The Influence of National Culture and Organizational Culture on the Success of an Expatriate Overseas Assignment

Numerous studies have attempted to determine what makes hospitality expatriate executives successful and a large variety of managerial skills have been generated. The rapidly increasing trend toward internationalization of business has fostered an interest in examining important management skills that international hospitality executives should possess. The study findings indicated that there were underlying dimensions that contributed to the success of hospitality expatriate executives on their overseas assignment. National culture and corporate using management skills could influence a successful overseas assignment. However, it was not revealed which one between the two dimensions has more influence towards a successful overseas assignment. Successful expatriates are being profiled as organizations have found that expatriate assignments are an effective, yet expensive, means of developing international qualities in their managers. The increasing globalization of business appears to have led to the emergence of an international business workforce that shares a unique set of cultural beliefs, attitudes, and behaviors. The thrust of this chapter was to examine the influence of national culture and corporate culture of hospitality expatriate executives that led to a successful overseas assignment.

The Influence of National Culture and Organizational Culture on the Success of an Expatriate Overseas Assignment

Numerous studies have attempted to determine what makes hospitality expatriate executives successful and a large variety of managerial skills have been generated. The rapidly increasing trend toward internationalization of business has fostered an interest in examining important management skills that international hospitality executives should possess. The study findings indicated that there were underlying dimensions that contributed to the success of hospitality expatriate executives on their overseas assignment. National culture and corporate using management skills could influence a successful overseas assignment. However, it was not revealed which one between the two dimensions has more influence towards a successful overseas assignment. Successful expatriates are being profiled as organizations have found that expatriate assignments are an effective, yet expensive, means of developing international qualities in their managers. The increasing globalization of business appears to have led to the emergence of an international business workforce that shares a unique set of cultural beliefs, attitudes, and behaviors. The thrust of this chapter was to examine the influence of national culture and corporate culture of hospitality expatriate executives that led to a successful overseas assignment.

Ekspatriat dan Industri Lintas Negara

This research aims to describe demography characteristics and shock culture of expatriate being assigned in Malang and Surabaya. The research analysis toward 30 respondents by using table of frequency distribution resulted that majority of respondents are representative, age between 30 to 40 years old, Japanese, bachelor, male, married, have kids, accompanied by their kids, first overseas assignment, and stay in Indonesia for 1 to 2 years. Moreover the research shows that majority of respondents are able to cope with cultural differences. They do not have shock culture problems.

The Influence of the Spouse on American Expatriate Adjustment and Intent to Stay in Pacific Rim Overseas Assignments

Past international human resource management literature has suggested that most American multinationalfirms that employ expatriate managers have difficulty successfully retaining these managers in overseas assignments. Although some scholars have suggested that the inability of the spouse to adjust is one of the major reasons expatriate managers return early from their overseas assignments, few researchers have attempted to verify empirically a relationship between the spouse's adjustment and the adjustment and intentions to stay or leave of the expatriate manager. This study found that a favorable opinion about the overseas assignment by the spouse is positively related to the spouse's adjustment and the novelty of the foreign culture has a negative relationship with the spouse's adjustment. Additionally, the adjustment of the spouse is highly correlated to the adjustment of the expatriate manager and the adjustment of the spouse and the expatriate are positively related to the expatriate's intention to stay in the overseas assignment.