Search results
1 – 10 of over 24000Eimear Nolan and Xiaoning Liang
The last decade has seen a significant increase in self-initiated expatriation research across various cohorts; however, limited research exists on the self-initiated expatriation…
Abstract
Purpose
The last decade has seen a significant increase in self-initiated expatriation research across various cohorts; however, limited research exists on the self-initiated expatriation of medical doctors despite their high mobility rates. The purpose of this paper is to investigate the determinants of cross-cultural adjustment among self-initiated medical doctors working and living in a host culture.
Design/methodology/approach
A questionnaire was distributed to self-initiated expatriate (SIE) doctors working in Irish hospitals. In total, 193 valid responses were collected. Three linear regression analyses were conducted to explore factors influencing cross-cultural adjustment among SIE medical doctors, along with qualitative insight into their adjustment to working and living in Ireland.
Findings
This study found that age, marital status, cultural novelty, previous international work experience, length of time working in the host culture did not influence the cross-cultural adjustment of SIE doctors. However, gender, language ability and perceived fair treatment were found to influence their cross-cultural adjustment in the study. Specifically, female SIE doctors reported higher levels of general adjustment to that of SIE male doctors. SIE doctors' language ability was found to influence their work adjustment, and those who perceived unfair treatment in the host culture reported lower levels of general adjustment.
Originality/value
This paper contributes to the limited knowledge and understanding surrounding the self-initiated expatriation of medical doctors and their cross-cultural adjustment to the host hospital and host culture.
Details
Keywords
Ying Zhang, Xialing Wei and Wei Zhou
This paper aims to examine the asymmetric effect of cultural distance on the relationship between cultural intelligence and expatriate adjustment through the mechanisms of…
Abstract
Purpose
This paper aims to examine the asymmetric effect of cultural distance on the relationship between cultural intelligence and expatriate adjustment through the mechanisms of conflict management styles.
Design/methodology/approach
This paper conceptualizes a model depicting the interplay between culture intelligence, conflict management styles, cultural flows and expatriate adjustment.
Findings
The authors argue that the integrating style aggravates the positive effects of cultural intelligence on expatriate adjustment, while the avoiding style may undermine such effects. There is also a possible moderating effect of cultural distance asymmetry on the relationship between cultural intelligence and expatriate adjustment such that, the positive influence of cultural intelligence on adjustment is reinforced when the expatriate is sent from a loose cultural environment to adjust to a tight cultural environment, and that the positive influence of cultural intelligence on adjustment is diminished when the expatriate is sent from a tight cultural environment to adjust to a loose cultural environment.
Originality/value
This paper explicates the mediating effect of conflict management styles and the moderating roles of cultural distance asymmetry on the relationship between cultural intelligence and expatriate adjustment. The authors suggest that the level of adjustment is contingent on the direction of cultural flows that the assignment operates in.
Details
Keywords
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.
Details
Keywords
Ying Zhang, Yuran Li, Mark Frost, Shiyu Rong, Rong Jiang and Edwin T.C. Cheng
This paper aims to examine the critical role played by cultural flow in fostering successful expatriate cross-border transitions.
Abstract
Purpose
This paper aims to examine the critical role played by cultural flow in fostering successful expatriate cross-border transitions.
Design/methodology/approach
The authors develop and test a model on the interplay among cultural intelligence, organizational position level, cultural flow direction and expatriate adaptation, using a data set of 387 expatriate on cross-border transitions along the Belt & Road area.
Findings
The authors find that both organizational position level and cultural flow moderate the relationship between cultural intelligence and expatriate adaptation, whereby the relationship is contingent on the interaction of organizational position status and assignment directions between high power distance and low power distance host environments.
Originality/value
Previous research has shown that higher levels of cultural intelligence are positively related to better expatriate adaptation. However, there is a lack of research on the effect of position difference and cultural flow on such relationship. Our study is among the first to examine how the interaction between cultural flow and organizational position level influences the cultural intelligence (CI) and cultural adjustment relationship in cross-cultural transitions.
Details
Keywords
Ashwini Konanahalli, Lukumon O. Oyedele, John Spillane, Ron Coates, Jason von Meding and John Ebohon
The purpose of this paper is to investigate the relationship between the facets of cultural intelligence (CQ) (cognitive, meta-cognitive, motivational and behavioural) and the…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between the facets of cultural intelligence (CQ) (cognitive, meta-cognitive, motivational and behavioural) and the dimensions of cross-cultural adjustment (interaction, general and work adjustment).
Design/methodology/approach
Interviews and questionnaire survey were carried out with British expatriates from the architectural, engineering and construction sector. A total of 191 respondents, with experience from 29 different countries, actively participated in this research. Structural equation model was subsequently developed to investigate the relationship between elements of CQ and cross-cultural adjustment.
Findings
Results of structural equation modelling revealed that collectively all the four aspects of CQ have significant influence on general, interaction and work adjustment, particularly motivational and cognitive CQ. Cognitive CQ which empowers the expatriates with in-depth knowledge about different cultures was a significant predictor of interaction and work adjustment, whereas, motivational CQ is a significant predictor for general and work adjustment. However, no support was gathered for meta-cognitive and behavioural aspects of CQ.
Practical implications
Globally, construction companies and projects are entering an era of increased internationalisation which has prompted the migration/promotion of British construction professionals to different parts of the world for their specialised capabilities and skills. Thus, it is of utmost importance that these professionals adjust to their new world of varied culture and still be productive in their work.
Originality/value
An understanding of these essential factors can actually help British construction organisations to select and mentor individuals and to provide necessary training for successful international assignments.
Details
Keywords
Masoud Hemmasi and Meredith Downes
The purpose of this paper is to examine the relationship between cultural distance and cross‐cultural adjustment. The authors address four hypotheses regarding this relationship…
Abstract
Purpose
The purpose of this paper is to examine the relationship between cultural distance and cross‐cultural adjustment. The authors address four hypotheses regarding this relationship: the Cultural Distance Hypothesis; the Cultural Distance Paradox; the Null Hypothesis; and the Asymmetry Hypothesis, in an effort to reconcile the disparities found in the literature. Specifically, portions of the extant literature support a positive relationship, while others support the opposite. There is also some evidence that this relationship may vary depending on the direction of expatriate transfer. Finally, some of the research has failed to support any significant relationship between cultural distance and adjustment.
Design/methodology/approach
Survey data were collected from 125 expatriates (117 expatriates and eight repatriates), representing 36 nationalities and on assignment in 32 different countries. Multiple regression analyses were used to regress cultural distance on both general and work‐related adjustment. Cultural distance was first operationalized as a composite of the scores on Hofstede's cultural dimensions. Subsequently, distances for each of the dimensions were entered into the regression models.
Findings
The authors concur with the Cultural Distance Paradox that greater differences in individualism between home and host cultures facilitates work adjustment. Findings also support the Asymmetry Hypothesis that travel from individualistic societies to more collectivist ones results in greater adjustment than does travel in the opposite direction.
Practical implications
Based on the Cultural Distance Paradox, firms may be well‐advised to direct their expatriate training efforts toward those assignments where the home and host cultures are presumably similar, as there may be a tendency to take adjustment for granted and therefore forgo cross‐cultural training. Similar efforts should be made to ease transfers to locations where the culture is more individualistic than that of the parent country.
Originality/value
Rather than fixate on one set of findings from the literature, this study considers all four of the possible relationships between cultural distance and adjustment, as found or suggested in previous research. This comprehensive approach should advance our understanding of cultural distance as a complex construct, with a role that cannot be consistently defined across all situations. This represents a departure from the need to assign static roles to variables that may be dynamic in nature.
Details
Keywords
The purpose of this paper is to re-examine the use of the term “culture shock” in international management studies and cross-cultural research and to propose a paradigmatic shift…
Abstract
Purpose
The purpose of this paper is to re-examine the use of the term “culture shock” in international management studies and cross-cultural research and to propose a paradigmatic shift in how the term is understood for future research. The experience of “culture shock” is an established concept within international management studies, engendering an industry of training designed to combat difficulties in relocation. This paper argues that the use of concept is based on a flawed understanding of “culture” and proposes an alternative perspective to help organisations prepare their employees for overseas assignments.
Design/methodology/approach
The paper opts for a critical review of literature to examine models of culture shock through time and theories relating to success factors in cross-cultural adjustment. In so doing, the paper revisits the notion of culture shock from a social constructionist perspective within a dialectical framework.
Findings
The paper challenges the notion of culture as an essential, reified concept, arguing that culture shock is not about culture, but about the dynamics of context and how individuals deal with life changes to navigate the challenges that they face.
Research limitations/implications
Future research should focus on context-related, interactive behaviour, framed in discourse processes, rather than predetermined a priori typologies based on cultural stereotypes. This would recognise the discursive nature of social interaction within a dialectical framework, where relational tension emerges as a result of disparity.
Practical implications
The paper contributes to an understanding of the complex range of factors influencing the success of relocation to guide international companies in their policies.
Originality/value
This paper proposes a paradigm shift in the treatment of culture shock towards a more discourse-based concept created through universal cultural and dialectical processes.
Details
Keywords
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.
Details
Keywords
Pauline Vromans, Marloes van Engen and Stefan Mol
To introduce the presumed cultural similarity paradox as a possible explanation for the findings that adjusting to a culturally similar country is just as difficult as adjusting…
Abstract
Purpose
To introduce the presumed cultural similarity paradox as a possible explanation for the findings that adjusting to a culturally similar country is just as difficult as adjusting to a culturally dissimilar country. We provide a conceptual framework, enabling further understanding and research into this phenomenon.
Design/methodology/approach
Expatriates moving to a country that shares common characteristics may presume more cultural similarity and easier adjustment than is actually the case. During their stay abroad, expatriates may find that these expectations are not met. While the smaller cultural distance may facilitate adjustment, the undermet expectations inhibit adjustment and performance.
Findings
A first preliminary test compared Dutch expatriates in Belgium (culturally similar) and in China (culturally dissimilar). The expectations of cultural similarity and adjustment difficulty of the expatriates in Belgium were significantly more undermet than those of the expatriates in China and this had a negative influence on affective adjustment. The larger cultural distance of China was negatively related to intercultural adjustment. Better adjustment, both affective and intercultural, led to better job performance.
Research limitations/implications
Future research should try to replicate and extend our findings to other cultural contexts.
Practical implications
Expatriates and their employers must consider and prepare for the increased chance of undermet expectations and the negative consequences this can have on adjustment and job performance, when moving to a culturally similar country.
Social implications
Expatriates and their employers must consider and prepare for the increased chance of undermet expectations and the negative consequences this can have on adjustment and job performance, when moving to a culturally similar country.
Originality/value
This paper conceptualizes and provide a theoretical framework that should allow future research to empirically test the psychological process that occurs in this paradox, accommodate the contrasting effects of cultural distance and met expectations of cultural similarity and investigate which characteristics of countries lead expatriates to presume more cultural similarity than is the case.
Details