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1 – 10 of over 16000Joint ventures remain the largest group of foreign‐invested enterprises in China. Given the high level of potential conflict, this paper examines whether Western expatriates in…
Abstract
Purpose
Joint ventures remain the largest group of foreign‐invested enterprises in China. Given the high level of potential conflict, this paper examines whether Western expatriates in joint ventures benefit from cross‐cultural training.
Design/methodology/approach
A mail questionnaire targeted business expatriates assigned by Western firms to joint ventures and other types of organisations in China.
Findings
Results show that training had a weak positive association with work adjustment for expatriates in joint ventures, but no relationship with work adjustment for Western managers in other types of operations.
Research limitations/implications
Data were collected through a self‐report questionnaire and a cross‐sectional approach was applied. However, the scale measuring sociocultural adjustment may have some potential problems.
Practical implications
This paper emphasises the work context in China when training expatriate candidates. Alternatively, individuals should be selected with recent positive experiences of the host country and work task at hand. Such experience could be regarded as a perfect substitute for cross‐cultural training
Originality/value
The distinction between different organisational contexts in assessing the effect of cross‐cultural training constitutes a novel approach. The study contributes to the literature on the effectiveness of cross‐cultural training of business expatriates in general and the impact of their organisational setting in particular. It is important to notice that the improved adjustment covers the very reason for the foreign assignment, the work duties of the expatriate manager.
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Ching‐Hsiang Liu and Hung‐Wen Lee
The purpose of this paper is to examine the relationship between job satisfaction, family support, learning orientation, organizational socialization and cross‐cultural training…
Abstract
Purpose
The purpose of this paper is to examine the relationship between job satisfaction, family support, learning orientation, organizational socialization and cross‐cultural training and cross‐cultural adjustment in the proposed model.
Design/methodology/approach
A quantitative research method was used, and correction and regression were employed. The study undertook a multidimensional approach in its assessment of the adjustment of Taiwanese financial institution expatriates.
Findings
This study found that job satisfaction played an important role in the proposed model of expatriate adjustment in an international assignment. Also found to be of importance was the role of organization socialization.
Research limitations/implications
The conclusions of this study pertain only to Taiwanese financial institution expatriates in the USA, and cannot be generalized for cross‐cultural adjustment in other countries.
Practical implications
Given the associations between job satisfaction and cross‐cultural adjustment, multinationals should ensure that they have human resource policies and practice to support the job satisfaction of expatriates. Modifying socialization policies and practices can have a positive influence on expatriates' adjustment.
Originality/value
This study both replicates and extends previous research on cross‐cultural adjustment. It provides objective information for expatriate selection, management and socialization.
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Organisations operate in diverse cultural environment, which is a challenging task due to absence of cultural knowledge and difficulty in adapting the native culture that usually…
Abstract
Purpose
Organisations operate in diverse cultural environment, which is a challenging task due to absence of cultural knowledge and difficulty in adapting the native culture that usually leads to expatriate failure. In this context cultural intelligence plays an important role in the adjustment of employees. The purpose of the study is to examine the mediating role played by cultural intelligence between cross-cultural training and cross-cultural adjustment relationship. It further analyses the moderating role of cross-cultural training and types of expatriate between cultural intelligence and cross-cultural adjustment relationship.
Design/methodology/approach
Set in a large culturally diverse emerging economy context, data have been gathered from 530 managers working in banking sector. Data have been duly assessed for reliability and validity.
Findings
The results revealed that cultural intelligence mediates cross-cultural training and cross-cultural adjustment relationship. Evidence from the analysis further suggests that cross-cultural training and types of expatriate moderate the relationship between cultural intelligence and cross-cultural adjustment. Lastly, the managerial and theoretical implications have been put forth for practical and academic perusal.
Research limitations/implications
The study is cross-sectional in nature and data have been collected from single source.
Practical implications
Organisations should design such training programmes, which motivate the managers to successfully complete out of home state assignment and help them to adapt in the cross-cultural situations.
Social implications
Culturally intelligent employees/managers are able to communicate with people belonging to diverse culture, which results in building trust, loyalty and cordial relationship amongst the people. This will create the feeling of unity in the society thereby bringing national as well as global peace.
Originality/value
The study develops the extant literature on cross-cultural training and types of expatriate as effective intercultural instruments to enhance the capability of the managers to interact and adjust in host region environment.
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Rachel Gabel‐Shemueli and Simon Dolan
The purpose of this paper is to propose emotional intelligence (hereinafter EI) competences as a key predictor for overall cross‐cultural adjustment of managers and professionals…
Abstract
Purpose
The purpose of this paper is to propose emotional intelligence (hereinafter EI) competences as a key predictor for overall cross‐cultural adjustment of managers and professionals in its three respective dimensions: work, interaction and non‐work adjustment. This explorative study contributes to the assessment and selection of potential professionals for international assignments by identifying the combination of soft competences and selected pre‐existing personal factors that can predict cross cultural adjustment beyond traditional technical or functional skills.
Design/methodology/approach
Data were gathered via a pre‐validated multi‐item questionnaire. The latter was administered in two languages: English and Spanish and two steps of multiple hierarchical regression analyses were conducted, in addition to the main variables (i.e. main effect). A total of 16 individual, organisational and context‐related control variables were used in this study.
Findings
The main findings indicate that EI is related to overall cross‐cultural adjustment measured in its three dimensions. However, EI was most strongly related to interaction adjustment following overall cross‐cultural adjustment. Furthermore, by isolating some important variables, the predictive role of EI on cross‐cultural adjustment above and beyond these control variables was shown.
Research limitations/implications
EI is still a new and debatable construct. Researchers are continuing to explore this construct from different angles. Moreover, there is keen interest in ascertaining whether the findings reported herein are sustainable. With the exception of one external source (culture distance), all data for the current study were collected via a self‐reported questionnaire and although additional effort was made to reduce some potential method‐variance problems, they cannot be entirely ruled out. The authors encourage future studies to improve the design by gathering data from multiple sources and from diverse settings.
Practical implications
The paper reviews the possible advantages of including EI assessment in international postings selection process.
Originality/value
This paper fills the need to study the predictive role of key soft skills in understanding cross‐cultural adjustment of international assignees. This study analysed the role of emotions in cross‐cultural settings by specifically examining a set of competences stemming from the EI construct. Although EI has been extensively used in the organisational behaviour literature, to the best of the authors' knowledge, there is still a need to empirically explore the relationships of this construct within the context of overseas postings and cross cultural encounters.
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Alan Fish and Ramudu Bhanugopan
The purpose of this paper is to report on research which addressed two purposes. First, to test the fit between, the theoretical model, and the empirical findings from an earlier…
Abstract
Purpose
The purpose of this paper is to report on research which addressed two purposes. First, to test the fit between, the theoretical model, and the empirical findings from an earlier reported study. Secondly, to test the extrapolative and interrelated nature of a two sets of cultural adjustment constructs designed to enhance the personal wellbeing and intra‐cultural interaction of cross‐border managers when on foreign assignments.
Design/methodology/approach
Data were collected from 244 cross‐border managers working for Australian private sector businesses in South‐East Asia in two broad industry groups: manufacturing/industrial, and financial/services. Respondents were asked to complete a questionnaire based on two separate dimensions associated with an individual's adjustment to cross‐border circumstances vis., personal wellbeing and intra‐cultural interaction. This paper evaluates the measurement fit between the identified constructs, by first examining any significant relationship though a structural equation model using LISREL 8; and then through employing path analysis.
Findings
Results from the structural equation modeling were significant; and suggest a sound fit between the theoretical model and the empirical findings. The path analysis further supports the multidimensional model. The results provide direction for organisations in addressing cultural adjustment issues to support the personal wellbeing; and the intra‐cultural interaction; of cross‐border managers.
Research limitations/implications
Future research will need to consider the potential for measurement invariance associated with the framework identified in this paper.
Originality/value
The overall results provide useful insights for organisations as to important interventions to assist cross‐managers in becoming more attuned to their new job, business and cultural surroundings and circumstances. In this respect, cross‐border organisations need to include such interventions amongst the “adjustment experiences” for their cross‐border managers in developing personal wellbeing skills and intra‐cultural interaction strategies.
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Marie‐France Waxin and Alexandra Panaccio
The paper examines what are the effects of the different types of cross‐cultural training (CCT) on expatriates' adjustment and whether prior international experience (IE) and…
Abstract
Purpose
The paper examines what are the effects of the different types of cross‐cultural training (CCT) on expatriates' adjustment and whether prior international experience (IE) and cultural distance (CD) have a moderator effect on the effectiveness of CCT.
Design/methodology/approach
In a quantitative approach the paper examines the effect of four different types of CCT on the three facets of expatriates' adjustment, on a sample consisting of 54 French, 53 German, 60 Korean and 57 Scandinavian managers expatriated to India. The paper then examines the moderator effect of IE and of CD on CCT's effectiveness.
Findings
CCT accelerates expatriates’ adjustment. The type of CCT received matters. IE and CD have a moderator effect.
Practical implications
Implications for practice are identified.
Originality/value
The paper demonstrated the effectiveness of different kinds of CCT and the moderator effects of IE and CD.
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Van Thac Dang and Ying-Chyi Chou
The purpose of this paper is to investigate the effects of extrinsic motivation, workplace learning, employer trust and self-efficacy on foreign laborers’ cross-cultural adjustment…
Abstract
Purpose
The purpose of this paper is to investigate the effects of extrinsic motivation, workplace learning, employer trust and self-efficacy on foreign laborers’ cross-cultural adjustment.
Design/methodology/approach
This paper uses structural equation modeling to analyze the data from a sample of 258 Vietnamese laborers in Taiwan.
Findings
The results show a significantly positive impact of extrinsic motivation, workplace learning, employer trust and self-efficacy on cross-cultural adjustment.
Originality/value
The findings of this study provide important implications for academic researchers and organizations concerning management and development of successful foreign laborers. From a theoretical aspect, this study shows new evidence on the impacts of extrinsic motivation, workplace learning, employer trust and self-efficacy on foreign laborer cross-cultural adjustment. In addition, this study enriches theories in the field of self-determination motivation, workplace learning, trust and self-efficacy literature. From a practical aspect, this study provides implications for business managers to make better policies in training and managing foreign laborers.
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Van Thac Dang, Thinh Truong Vu and Phuoc-Thien Nguyen
The purpose of this study is to investigate the relationship between workplace learning and organizational commitment with the mediating role of cross-cultural adjustment and the…
Abstract
Purpose
The purpose of this study is to investigate the relationship between workplace learning and organizational commitment with the mediating role of cross-cultural adjustment and the moderating role of supervisor trust for the case of foreign workers in a new cultural setting.
Design/methodology/approach
This study uses structural equation modeling to analyze a sample data of 367 Vietnamese and Philippine workers in Taiwan.
Findings
Results show that workplace learning enhances foreign workers' organizational commitment. Cross-cultural adjustment is found to have a mediating effect in the link between workplace learning and organizational commitment. Furthermore, supervisor trust moderates the link between cross-cultural adjustment and organizational commitment. In addition, supervisor trust moderates the indirect effect of workplace learning on organizational commitment through cross-cultural adjustment.
Originality/value
Prior literature often focuses on expatriates who are high-skilled employees. This study investigates low-skilled workers who come from less-developed country working in a more developed economy. This study is one of the first researches examining the issue of foreign workers' commitment in new cultural environment. Our findings shed a new light to the effect of workplace learning on organizational commitment. Our findings also help to clarify the roles of cross-cultural adjustment and supervisor trust into the workplace learning–organizational commitment relationship. This study provides implications for researchers and managers regarding to management and development of foreign workers for local organizations.
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