scholarly journals Job Satisfaction Affecting Cross-Cultural Adjustment in Taiwanese Expatriates

2006 ◽  
Vol 1 (4) ◽  
Author(s):  
Pei-Chen (Chiu-Yi/Joy) Lee
Keyword(s):  
Job Satisfaction ◽  
Multinational Corporations ◽  
Mainland China ◽  
Cultural Adjustment ◽  
Significant Degree ◽  
Cross Cultural ◽  
First Century ◽  
International Assignments ◽  
World Markets ◽  
The Relationship

By means of the increasing global competition and internationalization of world markets, international expatriates assignments are more and more essential to successful worldwide development for many multinational corporations. Therefore, international expatriates are imperative to the survival of globe enterprises in the twenty-first century. Expatriates can become an important human resource to international enterprises or multinational operations. Also, for the past two decades, research has examined a variety of correlates for the performance problems and dissatisfaction associated with global assignment. To facilitate business expatriates adjust to an overseas environment and work effectively, Multinational Corporations (MNCs) need to recognise the expatriates’ job satisfaction factor to affect cross-cultural adjustment. The main purpose of this study is utilising previous researcher Lee’s (2002) questionnaire to investigate the relationship between the job satisfaction and cross-cultural adjustment of Taiwanese Banks’ expatriates assigned to America, and this study employed same questionnaire to examine the relationship between the job satisfaction and cross-cultural adjustment of Taiwanese expatriates in several different industries assigned to Mainland China. Also, the empirical outcomes were compared between Taiwanese expatriates located in Mainland China and United States.In examining the significant degree of Taiwanese expatriates assigned to Mainland China, the instrument was a questionnaire survey conducted to this study. The variables of interest were measured using items Likert-type questions, and those items are divided into seven categories. Data collected from 353 participants who have experience of a posting to Mainland China for international assignments. Multiple regression and correlation were employed to analyse data.The statistical results of this study were compared Lee’s (2002) research that associated with Taiwanese banking expatriates in United States. Both studies indicated that the expatriates’ job satisfaction factor to affect cross-cultural adjustment without doubt. This thesis concludes with suggestions for both international enterprises or MNCs and individual expatriate who operate overseas journey in their normal path of business.

scholarly journals Cross-Cultural Practice in International Corporate Governance

2006 ◽  
Vol 1 (2) ◽  
Author(s):  
Pei-Chen (Chiu-Yi/Joy) Lee
Keyword(s):  
Multinational Corporations ◽  
Mainland China ◽  
Demographic Factors ◽  
Cultural Adjustment ◽  
Significant Degree ◽  
Cultural Practice ◽  
Cross Cultural ◽  
First Century ◽  
International Assignments ◽  
World Markets

By means of the increasing global competition and internationalization of world markets, international expatriates assignments are more and more essential to successful worldwide development for many multinational corporations. Therefore, international expatriates are imperative to the survival of globe enterprises in the twenty-first century. Expatriates can become an important human resource to international enterprises or multinational operations. To facilitate business expatriates adjust to an overseas environment and work effectively, MNCs need to recognize the demographic factors those to affect cross-cultural adjustment. The main purpose of this study is utilizing Lee’s (2002) model to investigate the relationship among the demographic factors and cross-cultural adjustment of Taiwanese expatriates assigned to Mainland. Also, the empirical outcomes were compared between Taiwanese expatriates located in Mainland China and United States.In examining the significant degree of Taiwanese expatriates assigned to Mainland China, the instrument was a questionnaire survey conducted to this study. The variables of interest were measured using items Likert-type of questions, and those items are divided into seven categories. Data collected from 353 participants who have experience of post to Mainland China for international assignments. Descriptive statistics, ANOVA and T-test were employed to analyse data.The statistical results of this study were compared Lee’s (2002) research that associated with Taiwanese banking expatriates in United States. This thesis concludes with suggestions for both international enterprises or MNCs and individual expatriate who operate overseas journey in their normal path of business.

scholarly journals Family Support as a Factor in Cultural Adjustment

2007 ◽  
Vol 2 (2) ◽  
Author(s):  
Pei-Chen (Chiu-Yi/Joy) Lee
Keyword(s):  
United States ◽  
Family Support ◽  
Multinational Corporations ◽  
Mainland China ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
Expatriate Adjustment ◽  
The Family ◽  
Support Factor ◽  
The Relationship

Following the growing worldwide competition and internationalisation of globe markets, international expatriates’ assignments are become more and more essential to successful worldwide development for many multinational corporations. Therefore, expatriates can become an important human resource to international enterprises or multinational operations. Especially, investigating the influential factors as family support of expatriate adjustment is significant for several reasons. Firstly, failure of expatriate adjustment may cause premature return from overseas assignments, which may be very costly financially for international enterprises. Secondly, failure to accomplish the plan of the assignment is as harmful to the expatriate as it is to the parent and host companies. Inability of an expatriate to complete the assignment is likely to damage his or her self-esteem, and self-confidence, and cause a loss of prestige among co-workers. Thirdly, an unsuccessful period of expatriation is likely to decrease both the subsequent commitment to the parent company.Therefore, to facilitate business expatriates adjustment to an overseas environment and to enable them to work effectively, Multinational Corporations (MNCs) need to recognise the expatriates’ family support factor to affect cross-cultural adjustment. The main purpose of this study involves utilising previous researcher Lee’s (2002) questionnaire to investigate the relationship between the family support and cross-cultural adjustment of Taiwanese Banks’ expatriates assigned to America, and this study employed same questionnaire to examine the relationship between the family and cross-cultural adjustment of Taiwanese expatriates in several different industries assigned to Mainland China. Also, the empirical outcomes were compared between Taiwanese expatriates located in Mainland China and United States. In examining the significant degree of Taiwanese expatriates assigned to Mainland China, the instrument was a questionnaire survey conducted to this study. The variables of interest were measured using items Likert-type questions, and those items are divided into seven categories. Data collected from 353 participants who have experience of a posting to Mainland China for international assignments. Multiple regression and correlation were employed to analyse data.The statistical results of this study were compared Lee’s (2002) research that associated with Taiwanese banking expatriates in United States. Both studies indicated that the expatriates’ family support factor to affect cross-cultural adjustment without doubt. This article concludes with suggestions for both international enterprises or MNCs and individual expatriate who operate overseas journey in their normal path of business.

Cultural intelligence effects on expatriates’ adjustment and turnover intentions in Mainland China

2019 ◽  
Vol 42 (7) ◽  
pp. 818-836 ◽  
Author(s):  
Khalid Akhal ◽  
Shimin Liu
Keyword(s):  
Cultural Intelligence ◽  
Turnover Intentions ◽  
Mainland China ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
The Other ◽  
International Assignments ◽  
Content Type ◽  
Positive Effects ◽  
The Relationship

Purpose Expatriates’ cross-cultural adjustment is one of the crucial factors for multi-national corporations’ (MNCs’) global success, which if neglected can lead to poor performance and increased turnover rates. On the other hand, cultural intelligence (CQ) is an important perspective for understanding international business success. Utilizing a relatively large sample of foreign professionals (n = 402) working in Mainland China, this study aims to test the effects of cultural intelligence on expatriates’ cross-cultural adjustment and their turnover intentions. Design/methodology/approach Data were collected via a cross-sectional survey, and the hierarchical multiple regression technique was used to test the hypotheses. The facets of cross-cultural adjustment were treated as potential predictors of turnover intentions and mediators in the relationship between CQ and turnover intentions. Findings With the exception of CQ-behavioral, the other three dimensions of CQ had varying positive effects on the three facets of expatriates’ cross-cultural adjustment. When the variable of turnover intentions was regressed on the four dimensions of CQ, the motivational dimension was the only predictor. Also, general and work adjustment facets had strong effects on turnover intentions, thus when they entered in the third step after CQ-motivational, they provided full mediation. Practical implications Given the strong and positive effects of all CQ dimensions on all facets of cross-cultural adjustment, MNCs should assess and select individuals with high CQ levels for international assignments. Based on the correlations of the control variables, age and level of education, MNCs should keep an eye on those who are young and those with higher levels of education as they are more likely to leave their international assignments prematurely. Expatriates themselves should set long-term personal plans for acquiring the needed cultural knowledge. Originality/value This research extends the relationship between CQ and cross-cultural adjustment to expatriates’ turnover intentions, a very costly problem for MNCs, yet barely researched in the context of CQ. This study also extends the geographical validity of CQ to Mainland China, a very lucrative market for global MNCs, yet a challenge for Western expatriates in particular.

Cross-cultural intelligence (CQ)

2014 ◽  
Vol 7 (3) ◽  
pp. 423-448 ◽  
Author(s):  
Ashwini Konanahalli ◽  
Lukumon O. Oyedele ◽  
John Spillane ◽  
Ron Coates ◽  
Jason von Meding ◽  
...  
Keyword(s):  
Structural Equation ◽  
Cultural Intelligence ◽  
Cultural Adjustment ◽  
Equation Model ◽  
Cross Cultural ◽  
Work Adjustment ◽  
International Assignments ◽  
Content Type ◽  
Behavioural Aspects ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship between the facets of cultural intelligence (CQ) (cognitive, meta-cognitive, motivational and behavioural) and the dimensions of cross-cultural adjustment (interaction, general and work adjustment). Design/methodology/approach – Interviews and questionnaire survey were carried out with British expatriates from the architectural, engineering and construction sector. A total of 191 respondents, with experience from 29 different countries, actively participated in this research. Structural equation model was subsequently developed to investigate the relationship between elements of CQ and cross-cultural adjustment. Findings – Results of structural equation modelling revealed that collectively all the four aspects of CQ have significant influence on general, interaction and work adjustment, particularly motivational and cognitive CQ. Cognitive CQ which empowers the expatriates with in-depth knowledge about different cultures was a significant predictor of interaction and work adjustment, whereas, motivational CQ is a significant predictor for general and work adjustment. However, no support was gathered for meta-cognitive and behavioural aspects of CQ. Practical implications – Globally, construction companies and projects are entering an era of increased internationalisation which has prompted the migration/promotion of British construction professionals to different parts of the world for their specialised capabilities and skills. Thus, it is of utmost importance that these professionals adjust to their new world of varied culture and still be productive in their work. Originality/value – An understanding of these essential factors can actually help British construction organisations to select and mentor individuals and to provide necessary training for successful international assignments.

scholarly journals A Comparative Study of the Relationship among Antecedents and Job Satisfaction in Taiwan and Mainland China: Employability as Mediator

2019 ◽  
Vol 16 (14) ◽  
pp. 2613 ◽  
Author(s):  
Michael Yao-Ping Peng ◽  
Chun-Chun Chen ◽  
Hsin-Yi Yen
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Systems ◽  
Mainland China ◽  
Job Security ◽  
Positive Influence ◽  
Mediating Effect ◽  
Equation Modeling ◽  
The Relationship

Previous studies of the relationship between job security and job satisfaction were mostly conducted on research samples in Asia from the perspective of oriental culture; however, under the same cultural background, different social systems might lead to different cognition outcomes. Therefore, this study examines the job security and organizational support of Taiwan and mainland China employees from the perspectives of competence enhancement motivation, and investigates the relationship between employability and job satisfaction. Adopting judgmental sampling, a total of 1307 valid questionnaires were collected from Taiwan and mainland China employees. The path relationship of the two groups was examined through structural equation modeling (SEM) by using analysis of moment structure (AMOS). Results show that job security and organizational support are positive for employability and job satisfaction. Employability has a positive influence on job satisfaction. Additionally, employability has a mediating effect of job security and organizational support on job satisfaction.

scholarly journals Agency Beliefs Over Time and Across Cultures: Free Will Beliefs Predict Higher Job Satisfaction

2017 ◽  
Vol 44 (3) ◽  
pp. 304-317 ◽  
Author(s):  
Gilad Feldman ◽  
Jiing-Lih Farh ◽  
Kin Fai Ellick Wong
Keyword(s):  
Job Satisfaction ◽  
Free Will ◽  
Real Life ◽  
Cross Cultural ◽  
Life Outcomes ◽  
Country Level ◽  
Agency Beliefs ◽  
Online Labor ◽  
The Relationship ◽  
Over Time

In three studies, we examined the relationship between free will beliefs and job satisfaction over time and across cultures. Study 1 examined 252 Taiwanese real-estate agents over a 3-months period. Study 2 examined job satisfaction for 137 American workers on an online labor market over a 6-months period. Study 3 extended to a large sample of 14,062 employees from 16 countries and examined country-level moderators. We found a consistent positive relationship between the belief in free will and job satisfaction. The relationship was above and beyond other agency constructs (Study 2), mediated by perceived autonomy (Studies 2-3), and stronger in countries with a higher national endorsement of the belief in free will (Study 3). We conclude that free-will beliefs predict outcomes over time and across cultures beyond other agency constructs. We call for more cross-cultural and longitudinal studies examining free-will beliefs as predictors of real-life outcomes.

Host country language skills and expatriates’ cross-cultural adjustment in the presence of fear of terror

2017 ◽  
Vol 5 (4) ◽  
pp. 418-442 ◽  
Author(s):  
Philipp Paulus ◽  
Katrin Muehlfeld
Keyword(s):  
Language Proficiency ◽  
Language Skills ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
Host Countries ◽  
Terrorist Threat ◽  
Content Type ◽  
Threat Level ◽  
Threat Levels ◽  
The Relationship

Purpose The purpose of this paper is to analyze the relationship between host country (HC) language skills, fear of terror, and cross-cultural adjustment (CCA) of expatriates based in host countries with different terrorist threat levels. Design/methodology/approach Integrating the expatriate adjustment framework by Black et al. (1991) with social identity theory-based literature, this study first, theorizes about the effects of both fear of terror and HC language proficiency on CCA and, second, puts forward the moderating effect of the actual terrorist threat level on the relationship between HC language proficiency and fear of terror. Hypotheses are tested using survey data of 116 expatriates based in host countries with different threat levels. Findings HC language proficiency is positively associated with CCA. Yet, it is also positively associated with fear of terror, which is, in turn, negatively related to CCA. Consequently, the beneficial effect of HC language skills on CCA is reduced in environments where expatriates experience significant fear of terror. While the actual threat level has a direct positive effect on fear of terror, it also positively moderates the relationship between HC language proficiency and fear of terror. Originality/value This study extends prior literature on expatriation to dangerous environments by zooming in on a specific type of risk factor associated with international assignments, i.e., terrorism, and by integrating HC language proficiency and fear of terror as important factors, which may influence CCA in contexts in which expatriates experience significant fear of terror.

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