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The relationship of personal characteristics with the adjustment of Japanese expatriate managers
... The multidimensionality of this adjustment process has been discussed in both acculturation and expatriation literature. Researchers who study the adjustment process that expatriates undertake focus on different aspects of their experience, such as adjustment models and types of adjustment (Lysgaard, 1955;Waxin, 2004;Liu and Lee, 2008;Haslberger et al., 2014), adjustment processes (Shaffer et al., 1999;Chen et al., 2002;Rosenbusch and Cseh, 2012), cultural shock (Oberg, 1960;Sims and Schraeder, 2004;Qin and Baruch, 2010;Rajasekar and Renand, 2013), or factors that influence adjustment (Black, 1990;Black and Gregersen, 1991;Aycan, 1997;Hechanova et al., 2003;Mezias and Scandura, 2005;Selmer and Lauring, 2009;Barner-Rasmussen et al., 2014;Feitosa et al., 2014). Moreover, most of the research on expatriate adjustment focuses on individual factors that predict adjustment and performance without paying adequate attention to organizational antecedents (e.g., Black, 1990;Barner-Rasmussen et al., 2014). ...
... Researchers who study the adjustment process that expatriates undertake focus on different aspects of their experience, such as adjustment models and types of adjustment (Lysgaard, 1955;Waxin, 2004;Liu and Lee, 2008;Haslberger et al., 2014), adjustment processes (Shaffer et al., 1999;Chen et al., 2002;Rosenbusch and Cseh, 2012), cultural shock (Oberg, 1960;Sims and Schraeder, 2004;Qin and Baruch, 2010;Rajasekar and Renand, 2013), or factors that influence adjustment (Black, 1990;Black and Gregersen, 1991;Aycan, 1997;Hechanova et al., 2003;Mezias and Scandura, 2005;Selmer and Lauring, 2009;Barner-Rasmussen et al., 2014;Feitosa et al., 2014). Moreover, most of the research on expatriate adjustment focuses on individual factors that predict adjustment and performance without paying adequate attention to organizational antecedents (e.g., Black, 1990;Barner-Rasmussen et al., 2014). ...
... According to the most popular classification system, which was created by Black (1990), adjustment after arriving in the host country could be divided into (1) work adjustment, which refers to the comfort associated with the new job requirements abroad; (2) interaction adjustment, which refers to the adjustment associated with the socialization that takes place between the expatriate and their host country's nationals, both at work and beyond; and (3) general or cultural adjustment, which refers to the foreign culture and living conditions abroad. ...
This paper investigates the adjustment of self-initiated expatriates, with a particular emphasis on organizational culture. One hundred and twenty-five self-initiated expatriates around the globe participated in the online survey. We examined the impact that organizational culture has on self-initiated expatriate work and non-work-related adjustment using multiple linear regression analysis. Four types of organizational culture (clan, adhocracy, market, and hierarchy) were explored. The results revealed that Clan culture has a positive effect on the work and non-work-related adjustment of self-initiated expatriates.
... Agreeableness is a personality trait that can be translated into collaboration for conflict resolution, mutual understanding and low competitiveness (Black, 1990;Ones andViswesvaran, 1999, Tung, 1981). In a professional context, an agreeable employee has a high ability to relate to other people and to collaborate effectively with them (Witt, 2002). ...
... Individuals with a high degree of openness have a lower degree of rigidity than what is right or wrong, appropriate or inappropriate, and at the same time are more likely to accept diverse cultures (Abe, Wiseman, 1983;Black, 1990). Over time, research has shown that this openness is the only dimension of personality that can be directly linked to creativity (McCrae and Costa 1987). ...
... Questionnaire respondents come from 49 countries, from Europe, Africa, Asia, North America and South America. In addition, 5 Another important aspect to note is the fact that a significant number of athletes who train in France come from French-speaking countries. On the other hand, there are also athletes in Romania who come from the Republic of Moldova and who know the Romanian language, but also athletes of Hungarian nationality who evolve in areas where ethnic Hungarians are the majority. ...
In an increasingly globalized world, sport has become a promoter of multiculturalism and sports teams can be considered true multinational organizations. In such a world, the concept of cultural intelligence is gaining increasing interest because it explains why individuals may or may not adapt to a new cultural context. Cultural intelligence is a form of intelligence that can be applied even in the field of sports, where huge amounts of money are allocated to expatriate athletes to add value to organizations. Cultural intelligence is a factor that influences the successful adaptation to a new cultural context, but in turn it can be influenced by other factors. Successful adaptation to a new cultural environment can lead to increased self-confidence, team integration and increased market share of athletes. This research is based on the responses of 150 athletes evolving in multicultural teams in France and Romania and analyzes how cultural intelligence influences adaptation to a new cultural context but also how adaptation influences the market share of athletes. Although the sample is represented by athletes, the research results can be useful for all those interested in multicultural management.
... Three studies have contributed significantly to the conceptualization and measurement of the concept of adjustability by identifying theoretical dimensions: Mendenhall and Oddou's (1986) study, Black's (1990) study and Cerdin's (1999) study. ...
... Two authors contributed significantly to the measuring of adjustablity : Black (1990) and Cerdin (1999). We present their work in the following paragraphs. ...
... We present their work in the following paragraphs. Black (1990) studied the influence of five dimensions of adjustability on the three facets of adjustment (work adjustment, interaction adjustment and general living conditions adjustment). In order to measure the five dimensions of adjustability, the author devised a series of items for which respondents were asked to indicate their level of agreement on a seven-point Likert-type scale. ...
The adjustability of expatriate managers has a major influence on the success or failure of their mission. Yet, because of the difficulty of measuring this antecedent, it does not always receive the attention that it deserves. The objective of this research is to propose an improved measurement scale of the six dimensions of expatriates´ adjustability. We have simplified the measures of the first five dimensions of adjustability and have operationalized active stress resistance by creating an index based on Folkman et al. (1986)`s work. Our sample consisted of 224 managers, of which 54 were French, 53 German, 60 Korean and 57 Scandinavian. The respondents were expatriated in the area of New Delhi, India. In order to test the structure of our scale, we conducted principal components factor analyses on the complete sample and on the four cultural samples. Our research allowed us to propose an improved measurement scale of adjustability, a scale that comprises fewer items and that can be used more easily in researches on cross-cultural adjustment. We showed that the structure of the six dimensions of adjustability remained stable for the different countries of our research.
Key words: expatriate, adjustability, dimensions, scales, measures, Willingness to communicate, Substitution ability, Social Orientation, Openness ability, Technical abilities, Active stress resistance
... Trois recherches ont apporté une contribution majeure à la conceptualisation et à la mesure du concept de l'adaptabilité en permettant l'identification de dimensions théoriques: celle de Mendenhall et Oddou (1986), celle de Black (1990) et celle de Cerdin (1999). ...
... Deux auteurs ont apporté des contributions majeures en ce qui concerne la mesure des dimensions de l'adaptabilité: Black (1990) et Cerdin (1999. Nous présentons leurs recherches dans les paragraphes suivants. ...
... Black (1990) Pour mesurer les dimensions théoriques de la capacité de substitution, de la capacité à développer des relations et de la volonté de communiquer, Black (1990) se fonde sur la description théorique de Mendenhall et Oddou (1986) Pour mesurer ensuite la capacité de l'individu à faire face au stress, l'auteur reprend les 11 énoncés de l'échelle de Thomas (1977) destinés à mesurer l'orientation à la résolution des conflits dans la coopération 1 . ...
Abstract. L’adaptabilité des expatriés a une incidence déterminante sur le succès de leur mission. Pourtant, en raison des difficultés liées à sa mesure, cet antécédent ne reçoit pas toujours l’attention qui lui est due. L’objectif de cette recherche est de proposer une échelle de mesure améliorée des six dimensions de l’adaptabilité, à partir du travail de Cerdin (1996) et de Cerdin et al. (1999).
Key words : Expatriates, adjustment, adaptability, dimensions
... Is adaptability a multitude of personal capacities ? From the different traits put forward, some authors (Mendenhall and Oddou, 1985;Black, 1990) suggested three dimensions which will be brought into focus in the second part of this literature review. ...
... Better adjusted expatriates are more able to deal with stress (Abe and Wiseman, 1983;Bardo and Bardo, 1980). This capacity is associated with a cooperative conflict resolution style (Black, 1990;Copeland and Griggs, 1988). The third factor, the "technical competence", stands for the confidence in one's own ability to accomplish the purpose of the overseas assignment, and possessing the necessary technical expertise to do so. ...
... The relationship development consists of the ability to develop long lasting friendships with host-nationals. This contributes as an important part of expatriate adjustment (Abe and Wiseman, 1983;Brein and David, 1971;Hammer et al, 1978;Harris, 1973;Hawes and Kealey, 1981;Ratiu, 1983, Black, 1990. Black (1990) named this factor "social orientation". ...
Among the antecedents of expatriates’ adjustment, adaptability encompasses personal abilities of the expatriates. A recent study (Cerdin, 1996; 1998) has divided adaptability into six facets, each facet being measured by a set of items. In this article, we advocate the use of confirmatory factor analysis for testing the inner structure of adaptability (number of dimensions, correlation between dimensions and composition of dimensions). This research will firstly give a brief review of the literature. The results of Cerdin's exploratory analysis of adaptability will then be presented. Finally, a re-analysis of Cerdin's data using confirmatory factor analysis will be implemented and the fit of three variants of the relationships among the facets of adaptability will be discussed.
Keywords: Adaptability, Confirmatory factor analysis, Expatriates, Adjustment.
... According to the 'Integrative Communication Theory' an individual tries to adapt the culture of a foreign country and leaving behind his original cultural identity like language, values, etc. (Kim, 2005). Cross-cultural adjustment is "the individual's affective psychological response to the new environment and its variables" (Black, 1990). Therefore, the cross-cultural adjustment is an internal, psychological, emotional state and should be measured from the perspective of the individual experiencing the foreign culture (Black, 1990;Searle & Ward, 1990). ...
... Cross-cultural adjustment is "the individual's affective psychological response to the new environment and its variables" (Black, 1990). Therefore, the cross-cultural adjustment is an internal, psychological, emotional state and should be measured from the perspective of the individual experiencing the foreign culture (Black, 1990;Searle & Ward, 1990). Cross-cultural adjustment is defined as the process of adaptation to living and working in a foreign culture. ...
Expatriate success is the result of a hard struggle in achieving it. This is because expatriate entering the work environment, culture, different languages with the environment in the country of origin. These differences lead to culture shock. This study uses in-depth interviews and literature studies. The research results are expatriates experience culture shock and the impact is different for each expatriate. The steps taken to resolve the issue by the respondents was culture shock to adapt, build positive motivation, develop communication skills, personality such as optimism, positive thinking. Expatriates are able to overcome the culture shock will result in an outstanding performance. Background Technological developments now encourage open communication between the countries, so that the individual-an individual who is in another country can be expressed the desire nor the need to others. This spurred companies to market their products throughout the world. The company can succeed and thrive if it has a very high competitive ability. Thus they have a high competitiveness, now, no longer a requirement, but a necessity. Competitiveness is a process for achieving a better future goal in an improving revenue growth and a country. One key to improving competitiveness is driving the pace of innovation a company to compete, both at the local, national, and global environment. Darroc (2005) view that innovation is an organization that utilizes the output from the input of resources in the form of knowledge, information, and experience-including most of the employees. So the answer is increasingly narrowed the quality of human resources is the key to an innovation. Therefore, competitiveness and performance of a company / industry, is largely determined by the quality of its human resource competencies. The quality of human resource competencies in turn affect the competitiveness of the country to compete in the global market.
... There are three main types of roles of former expatriates in MNCs: (1) To fill specific positions-overseas employees who fail to find certain positions are filled by former expatriates [50]. (2) To manage-increase management skills for specific overseas situations [51]. ...
... Although expatriate managers have been well-recognized as facilitators of knowledge transfer, their positional advantage is doomed, due to their own convenience in exercising their assignments, which is special for research on individuals [50,51]. There has been relatively less focus on the characteristics of normal individuals, such as employees. ...
The shift in business perspective helps test, extend, and build innovative management theory, then sustainably expand and enhance the understanding of business and management. The development of the global business model makes knowledge transfer not only focus on the process itself, but especially the knowledge transfer of multinational companies (MNCs). Thus, this study is based on the knowledge-based view (KBV) theory, using a sustainable perspective and establishing a spatial model, which includes three aspects: county, company, and employee. It has been mentioned many times in previous research that it is necessary to build such a comprehensive model and completely study the influence factors, while this study is the first to carry out an effective empirical way to test which levels have significant factors that impact the knowledge transfer of Chinese MNCs. Moreover, with the advancement of technology, such as video conference and remote online cooperation, whether human abilities and traits (cultural intelligence) still occupy a specific position, as the conclusions of previous studies have proved, is also a focus of this study. Therefore, this empirical study uses the partial least squares structural equation (PLS-SEM) to test the influence of different aspects on knowledge transfer in Chinese MNCs. Although this study just chose Chinese MNCs as the case, the comprehensive results make up and rediscover some tacit factors of the impact on knowledge transfer, and then support further sustainable research.
... Reframing cross-cultural adjustment Similar to task performance and 3C, adjustment to cross-cultural situations has also been investigated through employees' global mobility and expatriates' assignment overseas (Black, 1990;Church, 1982;Heenan, 1970;Anderzen and Arnetz, 1999). Within this context, living abroad and out of one's comfort zone leads to stress and discomfort, which has previously been referred to as culture shock (Oberg, 1960). ...
... Within this context, living abroad and out of one's comfort zone leads to stress and discomfort, which has previously been referred to as culture shock (Oberg, 1960). Successfully overcoming this discomfort reflected the extent to which expatriates were cross-culturally adjusted (Black, 1990). This is similar to acculturation, wherein immigrants to a new country "change their cultures and behaviors in various ways and eventually adapt to living interculturally" (Berry and Hou, 2021: p. 142). ...
As a review of the literature, this paper highlights how three dimensions - task performance, skill development, and cross-cultural adjustment, have been used to understand cross-cultural performance. With respect to task performance, two criteria should be measured for all those working cross-culturally, including remote or virtual cross-cultural work: (1) how accurately employees read the unique contextual demands of a cross-cultural context and (2) how effectively they respond given the contextual and strategic demands of the task. Focusing on development of cross-cultural competencies as a performance goal we highlight the dimensions most important for assessment, focusing on self- and relationship management competencies. Regarding cross-cultural adjustment, we offer a more precise and nuanced approach which accounts for the person-environment fit in the context of working in cultural novelty.
... As such, social support helps an individual mobilize psychological resources that bolster feelings of reinforcement, recognition, and affirmation (Fontaine, 1986;Rook, 1984) that greatly enhance cross-cultural adjustment. Social support also helps buffer against the stress international students and expatriates experience while adjusting to their new environment and re-establishing their lives (Aycan, 1997;Black, 1990;Lee et al., 2004). ...
... Moreover, social support can serve as a mediator, explaining cross-cultural competency development during experiences abroad. Research has demonstrated that social support is a particularly important component for navigating learning from an international assignment or experience (Adelman, 1988;Aycan, 1997;Black, 1990;Church, 1982;Feldman and Bolino, 1999). In a socially supportive learning environment, social interaction increases learning, such that social support received from others provides resources for the individual to continue learning (Bandura, 1962). ...
This study examines whether preexisting close friendships facilitate students’ cultural agility development during short-term international study abroad experiences. Using a longitudinal design, we found that study abroad students who had a close friend accompanying them on the experience (i.e., an “international study buddy”) had lower cultural agility at the onset of the experience but had a higher level of cultural agility development upon return, compared with those without a friend on the trip. Those who did not travel with friends demonstrated no significant cross-cultural competency development. Our findings suggest that contextual novelty is independently determined, and the presence of a trusted friend may help reduce the novelty enough such that students with lower predeparture cultural agility can comfortably gain from the experience. At the same time, for development to occur, students with higher cultural agility may need more contextual novelty than the short-term study abroad experience provides.
... La dimension personnelle comprend les capacités de l'expatrié à maintenir et renforcer son bien être psychologique et son estime de soi, comme la capacité à gérer le stress (Mendenhall et Oddou, 1985, 1986Black, Mendenhall et Oddou, 1991), ou la confiance des individus dans leur compétence technique (Cerdin, 1999 ;Cerdin, Chandon, Waxin, 1999, Waxin et Chandon, 2003). La dimension relationnelle regroupe les capacités à communiquer avec les locaux, et surtout la volonté de communiquer (Black, 1990 ;Ruben and Kealey, 1979). La dimension perceptuelle correspond à la capacité de percevoir et de comprendre les comportements locaux par rapport aux comportements de sa propre culture (Black, 1990 ;Tung, 1982Tung, , 1987. ...
... La dimension relationnelle regroupe les capacités à communiquer avec les locaux, et surtout la volonté de communiquer (Black, 1990 ;Ruben and Kealey, 1979). La dimension perceptuelle correspond à la capacité de percevoir et de comprendre les comportements locaux par rapport aux comportements de sa propre culture (Black, 1990 ;Tung, 1982Tung, , 1987. Le fait d'avoir grandi dans un environnement multiculturel (ce que Selmer appelle les « Third Culture Kids ») a un impact positif sur cette capacité à comprendre une autre culture et donc sur l'adaptation ( Selmer et Lam, 2002). ...
... Les auteurs en psychologie interculturelle et en sciences de gestion ont montré l'importance des caractéristiques personnelles dans le succès de l'individu à l'étranger (Arthur et Bennett, 1995;Gao et Gudykunst, 1990). Cerdin (1999), sur la base des travaux de Black (1990), de Mendenhall et Oddou (1985) et d'une étude empirique sur les déterminants de l'adaptation des expatriés français, met en évidence six facettes de l'adaptabilité : la volonté de communiquer, la capacité d'ouverture, la confiance dans ses compétences techniques, la capacité de substitution, l'orientation sociale et la capacité de retrait. Toutes ces facettes sont positivement corrélées à l'adaptation, à l'exception de la capacité de retrait, qui est négativement corrélée. ...
... (2) rechercher activement d'information ou de formation, (3) réévaluer psychologiquement la situation et (4) se désengager psychologiquement. Black (1990) souligne que les deux premières stratégies, externes et actives, sont positivement corrélées au succès de l'expatriation. Dans notre recherche, nous reprenons les cinq premières dimensions de l'adaptabilité de Cerdin (1999) auxquelles nous ajoutons la dimension "résistance active au stress". ...
Cette recherche empirique examine l’impact du pays d’origine sur l’adaptation au travail et ses antécédents. L’approche est quantitative. Le modèle de recherche intègre les facteurs organisationnels, individuels et contextuels classiques de l'adaptation et introduit le pays d’origine de l'expatrié comme variable modératrice. L’échantillon est composé de 224 cadres expatriés en Inde : 56 Français, 53 Allemands, 60 Coréens et 57 Scandinaves ont rempli un questionnaire auto-administré. La méthode d’analyse est basée sur des régressions hiérarchiques descendantes avec variable modératrice. Les résultats montrent que le pays d’origine a un effet direct sur l’adaptation au travail et un effet modérateur sur le pouvoir explicatif de ses antécédents. Les implications théoriques et manageriales des résultats de cette recherche sont discutées.
... La dimension personnelle comprend les capacités de l'expatrié à maintenir et renforcer son bien être psychologique et son estime de soi, comme la capacité à gérer le stress (Mendenhall et Oddou, 1985, 1986Black, Mendenhall et Oddou, 1991), ou la confiance des individus dans leur compétence technique (Cerdin, 1999 ;Cerdin, Chandon, Waxin, 1999, Waxin et Chandon, 2003). La dimension relationnelle regroupe les capacités à communiquer avec les locaux, et surtout la volonté de communiquer (Black, 1990 ;Ruben and Kealey, 1979). La dimension perceptuelle correspond à la capacité de percevoir et de comprendre les comportements locaux par rapport aux comportements de sa propre culture (Black, 1990 ;Tung, 1982Tung, , 1987. ...
... La dimension relationnelle regroupe les capacités à communiquer avec les locaux, et surtout la volonté de communiquer (Black, 1990 ;Ruben and Kealey, 1979). La dimension perceptuelle correspond à la capacité de percevoir et de comprendre les comportements locaux par rapport aux comportements de sa propre culture (Black, 1990 ;Tung, 1982Tung, , 1987. Le fait d'avoir grandi dans un environnement multiculturel (ce que Selmer appelle les « Third Culture Kids ») a un impact positif sur cette capacité à comprendre une autre culture et donc sur l'adaptation ( Selmer et Lam, 2002). ...
Les recherches de référence sur la socialisation organisationnelle ont été présentées dans le chapitre VII. Les ouvertures offertes par une approche cognitive et identitaire ainsi que par la perspective interactionniste ont été développées dans le chapitre VIII. Ce chapitre s’achève par une analyse critique des pratiques de socialisation dans les organisations au vu des connaissances établies jusqu’à présent. Les limites et les pistes de recherche ont été précisées tout au long de ces chapitres. Il apparaît que l’étendue et la multiplicité des processus de socialisation rendent l’élaboration d’une théorie générale particulièrement difficile. Une manière de contourner cette difficulté est d’étudier la socialisation dans des contextes particuliers et d’en reconnaître les spécificités. Le chapitre IX fait ainsi état des travaux sur la socialisation dans le cadre du syndicat et de l’expatriation. Nous nous sommes par ailleurs intéressés à la socialisation d’un type spécifique de salariés, le personnel en contact avec la clientèle. Pour finir, une ouverture nouvelle est proposée par l’analyse d’une catégorie « d’employés partiels » de l’organisation avec le concept de socialisation organisationnelle du client.
... La dimension personnelle comprend les capacités de l'expatrié à maintenir et renforcer son bien être psychologique et son estime de soi, comme la capacité à gérer le stress (Mendenhall et Oddou, 1985, 1986Black, Mendenhall et Oddou, 1991), ou la confiance des individus dans leur compétence technique (Cerdin, 1999 ;Cerdin, Chandon, Waxin, 1999, Waxin et Chandon, 2003. La dimension relationnelle regroupe les capacités à communiquer avec les locaux, et surtout la volonté de communiquer (Black, 1990 ;Ruben and Kealey, 1979). La dimension perceptuelle correspond à la capacité de percevoir et de comprendre les comportements locaux par rapport aux comportements de sa propre culture (Black, 1990 ;Tung, 1982Tung, , 1987. ...
... La dimension relationnelle regroupe les capacités à communiquer avec les locaux, et surtout la volonté de communiquer (Black, 1990 ;Ruben and Kealey, 1979). La dimension perceptuelle correspond à la capacité de percevoir et de comprendre les comportements locaux par rapport aux comportements de sa propre culture (Black, 1990 ;Tung, 1982Tung, , 1987. Le fait d'avoir grandi dans un environnement multiculturel (ce que Selmer appelle les « Third Culture Kids ») a un impact positif sur cette capacité à comprendre une autre culture et donc sur l'adaptation (Selmer et Lam, 2002). ...
Les recherches de référence sur la socialisation organisationnelle ont été présentées dans le chapitre VII. Les ouvertures offertes par une approche cognitive et identitaire ainsi que par la perspective interactionniste ont été développées dans le chapitre VIII. Ce chapitre s’achève par une analyse critique des pratiques de socialisation dans les organisations au vu des connaissances établies jusqu’à présent. Les limites et les pistes de recherche ont été précisées tout au long de ces chapitres. Il apparaît que l’étendue et la multiplicité des processus de socialisation rendent l’élaboration d’une théorie générale particulièrement difficile. Une manière de contourner cette difficulté est d’étudier la socialisation dans des contextes particuliers et d’en reconnaître les spécificités. Le chapitre IX fait ainsi état des travaux sur la socialisation dans le cadre du syndicat et de l’expatriation. Nous nous sommes par ailleurs intéressés à la socialisation d’un type spécifique de salariés, le personnel en contact avec la clientèle. Pour finir, une ouverture nouvelle est proposée par l’analyse d’une catégorie « d’employés partiels » de l’organisation avec le concept de socialisation organisationnelle du client.
... Les auteurs en psychologie interculturelle et en sciences de gestion ont montré l'importance des caractéristiques personnelles dans le succès de l'individu à l'étranger (Arthur et Bennett, 1995;Gao et Gudykunst, 1990). Cerdin (1999), sur la base des travaux de Black (1990), de Mendenhall et Oddou (1985) et d'une étude empirique sur les déterminants de l'adaptation des expatriés français, met en évidence six facettes de l'adaptabilité : la volonté de communiquer, la capacité d'ouverture, la confiance dans ses compétences techniques, la capacité de substitution, l'orientation sociale et la capacité de retrait. Toutes ces facettes sont positivement corrélées à l'adaptation, à l'exception de la capacité de retrait, qui est négativement corrélée. ...
... (2) rechercher activement d'information ou de formation, (3) réévaluer psychologiquement la situation et (4) se désengager psychologiquement. Black (1990) souligne que les deux premières stratégies, externes et actives, sont positivement corrélées au succès de l'expatriation. Dans notre recherche, nous reprenons les cinq premières dimensions de l'adaptabilité de Cerdin (1999) auxquelles nous ajoutons la dimension "résistance active au stress". ...
Cette recherche empirique examine l’impact du pays d’origine sur l’adaptation au travail et ses antécédents. L’approche est quantitative. Le modèle de recherche intègre les facteurs organisationnels, individuels et contextuels classiques de l'adaptation et introduit le pays d’origine de l'expatrié comme variable modératrice. L’échantillon est composé de 224 cadres expatriés en Inde : 56 Français, 53 Allemands, 60 Coréens et 57 Scandinaves ont rempli un questionnaire auto-administré. La méthode d’analyse est basée sur des régressions hiérarchiques descendantes avec variable modératrice. Les résultats montrent que le pays d’origine a un effet direct sur l’adaptation au travail et un effet modérateur sur le pouvoir explicatif de ses antécédents. Les implications théoriques et manageriales des résultats de cette recherche sont discutées.
... Lazarova et al. (2010) defined adjustment as affective psychological states that enable expatriates to put more effort into their roles as employees and as partners. In brief, in this study, cross-cultural adjustment was considered as an internal, psychological, emotional state and measured from the perspective of the individual experiencing the foreign culture in line with Black (1990). ...
... These two factors are included in our framework because they are related to a leader's cultural capacity and mindset, which can influence his/her leadership behaviors when working in different cultural settings. Although these factors have been studied in the relevant lines of research, such as global leadership competencies (see, e.g., Bird et al. 2010;Mendenhall et al. 2018), expatriate adjustment (see, e.g., Black 1990;Caligiuri 2000), and leadership & culture (e.g., House et al. 2004;House et al. 2013), their influence on LBA and on the associated adjustment patterns has not been addressed. ...
In this paper, we propose a theoretical framework delineating the conditions under which expatriate business leaders are likely to adjust their leadership behaviors and how leadership behavior adjustment is related to leader effectiveness. The adjustment of leadership behaviors in cross-cultural contexts has been argued to be crucial for the effectiveness of leadership; however, little effort has been made to conceptualize the relationship between leadership behavior adjustment and leader effectiveness. We propose that factors at multiple levels can influence leadership behavior adjustments and that there is a reciprocal relationship between leadership behavior adjustments, leadership behaviors, and leader effectiveness. The theoretical contributions and extensions of the framework and practical implications for expatriate business leaders and multinational companies are discussed.
... Finally, we suggest avenues for future research. the degree to which people fit into a new cultural environment (Gudykunst and Hammer, 1988), which is reflected in their psychological and emotional response to that environment (Black, 1990). In processual terms, adaptation is the process of responding to the new environment and developing the ability to function in it (Kim, 2001). ...
This article systematically reviews the literature (313 articles) on language and communication in international students’ cross-cultural adaptation in institutions of higher education for 1994–2021. We used bibliometric analysis to identify the most impactful journals and articles, and the intellectual structure of the field. We used content analysis to synthesize the results within each research stream and suggest future research directions. We established two major research streams: second-language proficiency and interactions in the host country. We found inconclusive results about the role of communication with co-nationals in students’ adaptation, which contradicts the major adaptation theories. New contextualized research and the use of other theories could help explain the contradictory results and develop the existing theories. Our review suggests the need to theoretically refine the interrelationships between the interactional variables and different adaptation domains. Moreover, to create a better fit between the empirical data and the adaptation models, research should test the mediating effects of second-language proficiency and the willingness to communicate with locals. Finally, research should focus on students in non-Anglophone countries and explore the effects of remote communication in online learning on students’ adaptation. We document the intellectual structure of the research on the role of language and communication in international students’ adaptation and suggest a future research agenda.
... Ward's (1996) acculturation model (see Figure 2.5) identifies two adjustment outcomessociocultural and psychological. Sociocultural adjustment involves the sojourner's behavioural change and ability to 'fit in' (Black, 1990). Psychological adjustment involves the sojourner's affective responses, psychological well-being or emotional satisfaction. ...
p>This ethnographic study mms to extend Kim's (1988, 2001) model of cross-cultural adaptation and Jin's (1992; Jin and Cortazzi, 1993) Cultural Synergy model by providing qualitative data to demonstrate the two-way intercultural adaptation process between Chinese students and British lecturers/students in a MBA programme at 'Weston University' (a pseudonym) in the UK, in both classroom and group communication contexts. The total population of this study is 228 (190 students and 38 academic staff) in 2003-2004. A backgr~und introduction to traditional Chinese culture and academic culture is presented, since cultural distance and academic cultural distance are identified as two underlying factors that influence Chinese students' intercultural adaptation process. Intercultural adaptation is a process of self growth involving one's behavioural, cognitive and affective factors change over time (Kim, 1988,2001; Ward, 1996), and a process of one's cultural identity adaptation from mono cultural to intercultural (Kim, 2001). Meanwhile it is a process of one's intercultural sensitivity development, ranging from ethnocentric to ethnorelative (Bennett, 1986, 1993). This study aims to explore how both Chinese students and British lecturers/students meet each other's academic expectations and adapt to the intercultural academic identity (a mixture of Chinese and British cultures of learning) and how they cope with the dilemma of retaining their original academic identities (and co-national relationship) as well as developing new academic identities - intercultural academic identities (and inter-relationships), based on Berry et al. 's (1988, 1989) acculturation model and Jin's (1992, Jin and Cortazzi, 1993) cultural synergy model. This study accepts an interpretive-qualitative paradigm and adopts ethnography as its research strategy, with an emphasis on the process of participants' intercultural adaptation in the particular cultural contexts. A mixed method or triangulation is adopted as the main data collection method, which involves participant observation, semi-structured interviews, questionnaires and documentary analysis. Grounded theory is the main analysis strategy for generating the new concept and theoretical model. Several analysis methods are employed: episode analysis, transcript analysis, artificial 'dialogue', comparative analysis, and key sentence quote. The research findings indicate that Chinese students and British lecturers/students underwent three-stage adaptation processes in both classroom and group communication contexts, from the initial unfamiliarity and frustration, relatively good relationship, via gradual adaptation but more frustration, less good relationship, to the final stage of gradual adaptation and relaxation (better communication and relationship between those adopting integration strategies, less good communication and relationship between those adopting separation strategies).</p
... Accordingly, they have been shown to explain additional variance in intercultural settings beyond the Big Five (Leone et al., 2005;van der Zee & van Oudenhoven, 2000). Although these intercultural traits are some of the first traits studied in relation to expatriate adjustment (e.g., Black, 1990;Mendenhall & Oddou, 1985) and have garnered renewed interest in recent years (Caligiuri & Tarique, 2012;Peltokorpi & Froese, 2012), previous meta-analytic reviews have not examined these variables. 2 Expatriates with higher levels of cultural flexibility more readily adapt their behavior to new and unknown situations. ...
This meta-analytic review examines the relationship between various dispositional characteristics and expatriate adjustment, including the Big Five constructs and other characteristics that have garnered more recent empirical attention (i.e., cultural empathy/flexibility, cognitive intelligence, emotional intelligence). Using 62 primary studies ( n = 13,060), we found that the Big Five traits play an important role in expatriate adjustment; however, when assessing the relative influence of these predictors, characteristics such as cultural empathy, cultural intelligence (e.g., motivational CQ), and emotional intelligence appear to exert a stronger influence on adjustment outcomes. Various cultural variables (cultural distance, cultural tightness, gender inequality in the host country) and year of publication were found to moderate some relationships, indicating that sociocultural factors may temper some of these effects.
... It is necessary to display the correct verbal and non-verbal behaviour to exhibit culturally acceptable sounds, gestures, and facial expressions to understand cultural differences (Black, 1990). Therefore, a high behavioural CQ person is versatile and able to make good impressions and establish better cross-cultural connections. ...
Globalisation is no longer a new phenomenon in recent years. Many businesses employ eligible expatriates to work in their organisations, including the construction sector. The ability of an expatriate to adapt effectively across cultures is commonly referred to as cultural intelligence (CQ) and cross-cultural adjustment (CCA). Both are cited as essential factors for expatriate performance in the international workplace. Nevertheless, the interrelationship between the CQ of the international construction project team and CCA has mostly been ignored. Hence, this study intended to explore the correlation between CQ and CCA levels among construction expatriates and further investigated the effect of prior international experience on their CQ and CCA level. Spearman rank correlation and Mann-Whitney U test were conducted on the 191 responses accepted. The results revealed their CQ has positively and significantly correlated with CCA, i.e. general, work and interaction, particularly in motivational CQ. Moreover, expatriates' prior international experience in the study domain could lead expatriates to a lower CQ and a lower adjustment level. Respondents with prior international work experience had a higher CQ level. However, the longer the period of previous international work experience, the weaker the cognitive CQ and behavioural CQ. This study can contribute to the predictors affecting the outcome of international assignments that can be employed to select the right applicants to fit into a multicultural project team in the construction industry.
... Sojourners' ethnocentrism may shape the way they perceive and respond to the support provided by people in the host country. Ethnocentrism refers to a bias toward one's own cultural group (Black, 1990). That is, individuals with high ethnocentrism think that their culture is superior and may distinguish oneself from people in other cultures. ...
While the ensuing COVID-19 pandemic has significantly altered individuals’ lives worldwide, it has been perhaps especially disruptive to the lives of sojourners as many have been unable to return home and are absent from their families, a familiar culture, and normal social support systems. While it is important to ask how such individuals can successfully survive in such a crisis, we were interested in extending our knowledge and understanding by asking “how can such individuals move beyond mere surviving to a state of thriving?” In answering this question, we utilized a positive psychology framework to develop a theoretical model wherein we expected higher/lower levels of perceived social support from host country people (i.e., host country support) to result in higher/lower levels of perceived gratitude, which would then result in higher/lower levels of thriving, and ethnocentrism moderated this indirect effect. To test our model, we utilized a sample of sojourners who responded to a survey measuring ethnocentrism (February 2020). We then administered daily surveys measuring perceived host country support, gratitude, and thriving over a nine-day period during the COVID-19 crisis (March 26–April 3, 2020). Results supported the indirect effect of host country support on thriving via gratitude. Further, we found that sojourners with lower levels of ethnocentrism exhibited stronger host country support- gratitude link, hence stronger indirect effect of host country support on thriving via gratitude. We close by offering implications for the existing literature, future research, and organizational practices.
... Work adjustment refers to the degree to which the expatriate employee feels about the job in general and especially to the critical responsibilities attached with the jobs (Lueke and Svyantek, 2000), and that helps increase his/her intention to stay in the job in the foreign country (Black, 1990;Gregersen & Black, 1990). Recent work suggests that expatriate adjustment predicts job satisfaction, interactional & general adjustment (Silbiger et al., 2017), task and contextual performance (Kawai and Strange, 2014;Malek and Budhwar, 2013;Malek et al., 2015). ...
Drawing upon anxiety/uncertainty management (AUM) theory and organization support theory (OST), we developed and tested a model on how globally mobile talent – in this instance, self-initiated expatriates (SIEs) - stay and perform well in the organization. We collected data from 276 superior-subordinate dyads, which were analyzed using structural equation modeling (SEM). Our results suggest that role clarity mediates the influence of perceived organizational support and work adjustment. Furthermore, we found that work adjustment mediates the influence of role clarity on task performance and organizational citizenship behavior. We draw out the implications for advancing theory and practice in expatriate management.
... Items were obtained from existing scales. The degree of consumer COP focused on two main proportions: consumers' intimacy and interest of foreign culture and people, and were adopted from Black's (1990) scale. For consumer WMD, we focused on the economic dimension of WMD. ...
Purpose: This study examines the relationships between cultural openness, world-mindedness (WMD), product-country image (PCI) and the purchase intentions of South African consumers situated in the South African marketplace. In addition, distinctions between PCI and the purchasing intention (PI) concerning smartphones made-in South Korea and China are analysed and discussed as in relation to the South African consumers.
Design/methodology/approach: Constructs were measured using a self-administered survey conducted on 355 South African consumers residing in South Africa. A multivariate analysis was conducted to distinguish the differences between South African consumers’ perceptions of PCI along with purchase intention towards smartphone products from South Korea and China. Thereafter, the study hypotheses were examined using a structural model for consumer perceptions towards South Korea and China.
Findings: The results from the study confirm that both consumer cultural openness and WMD increase the purchase intention and the PCI towards Korean smartphones, whilst only WMD increased the PCI together with the purchase intention towards Chinese smartphones. Findings from the study also suggest that PCI has a considerable effect on the purchase intention of both Korean and Chinese products.
Practical implications: This study expects to provide practical marketing knowledge to organisations hoping to understand the South African marketplace when developing and promoting further their PCI and enhancing the PI of their products.
Originality/value: This study presents nascent literature on research surrounding the country-of-origin effect in a multicultural African context. It fills an important gap by providing greater clarity with regard to South African consumer purchase intention.
... However, Caligiuiri (2000) and Ang et al. (2007) concluded that these five traits do not determine effectiveness in cross-cultural communication or exercising cultural intelligence. Beyond these five, the following personality traits and attitudes have been among the most frequently cited in the literature as integral to ICC and interchangeable terms: open-mindedness, empathy, sociability/extraversion, absence of ethnocentrism, self-confidence, tolerance of uncertainty, attributional complexity, and emotional stability (e.g., Black, 1990;Johnson et al., 2006;Li, 2020;Yeke & Semerciöz, 2016). Even though researchers and practitioners have invested efforts toward identifying and analyzing such personality traits, ambiguity still exists, including a lack of consensus, and the need to identify traits for ICC within extension education contexts. ...
The rapid diversification of workforces and client stakeholder groups has prompted a growing emphasis on diversity, equity, and inclusion as a critical component of professional development across industry sectors. While the proliferation of intercultural competence training models has increased awareness among employers and workforces, the competencies advocated in these models may not always be relevant to an organization or institution’s operational context. This study addresses the need for contextually grounded intercultural competency models targeted to extension education contexts. Using a three-phased Delphi approach, data were gathered from a panel of 36 intercultural competency experts. The panel identified nine personal traits thought to be critical for the recruitment and development of culturally competent extension educators. The authors explain how these results may be used to recruit extension educators with traits conducive to engagement with a broad audience of stakeholders using culturally sensitive and responsive techniques. Given the distinct processes by which different components of intercultural competence are developed, we recommend specific measures and techniques administrators can utilize to recruit and develop extension educators who possess the agreed-upon intercultural personality traits.
... Positive regards refers to the ability to view other cultures and people from those cultures in a positive way, to avoid stereotyping and to be non judgmental about new ideas and behaviors. The obverse of this competency is referred to as ethnocentrism ( Black, 1990;Schaffer & al, 2006). ...
... 1. Interpersonal relationships between expatriates and host-country nationals Stening and Everett (1980), Stening, Everett, and Longton (1983), Everett and Stening (1983), Stening and Everett (1984), March (1993), Thomas and Toyne (1995), Watanabe and Yamaguchi (1995), Wingrove (1995), Yeh (1995), Rao and Hashimoto (1996), Selmer (1996), Selmer (1997), Watanabe (1998), Leung, Wang, and Smith (2001), Yu and Meyer-Ohle (2008), Shimoda (2013), Ng, Ang, and Tee (2015) 2. Managerial styles of expatriate managers Everett, Stening, and Longton (1982), Negandhi, Eshghi, and Yuen (1985), Rao, Hashimoto, and Rao (1997) 3. Roles of expatriates Smetanka and Murray (1985), Delios and Bjorkman (2000), Paik and Sohn (2004), Hébert, Very, and Beamish (2005), Dutta and Beamish (2013), Pudelko and Tenzer (2013), Hong, Snell, and Mak (2016), Cordeiro, Ogasavara, and Masiero (2017) 4. Expatriation/repatriation/adjustment/ adaptation Black (1990), Stening and Hammer (1992), Nicholson and Imaizumi (1993), Black (1994), Schneider and Asakawa (1995), Kanno (2000), Simeon and Fujiu (2000), Miyamoto and Kuhlman (2001), Takeuchi, Yun, and Russell (2002), Takeuchi, Yun, and Tesluk (2002), Takeuchi, Lepak, Marinova, and Yun (2007), Zhou andQin (2009), Yamazaki (2010) 5. Expatriate staffing of Japanese firms (Kopp, 1994), Beamish and Inkpen (1998), Matsuo (2000), Legewie (2002), Beechler, Pucik, Stephan, and Campbell (2005) (2015), (Bebenroth & Froese, 2020) 6. Expatriate management of Japanese firms Osman-Gani (2000), Tungli and Peiperl (2009) 7. Expatriate work outcomes and work-related consequences Fukuda and Chu (1994), Gregersen and Black (1996), Shaffer, Harrison, Gregersen, Black, and Ferzandi (2006), Lu and Lee (2008), Ishii (2012), Okamoto and Teo (2012), Kawai and Strange (2014), Furusawa and Brewster (2016) 8. Learning of Japanese expatriates Wong (2001) ...
Japanese firms and their management practices (including those related to expatriate management) have been of interest to international business researchers for decades. The international human resource management literature highlights the critical role expatriates' family play in the success or failure of global assignments. However, this issue has not been prominent in the literature on Japanese expatriates, despite the emphasis on collectivism and culture. This study uses the integrative literature review method to consolidate the research on Japanese work practices and expatriation issues in Japanese multinational enterprises, with emphasis on Japanese family issues in expatriate management. Using family systems theory as the analytical lens, we identify themes that have been covered in the literature on Japanese global assignees and their families. Current gaps in the literature are highlighted, and we provide a future research agenda with broad themes that can contribute to the academic writing and practices of Japanese expatriate management.
... Relative to expatriates who adjust well (i.e., gain familiarity and psychological comfort with the host environment; cf. Black, 1990), maladjusted expatriates perform worse and are more prone to psychologically withdraw from and/or terminate the assignment (Caligiuri, 1997;Shaffer & Harrison, 1998). Because such negative outcomes are extremely costly in terms of business disruption, wasted funding for relocation expenses, and human capital losses for the manager and the organization, it is no surprise that much research has been devoted to identifying factors that increase expatriates' adjustment. ...
In order to adjust, expatriates working abroad must form network ties in the host country to obtain critical informational and emotional support resources. We present a five-stage process model that delineates how expatriates form adjustment-facilitating support ties in a culturally unfamiliar context. We then provide propositions about how the progression of each stage is influenced by various expatriate-, actor-, and context-related factors. We conclude by discussing our model's implications for future research and managerial action.
... This will be carefully observed, because an expatriate who doesn't like his or her international task will start searching for work abroad. In contrast, numerous scholars have described the degree of psychological satisfaction of an individual with certain aspects of their new environment [29][30][31]. ...
The workforce of growing globalization has led to a large number of expatriate employees working overseas for short term employment. An expatriate assignment is strongly correlated with a variety of difficulties that affect expatriates' adjustment abroad. Therefore, the aim of this article is: (1) to determine the challenges encountered by Chinese expatriates in Pakistan and (2) to determine the role of cross-cultural training for a successful international assignment. The paper adopts a qualitative approach by conducting semi-structured interviews; the interviews were conducted with 22 males and eight females, forming a total of 30 Chinese employees with the average age of 34.5 years, working in different Chinese organizations in Pakistan in 2018. The findings of this study revealed that the most significant challenges faced by Chinese expatriates in Pakistan were cultural differences and language barriers in both work and non-work factors, whereas, those Chinese expatriates who were trained through formal and informal learning techniques could facilitate their cross-cultural adjustment.
... Adjustability. Based on the works of and Black (1990), recent studies (Cerdin, Chandon andWaxin 1999, Waxin, 2004) have identified six dimensions of the expatriate's adjustability, each one being measured by a battery of items. The dimensions are confidence in their own technical competencies, social orientation, willingness to communicate, substitution capacity, cultural openness, and stress resistance. ...
LEARNING OBJECTIVES
Throughout this chapter, the student will be exposed to:
• The different approaches to staffing foreign operations
• The reasons for using international assignments: position filling, sharing and transferring knowledge, developing employees, and controlling and coordination of international activities
• The different categories of international personnel: parent country, host country, and third country nationals, impatriates
• The different types of international assignment for parent country nationals: expatriates, short-term assignees, international commuters and frequent flyers, global managers, and high potentials.
• The different steps of the strategic management of international assignments: strategic planning and job analysis, recruitment, selection, preparation to transfer, cross-cultural adjustment and organizational support, performance appraisal, compensation, repatriation, and retention.
International managers constitute valuable resources that organizations do not always use to the best of their potential. Further, senior managers assigned to positions in foreign subsidiaries do not always live up to their bosses’ expectations. When they succeed in their international assignments, they often leave the organization upon returning to their country of origin. Organizations can reverse this trend by encouraging managers’ international mobility, through better planning of assignments, better recruitment and selection practices for international assignments, better pre-departure preparation, better performance management, and better management of the return of their international managers.
The following challenges are associated with the strategic management of international assignments:
• Assigning the right kind of international manager to the right position, at the right time
• Designing international HR practices for balancing generic and local needs on the one hand, and control, coordination, and autonomy needs on the other
• Establishing balance between global competitiveness and reactiveness to the local environment’s peculiarities
• Identifying the needs for international personnel with a high degree of precision
• Strategic management of international assignments and of international personnel at the lowest cost: what type of international employee must be chosen, and to fulfill which position? Which type of contract must be drafted?
In the following sections, we will first look at the different approaches to international staffing, the reasons for using international assignments, and the different types of international employees. Then, we will propose a model for the strategic management of international assignments. Finally, we will look at the role played by women in the global arena.
... Most of the researchers have concluded that expatriates those are having maximum performance and those are well adjusted in foreign countries are having some personality characteristics. (Wilson& Dalton, 2000;&Oddou & Mendenhall, 1985;Caligiur, 2000b;Mol,2005;Shaffer,2006;Black, 1990). It's all depends on the personality traits of expatriates that how much he indulge himself in new culture for learning new norms, gathering cultural information, and making news relations and network in host country. ...
... For example, Holopainen and Bjorkman (2005) utilisation of knowledge about the new environment, the ways host nationals think, the behavioural norms, and the way in which foreigners are expected to behave (Black, 1990 Hofstede (2006) understanding of other languages is almost a necessary, albeit insufficient, condition for the understanding of the phenomenon of culture. It is not a necessity for the expatriate to learn the language, because most of Egyptians do speak good English. ...
The objective of this research study is to determine reasons for expatriates' failure in the hospitality industry in Egypt. This study also examines and rationalizes the implications of cultural differences in the Egyptian hospitality industry. A methodological framework was tailored to suit the nature of this qualitative research study. Two interview formats were designed to collect data from expatriates and local senior managers working in the hospitality industry in Egypt. Data were analysed using the NUDIST software and results were obtained. The results indicated that failure of expatriates in the hospitality industry in Egypt can be attributed to factors that have been categorised as organisational culture related factors; societal culture related factors; and other culture unrelated factors. Results also indicated that the effect of organizational culture on the high rate of expatriates' failure in Egyptian hotels is stronger than that of societal culture and other culture unrelated factors.
... A growing number of research has investigated the impact of individual and organizational and contextual factors on cross-cultural adjustment (Huff et al., 2014). Individual factors include personality traits (Huang et al., 2005;Huff et al., 2014;Peltokorpi and Froese, 2012), personal characteristics (Black, 1990), goal orientations (Gong, 2003), locus of control (Lii and Wong, 2008), language skills (Kim and Slocum, 2008), cultural intelligence (Huff et al., 2014;Lee and Sukoco, 2010;Malek and Budhwar, 2013;Wu and Ang, 2011) and emotional intelligence (Koveshnikov et al., 2014;Wechtler et al., 2015). Organizational and contextual factors include cross-cultural training (Okpara and Kabongo, 2011;Osman-Gani and Rockstuhl, 2009), spousal and family support (Black and Stephens, 1989), organizational support (Caligiuri et al., 1999), cultural similarity (Shaffer et al., 1999) and international experience (Chang et al., 2013). ...
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.
... Cultural adjustment is defined as the degree to which human beings are psychologically comfortable with diverse facets of a new culture (Black, 1990;Kraimer, Takeuchi, & Frese, 2014). Individuals who are better adjusted to a novel culture have greater acceptance of the new norms and behaviors in the host culture. ...
For international students, adjusting to the culture of their host country is an essential and challenging task, and previous research has inquired into factors that relate to better adjustment of such students. The current study investigates the possible role of intergroup ideology of polyculturalism in international students’ cultural adjustment, and the effect of cultural distance to this relationship in international students in the University of Macau using a quantitative cross-sectional survey approach. We surveyed 319 international students from different countries that varied in cultural distance from Macau and asked about their endorsement of polyculturalism and their current cultural adjustment. Results showed that who have the greater endorsement of polyculturalism adjusted to the host culture (Macau) better. Multiple regression analysis showed that who had greater endorsement of polyculturalism and came from lower cultural distance societies adjusted to the host culture (Macau) better. Moreover, cultural distance acted as a moderator between polyculturalism and cultural adjustment; specifically, the positive association between polyculturalism and cultural adjustment was observed only when the cultural distance was low. Implications and future directions for theory and practice are discussed.
... Therefore, expatriate with high EI would also be able to interpret others' moods correctly and have a higher chance to form a close relationship and getting social support in general especially communicate with local in host country. For instance, they will like to spend more time with locals and try to understand their culture and emotions (Black, 1990). ...
... Therefore, expatriate with high EI would also be able to interpret others' moods correctly and have a higher chance to form a close relationship and getting social support in general especially communicate with local in host country. For instance, they will like to spend more time with locals and try to understand their culture and emotions (Black, 1990). ...
... According to Chen (2015), a multicultural aspect is important in cultural adjustment; this is reflected in the way a person learns from mistakes or things related to the ability to learn new things. Black (1990) further explains that intercultural competence contributes to someone's career. ...
Teachers play a major role in the cultural-oriented and tolerant development character education considering the fact that teachers interact with students the most. This paper investigates the role of certified teachers in character education in promoting cultural-oriented development and tolerance. The results reveal that the competence of the certified teachers positively contributes to the character education in conceptualizing the values above. In providing in-depth insight regarding the contribution of the 21st-century teachers, it is concluded that the certified teachers have attempted to promote character values to the students to conceptualize a cultural-oriented development and promoting tolerance.
... Communication skills may be the most important competencies for international assignments (Seak and Enderwick, 2008). Black (1990) operationalized the concept of willingness to communicate, and Cerdin (1999) refined it, finding that willingness to communicate, was positively related to expatriate adjustment, and Mol et al., (2005) found it to be positively related to expatriate performance. Confidence in one's technical ability. ...
Purpose
The purpose of this paper is to examine the direct impact of individual variables (cultural openness, social orientation, willingness to communicate, confidence in own technical abilities, active stress resistance, prior international experience) on expatriate time to proficiency (TTP); and the moderating effects of the home country on the relationships between these individual variables and expatriate TTP.
Design/methodology/approach
The authors use a quantitative, self-administered questionnaire to gather data from assigned expatriates from different countries in India, analysed through partial least squares.
Findings
The findings show that, first, four individual variables, i.e. social orientation, willingness to communicate, confidence in technical abilities and active stress resistance reduce expatriate TTP in the global sample. Second, the individual antecedents of expatriate TTP vary significantly across home countries.
Research limitations/implications
The results confirm the importance of individual antecedents in explaining expatriate TTP and the importance of context in the study of expatriates’ cross-cultural effectiveness. The authors also propose new, shorter measures for the individual antecedents.
Practical implications
The practical implications for HRM professionals relate mainly to selection and cross-cultural training. Expatriates may also get a better understanding of the individual and contextual variables that impact their TTP.
Originality/value
The authors show that individual antecedents interact with context, here home country, to predict expatriate TTP in an under-researched host country, India.
... Besides that, personality traits [6], communication and interpersonal skills [31], [32], [17], language proficiency [33] and previous international experience [34], [8] are also found to affect expatriate adjustment. Cultural distance or cultural dissimilarity has been another important factor in predicting adjustment [35]- [37] as does linguistic ability, general knowledge about host culture and quality of interaction with host nationals [38]. ...
The stress experienced by expatriates is usually caused by the inability to adjust to the host culture, which largely results from their lack of social skills needed in dealing with the new cultural environment. Thus, the main purpose of this study is to identify the predictors of cross-cultural adjustment among expatriates in Malaysia, by focusing on expatriates in hotel industry. The findings from the study could help clarify the overgeneralization made of data which are usually based on certain locations and groups of expatriates. Two hundred and three expatriates participated in the study. Personality, language ability, previous international experience, training, human resource support, social support, culture distance and family adjustment were analyzed using the multiple regression analysis to determine the predictors of adjustment. The data, which was drawn from a drop and collect method, self-administered questionnaire, revealed that social support and family adjustment were the most influential predictors of hotel expatriate adjustment. The findings also suggest that overgeneralizations of findings across disciplines are rather inappropriate. Detail discussions on the methods, findings, limitations, and suggestions for future research are presented in the paper.
... Examples of dynamic C/C include cultural flexibility or adaptation (Shaffer et al., 2006), tolerance for ambiguity (Furnham and Ribchester, 1995), reduced ethnocentrism (Black, 1990), cultural intelligence , global mindset (Gupta and Govindarajan, 2002), and strategic thinking (Dragoni et al., 2014). Research has shown that these dynamic C/C are needed by expatriates to work efficiently in unfamiliar international environments (Shaffer et al., 2006). ...
Le multiculturalisme est une nouvelle ère de mondialisation et la diversité culturelle est inévitable, mais cette diversité peut ajouter de la valeur aux entreprises. À l’avenir, il y aura une relation de plus en plus étroite entre la mondialisation, la diversité culturelle, le management opérationnel et la gestion des relations avec les parties prenantes.Le sport est caractérisé par une concurrence féroce. Les organisations sportives sont de plus en plus contraintes de transposer les pratiques managériales présentes dans les entreprises et d’adopter les caractéristiques opérationnelles et structurelles des entreprises commerciales. La pression pour atteindre les objectifs économiques et la concurrence exercée par les organisations sportives a encouragé les dirigeants sportifs à considérer les outils et les concepts appliqués dans les affaires tels que la culture organisationnelle. Contrairement à d’autres domaines d’activité, le sport présente certaines particularités. La plupart du temps dans le sport, une seule organisation peut atteindre son objectif de remporter la compétition, et les situations dans lesquelles plusieurs équipes atteignent leur objectif sont rares. Toutes les équipes, quel que soit le sport et quel que soit le niveau de ressources disponibles, essaient de gagner chaque match et chaque compétition. Aucune équipe qui se respecte n’entre sur le terrain avec l’idée de perdre. Ainsi, au fil du temps, il y a eu des exemples d’organisations qui, avec des ressources minimales, ont réussi à dépasser dans les classements et les organisations de compétitions avec des ressources beaucoup plus précieuses.Tout d’abord, la question du management multiculturel prend de plus en plus d’importance à mesure que la société se mondialise de plus en plus. Ainsi, dans le contexte de la mondialisation, de plus en plus d’individus différents doivent travailler ensemble et former une équipe, et cet aspect est de plus en plus visible dans le sport.Deuxièmement, chaque société et chaque organisation ont besoin de règles pour fonctionner dans un environnement optimal. Ces réglementations doivent être proposées par un organe décisionnel légitime, qui donne confiance à ceux qui sont sous l’influence de ces réglementations. Dans une société de plus en plus mondialisée, il y a à la fois des réglementations internationales et nationales, et celles-ci peuvent influencer positivement ou négativement l’activité des organisations sportives multiculturelles. Par exemple, il y a des réglementations nationales qui exigent un nombre minimum de joueurs locaux ou interdisent l’accès des joueurs qui n’ont pas joué pour leur équipe nationale. D’autre part, il y a des réglementations qui facilitent l’obtention plus rapide d’une citoyenneté ou des réglementations qui interdisent les confrontations sportives entre certains pays ayant connu des conflits historiques.
Diverse meanings of culture can be held by dance studio teachers which can influence their perceptions and responses to cultural difference. Through critical analyses of the dance studio teachers’ narratives, this chapter:
Examines the relevance of cultural difference for the dance studio teachers and highlights emerging issues around surface-level, stereotypical and binary perspectives.
Reveals the different meanings of culture held by the dance studio teachers’ in relation to ethnicity, nationality, and behaviour.
Discusses the dance teachers’ aspirations to be open towards and understand cultural difference within dance studio classes.
KeywordsCultural differenceOpennessCultureDance studioDance teacher
Job transfers within the country can lead to adjustment issues, similar to what expatriates face, especially in the case of highly diverse countries, where a host of sub-cultures exist with distinct cultural practices within a single national culture. Intra-national variations in terms of language, ethnicity, food, clothing, economic development, geographic regions or urban-rural differences can be as significant as cross-cultural differences and cause barriers to social integration. Thus, it becomes important to equip employees with cross-cultural capabilities when they are deployed to a culturally distinct part of the country. The purpose of this study is to investigate the role of cultural intelligence (CQ) as a critical capability that can enable the cross-cultural adjustment (CCA) of employees in a domestic context. Participants of this study consisted of employees from the information technology sector of India, who were transferred to a different state within the country in the past 1-month. They were further categorized into those working in culturally homogenous versus heterogeneous environments. Data were gathered using a structured questionnaire. The hypotheses under study were tested using structural equation modeling. The results indicated that CQ enabled the adjustment of employees within the domestic context. Furthermore, the CQ-CCA relationship was found to be positively moderated by intra-national diversity. While the ability of CQ to predict outcomes in cross-cultural scenarios has already been explored in employee mobility literature, this paper addresses the issues of intra-national diversity and domestic adjustment within the CQ framework, and establishes the usefulness of CQ to overcome the challenges put forth by intra-national differences and within-country cultural variations.
The purpose of this paper is to examine underlying factors that hinder the expatriate experience and the ways quality‐controlled training methods can be delivered to them in order to acclimatize into different cultures. Companies see transatlantic business expansion as a critical piece of their agenda in the quest for greater market share. In this environment, the Human Resource professional is a consultant, tasked with stripping away the transactional approach to managing the expatriate process and replacing it with systems, policies and programs. An integrated learning and development plan can support the preparatory obligations from the perspective of the company.
This study explores 134 articles on agility and flexibility research published in the top-nine international business (IB) journals. Accordingly, we critically analyze, map and structure flexibility and agility research in IB, and synthesize the findings into an integrative framework. The paper identifies a wide range of definitions of the concept and a lot of work on its conceptualization. However, studies at the individual and institutional levels of analyses are scarce, and the concept is under-theorized, as there is a dearth of real theoretical underpinnings in this research stream. Thus, in addressing this gap, more qualitative and interdisciplinary research is needed.
This study investigated the relationship between emotional intelligence and intercultural sensitivity of international students and chinese students in a university of china. A total 233 students participated. 122 students were chinese and 111 students were international students. English version of wong and law emotional intelligence scale (WLEIS), and chen and starosta's (2000) intercultural sensitivity scale (ISS) were directly used to measure the emotional intelligence and intercultural sensitivity of international students while they were translated into chinese for chinese students. The results showed that there were no significant differences in emotional intelligence and intercultural sensitivity based on gender, foreign experience and length of stay in china. International students were significantly higher in both emotional intelligence and intercultural sensitivity than chinese students after controlling for age differences and educational level. Emotional intelligence was positively correlated with intercultural sensitivity and it had 52.5% predictive ability on intercultural sensitivity.
This study investigated the relationship between emotional intelligence and intercultural sensitivity of international students and chinese students in a university of china. A total 233 students participated. 122 students were chinese and 111 students were international students. English version of wong and law emotional intelligence scale (wleis), and chen and starosta’s (2000) intercultural sensitivity scale (iss) were directly used to measure the emotional intelligence and intercultural sensitivity of international students while they were translated into chinese for chinese students. The results showed that there were no significant differences in emotional intelligence and intercultural sensitivity based on gender, foreign experience and length of stay in china. International students were significantly higher in both emotional intelligence and intercultural sensitivity than chinese students after controlling for age differences and educational level. Emotional intelligence was positively correlated with intercultural sensitivity and it had 52.5% predictive ability on intercultural sensitivity.
Purpose: Despite the strong impact of cultural distance in international contexts, it has not yet received fair attention in the literature on expatriates in general, and from hospitality expatriates in the Middle East in particular. Drawing on the cultural distance perspective, this study examined the influence of cultural distance on hospitality expatriates' cultural adjustment, job satisfaction, and turnover intentions in the Middle East as a rapidly growing hospitality market. Originality/value: Investigating the influence of cultural distance on hospitality expatriates in the Middle Eastern countries is the distinguished exception of the present study than the general norm. Relevance of the topic: Expatriates' perceptions of cultural differences between the parent and host country may significantly impact their personal interaction with the locals and their adjustment in the foreign society, which may subsequently influence their performance and turnover intentions. Given that the Middle East hospitality industry is growing tremendously, and given that cultural distance can affect expatriate experience in this region due to the difficulties that those expatriates encounter in attaining insights on social cues and creating a shared understanding with Middle Eastern nationals, the results of this study can be used as reference for international hospitality companies to better manage their expatriates around the world in general, and in the growing Middle East region in particular. Design/methodology/approach: An online survey was conducted using Qualtrics. A total of 217 surveys were received from expatriates working in hospitality industry in Middle Eastern countries, with 63 usable participants used in analysis. Key findings: Multiple regression analyses results indicated that cultural distance exerts a significant effect on hospitality expatriates' cultural adjustment and job satisfaction in the Middle East. Cultural adjustment also has a significant effect on job satisfaction and turnover intentions. Moreover, job satisfaction was found to have a significant effect on turnover intentions.
This study was conducted to develop a scale which can measure the Korean culture adjustment of Chinese workers employed in Korea. In the study 1, we selected 4 sub-dimensions and 24 questions that measure the characteristics of Korean culture adjustment through literature review and in-depth interviews. In the study 2, we conducted surveys on 405 Chinese workers to verify the constructs of the Korean culture adjustment scale. Subjects were divided into the two groups of Korean Chinese and Han Chinese, exploratory analysis was conducted in Exploratory Structure Equation Model frame. If sub-divisions are observed by group, the Korean Chinese group showed a 3 dimensional (adjustment to occupational environments, adjustment to living environments, psychological adjustment) structure and the Han Chinese showed a 4 dimensional (adjustment to occupational environments, adjustment to living environments, psychological adjustment, communicational adjustment) structure. In particular, communicational adjustment was a factor drawn only from the Han Chinese through factor analysis. This implied that the reason is because the language used by the Korean Chinese is similar to the Korean language. In the study 3, multi-group analysis was performed to observe whether a measurement model of the Korean culture adjustment scale can generalize or differentiate between groups. As a result, equal interpretation between groups was possible for questions forming coidentity. The Korean culture adjustment scale developed in this study is significant in that it can assess the unique Korean culture adjustment of Chinese workers.
The purpose of this study was to examine whether prejudice was the mediator between ethnocentrism and interethnic discrimination. A survey was conducted at a university in Surabaya which has a multicultured student population (N = 300) recruited using incidental sampling. Data were collected using discrimination, ethnocentrism, and prejudice questionnaires. The hypothesis was tested using regression analysis with simple mediation. Results showed that prejudice was the mediator between ethnocentrism and discrimination (t = 12.637; p < .01); meanwhile ethnocentrism was not a predictor of discrimination when prejudice was controlled (t = 1.444; p > .05). Results also provide a suggestion to ethnic group members to be more open and control their prejudice toward other ethnic groups in order to grow positive inter-ethnic relationships.
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