Expatriate Personality: Facet-level Comparisons with Domestic Counterparts (original) (raw)

Personality And Expatriate Performance: The Mediating Role Of Expatriate Adjustment

Journal of Applied Business Research (JABR), 2010

This paper investigates the relationship between personality and job performance, and the mediating role of cross-cultural adjustment (CCA) in that relationship. Based on sample of 332 expatriates working in Malaysia, personality predicts job performance, and both the interaction and work adjustment mediates the relationship. The findings of this study contributes to the body of knowledge in the cross-cultural management field as well as practical implication to expatriating firms especially in the area of selection of international candidates.

THE BIG FIVE PERSONALITY CHARACTERISTICS AS PREDICTORS OF EXPATRIATE'S DESIRE TO TERMINATE THE ASSIGNMENT AND SUPERVISOR‐RATED …

Personnel Psychology, 2000

Applying the evolutionary theory of personality, this study proposed and tested the hypotheses that each of the Big Five personality characteristics (Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness or Intellect) predict two criteria of expatriate success: (a) desire to prematurely terminate the expatriate assignment, and (b) supervisor-rated performance on the expatriate assignment. The participants were 143 expatriate employees (and 94 supervisors) from a U.S.-based information technology company. Results from correlation and regression analyses suggest that Extroversion, Agreeableness, and Emotional Stability are negatively related to whether expatriates desire to terminate their assignment. Conscientiousness is positively related to the supervisor-rated performance on the expatriate assignment. Practical implications for expatriate management (e.g., self-selection) are given.

Effects of personality traits (big five) on expatriates adjustment and job performance

Equality, Diversity and Inclusion: An International Journal, 2013

Purpose -Researchers have been focusing on the predictors of expatriates adjustment and job performance at different levels (individual level, organizational level, and societal level) but still some of the predictors have been ignored or unclear in the expatriate literature. The purpose of this paper is to examine the effects of personality traits (big five) on expatriates adjustment and job performance. Design/methodology/approach -In this regards, data were collected from 201 expatriates working in Malaysia and analyzed by using structural equation modelling with Amos 16. Findings -The findings of this study indicated that personality traits (big five) which include extroversion, openness to experience, agreeableness, conscientiousness, and neuroticism positively influence expatriate adjustment which further influence expatriate performance rated by peers. In other words, expatriates adjustment (work, interaction, and general) mediate the relationship between big five personality traits (extroversion, openness to experience, agreeableness, conscientiousness, and neuroticism) and expatriates job performance (task, relationship building, and overall performance).

You Can Take It With You: Individual Differences and Expatriate Effectiveness

Journal of Applied Psychology, 2006

Currently, there is little consensus on the requisite individual differences, or the content of effectiveness criteria, for international assignees. This paper describes the collaborative efforts of two teams of researchers who were independently investigating the effects of stable personality traits and dynamic behavioral competencies on the same, three-dimensional structure of effectiveness: psychological (cultural, interaction, and work) adjustment, assignment withdrawal cognitions and (contextual and overall task) performance. Extending a model of cross-culturally relevant individual differences developed by , we describe the results of model tests in three studies. Study 1, using multi-source data from a multinational sample of 182 expatriates stationed in Hong Kong, and matched pairs of their spouses and work colleagues, examined the predictiveness of the "Big Five" personality traits. Study 2 tested the outflow of four dynamic competencies (cultural flexibility, task and people leadership orientation, and ethnocentrism) with self-report data from a sample of 309 Korean expatriates posted around the world. Study 3 was a longitudinal replication of Study 2, using pre-departure and on-assignment data from Japanese expatriate managers sent to overseas positions. Results of correlation and regression analyses testing the direct and indirect effects of individual differences on effectiveness indicated that they had a widespread impact, in a pattern that is sharply divergent from the domestic selection literature. The importance of traits and competencies as differential predictors of adjustment, withdrawal, and performance has implications for both selection and training of expatriates.

Validity of Big Five Personality Traits for Expatriate Success: Results from Turkey

Managing expatriates: Success factors in private and public domains, 2018

Despite decades of research on individual and environmental factors that support expatriate success, knowledge of the validity of personality traits for expatriate adjustment and job performance remains nascent. In this study, we report validity results for broad Big Five and compound personality traits for a sample of 220 expatriates working in Turkey. We examine personality relations with both international adjustment and host country nationalrated job performance. We find patterns of validity similar to those observed for domestic managers. We discuss implications for expatriate selection and theories of international job performance.

Expatriate Assignments: Understanding the Skill, Ability, Personality, and Behavioral Requirements of Working Abroad

2003

It is often assumed that adjustment to the local working environment is essential for expatriate assignments. As such, it is surprising there is little empirical research identifying how skill, ability, and personality requirements might differ between expatriate and domestic jobs and how cultural values are related to expatriate behaviors. In a large sample of professionals (N = 1,312) working in comparable jobs in 156 different countries, we found higher social and perceptual skill requirements in expatriate jobs. In two sub-samples (n = 420 and 468), we found that expatriate jobs also have higher reasoning ability and adjustment and achievement orientation personality requirements than domestic jobs. We also found that expatriate behavioral requirements vary in theoretically meaningful ways with the host country's culture.

Are women "better" than men? Personality differences and expatriate selection

Using data from 1,080 study participants, this study simulates a hiring scenario in which personality measures are used to screen candidates for a hypothetical expatriate (expat) position. On the basis of recent research indicating that selected "big five" personality variables are related to expat assignment success, an expatriate composite score was computed-based on NEO personality inventory and Hogan personality inventory scale scores. Across these two personality instruments, four samples, and eight selection ratios, a greater proportion of women versus men are consistently "selected". Statistical tests confirm that the use of personality criteria results in gender being significantly associated with selection outcomes. These results are consistent with arguments that women are dispositionaUy advantaged with respect to international assignments. These findings contrast sharply with extant evidence indicating that women hold relatively few expat positions.