Isolating the family's role in expatriate adjustment and job performance

<p class="MsoNormal" style="text-align: justify; line-height: normal; margin: 0in 0.5in 0pt; mso-pagination: none; mso-layout-grid-align: none;"><span style="font-family: "Times New Roman","serif"; color: black; font-size: 10pt;" lang="EN-GB">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.</span></p>

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Expatriate Adjustment dan Job Performance di Perusahaan Multinasional

Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management ◽

10.20473/jmtt.v11i1.9599 ◽

2018 ◽

Vol 11 (1) ◽

pp. 31

Author(s):

Nurullaily Kartika

Keyword(s):

Job Performance ◽

Cultural Adjustment ◽

Business Environment ◽

Positive Influence ◽

Vital Role ◽

International Assignments ◽

Expatriate Adjustment ◽

Factors Affecting ◽

International Experiences ◽

Global Skills

Global staffing is an important aspect of the human resource management, and international assignments play vital role for expanding and building global skills. Many factors affecting the success of international assignments, cross-cultural adjustment received the most attention from researchers. International experiences of expatriate can influence expatriate adjustment because expatriate’s international experience involves living, thinking and learning new set of business practice in foreign business environment. This study focused on international experiences and mentoring behavior on expatriates adjustment. Firstly, this study explored international experiences and mentoring behavior on expatriate adjustment. Secondly, this study explored expatriate adjustment on job performance. The results of this study explained that international experiences and mentoring behavior has positive influence on expatriate adjustment and expatriate adjustment has positive relationship on job performance.

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Job Performance and Actual Turnover in an Expatriate (Guest Worker) Sales Setting: The Moderating Role of Expatriate Adjustment

Developments in Marketing Science: Proceedings of the Academy of Marketing Science - Proceedings of the 2002 Academy of Marketing Science (AMS) Annual Conference ◽

10.1007/978-3-319-11882-6_20 ◽

2014 ◽

pp. 56-56

Author(s):

Bulent Menguc ◽

Shahid N. Bhuian

Keyword(s):

Job Performance ◽

Guest Worker ◽

Expatriate Adjustment ◽

Moderating Role ◽

Actual Turnover

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Clinical Update: Functional Capacity Evaluations—An Update

Guides Newsletter ◽

10.1001/amaguidesnewsletters.1999.sepoct02 ◽

1999 ◽

Vol 4 (5) ◽

pp. 4-7 ◽

Cited By ~ 1

Author(s):

Laura Welch

Keyword(s):

Job Performance ◽

Functional Capacity ◽

Injury Risk ◽

Disability Evaluation ◽

Time Period ◽

Submaximal Effort ◽

Lack Of Sleep ◽

Overall Performance ◽

Time Required ◽

Specific Limitation

Abstract Functional capacity evaluations (FCEs) have become an important component of disability evaluation during the past 10 years to assess an individual's ability to perform the essential or specific functions of a job, both preplacement and during rehabilitation. Evaluating both job performance and physical ability is a complex assessment, and some practitioners are not yet certain that an FCE can achieve these goals. An FCE is useful only if it predicts job performance, and factors that should be assessed include overall performance; consistency of performance across similar areas of the FCE; consistency between observed behaviors during the FCE and limitations or abilities reported by the worker; objective changes (eg, blood pressure and pulse) that are appropriate relative to performance; external factors (illness, lack of sleep, or medication); and a coefficient of variation that can be measured and assessed. FCEs can identify specific movement patterns or weaknesses; measure improvement during rehabilitation; identify a specific limitation that is amenable to accommodation; and identify a worker who appears to be providing a submaximal effort. FCEs are less reliable at predicting injury risk; they cannot tell us much about endurance over a time period longer than the time required for the FCE; and the FCE may measure simple muscular functions when the job requires more complex ones.

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Daily Fluctuations in Work Engagement

European Psychologist ◽

10.1027/1016-9040/a000160 ◽

2014 ◽

Vol 19 (4) ◽

pp. 227-236 ◽

Cited By ~ 52

Author(s):

Arnold B. Bakker

Keyword(s):

Job Performance ◽

Work Engagement ◽

Research Evidence ◽

Organizational Outcomes ◽

Reciprocal Relationship ◽

Proactive Behavior ◽

Negative Events ◽

Daily Work ◽

Work Pressure ◽

Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

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