Abstract:
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).
Research limitations/implications – The findings of this study will help the researchers to further
understand the importance of personality traits required for successful completion of international
assignment. Furthermore, the findings also suggest human resource professionals to consider these
personality traits before selecting an individual for international assignment. Finally, future research
directions have been proposed.
Originality/value – Literature on expatriate adjustment and job performance is still at developing
stage. This paper shed light on the individual characteristics which work as predictors for expatriates
adjustment and job performance.
