Download as .RIS
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