Cross-Cultural Adjustments and Expatriate’s Job Performance: A study on Malaysia (original) (raw)
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Expatriates adjustment and job performance
International Journal of Productivity and Performance Management, 2013
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Expatriate Cross-Cultural Adjustment in Selected Multinational Company in Malaysia
International Journal of Academic Research in Business and Social Sciences, 2020
Expatriate and expatriation have become a norm in today's business environment where business operations transcend beyond national border. Globalization had provided the opportunity for entrepreneurs and corporations to expand their market and fulfilled the potential for growth in other geographic area. The study aimed to discuss the elements that influenced expatriate cross-cultural adjustment during their international assignment in Malaysia. A theoretical framework consisted of three variables; personality traits, cultural intelligence and spousal/family support was developed. The fundamental question addressed in this study was to determine the factors that influenced expatriate cross-cultural adjustment. The research objective was to examine the relationship between the personality traits, cultural intelligence and spousal/family support towards expatriate cross-cultural adjustment. Expatriates that are employed in multinational corporations (MNCs) and had resided in Malaysia for a period of more than six months were chosen as respondents for the study. Data were collected through questionnaire distributed to 103 expatriates using nonprobability sampling. Statistical methods conducted to analyze data included frequency, reliability and multiple regression analysis. Based on the analysis, the findings indicated that personality traits and cultural intelligence had a significant and positive relationship toward expatriate cross-cultural adjustment.
Effects of individual characteristics on expatriates' adjustment and job performance
European Journal of Training and Development, 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 develop a comprehensive framework in order to better understand the role of individual factors in expatriate adjustment and job performance. Design/methodology/approach-The review of past research is used to develop a conceptual framework. Findings-This conceptual paper provides theoretical ground for individual factors which include Big Five, self-efficacy, previous international experience, cultural sensitivity and social network and proposes that expatriate adjustment (work, general and interaction adjustment) mediates the relationship between individual factors (personality traits (Big Five), self-efficacy, previous international experience, cultural sensitivity and social network) and expatriate job performance (rated by peer and supervisor). Practical implications-This paper also provides practical implications for the managers and professionals involved in expatriates' selection, training and performance management. This paper suggests that managers involved in selection of candidates for international assignment should consider personality traits, level of self-efficacy, previous international experience, social network and cultural sensitivity at the time of selection of candidates for international assignment. Furthermore, managers should design pre-departure training programs in a way that enhances candidates' self-efficacy level, overcomes cultural sensitivity, and motivates them to expand social network. Finally, managers should explain to the candidates how they can use their personal skills and knowledge to gain work, general and interactions adjustment in order to achieve job tasks. Originality/value-The proposed framework is developed based on the past theoretical review in order to cover the gap and contribute to the body of knowledge in expatriate literature. Based on the proposed framework, this paper invites researchers to empirically test the suggested propositions in order to further strengthen and develop understanding about individual factors including Big Five and other expatriates' adjustment and job performance predictors.
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).
Procedia - Social and Behavioral Sciences, 2014
This study looks at the adjustment of self-initiated academic expatriates working at one of the public universities in Malaysia. The main aim of the research is to investigate the relationship between Multicultural Personality Questionnaire (MPQ) and the expatriate's personal, professional and social adjustment. The MPQ consists of five dimensions-cultural empathy, openmindedness, social initiative, emotional stability and flexibility. One-hundred and one questionnaires were distributed to selfinitiated academic expatriates attached to various departments at the university. Results show that the MPQ predicts all three types of adjustment. Apart from the results, the discussions and limitations of the study are also presented in the paper.
This paper differentiates between cross-cultural adjustment and performance based upon Campbell's model of performance (1990). It examines the roles that cross-cultural adjustment plays as intervening variables in a model of expatriate performance. Firstly, the paper refers to the literature on job performance and cross-cultural adjustment in the expatriate domain. Based upon a multidimensional view of both job performance and cross-cultural adjustment, the paper conceptualizes cross-cultural adjustment as a mediator of the relationships between selected organizational support mechanisms and six components of job performance. The three types of cross-cultural adjustment were found to play differential roles when the model was tested in a study with Australian expatriates in the Special Administrative Regions of China (SARs). ). There were six factors found to be relevant to the sample upon which the model was tested as part of the author's PhD thesis. A brief description of the measure and procedure towards its development is presented in the section on measures.
Socio-Cultural Adjustment and Job Performance Among Expatriates: A Critical Overview
The significant aspect of the migration process is the adjustment to the socio-cultural as well as work conditions of the host country. Expatriates" by and large, come from quite different socio-cultural backgrounds and different work conditions. They are acquainted with different norms and used to different work ethics which have shaped their performance and relations with persons at work. They have to work in a new situation with new personnel and have to adjust to the entire new socio-cultural and working scenarios. It is interesting yet a problematic phenomenon to study their social life, their adjustment to the new socio-cultural milieu, work environment and adoption to innovation in professional arenas. Thus, if the expatriates in one hand can adjust to the situation, they may perform their job well and 147 complete their assignment; otherwise, their stay in the host country will adversely be affected. Thus, socio-cultural adjustment along with innovation adoption is an important phenomenon that affects expatriates" stay in the host country, their performance at work and relation with co-workers. The research will carry out using the secondary sources; an overview of existing literatures. It will help to rectify the factors associated to suitable candidates for the organizations/institutions to hire the competent and multiskilled expatriates to host country.