Expatriates adjustment and job performance: An examination of individual and organizational factors
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Date
2013
Journal Title
Journal ISSN
Volume Title
Type
Article
Publisher
Emerald Group Publishing Limited
Series Info
International Journal of Productivity and Performance Management;Vol. 62 No. 7, pp. 694-717.
Doi
Scientific Journal Rankings
Abstract
Purpose – The purpose of this study is to examine the mediating effects of expatriate adjustment (work,
general and interaction) between individual (previous international experience, self-efficacy, social network
and cultural sensitivity) and organizational factor (direct and indirect support) and job performance.
Design/methodology/approach – The data were collected from 201 expatriates working in
Malaysia and analyse by using structural equation modelling (Amos-16).
Findings – The results of the study indicated that expatriate adjustment (work, general and
interaction) mediate the relationship between individual and organizational factors and expatriate
performance (supervisor rated).
Research limitations/implications – The data were collected from the expatriates working in
Malaysian universities. There can be differences between education industry and pure business
organization in terms of working environment, selection process and management support. The
respondents were citizens of different countries around the world which include Asia, Europe and
Middle East. Even though Malaysia is a multicultural society and expatriates from any part of the
world can find themselves in Malaysia, this research did not group the respondents in terms of
their cultural differences and similarities with Malaysian culture.
Practical implications – The findings of this study suggest that human resource managers and
MNC’s management should provide direct and indirect support to the expatriates and their families in
terms of language and cultural training, career development, logistical assistance, family mentoring,
psychological counselling, job search, self-development and social activities. Furthermore, recruitment
managers and MNC’s management should consider these factors before appointing any employee for
international assignment. Finally, the findings of this research suggest that better expatriate
performance help MNC’s to perform better in their international operations which will ultimately
improve the home and host country economic situation. The better performance of MNC’s in their
international operations through effective expatriate performance will encourage other domestic
organizations to expand their operations globally.
Originality/value – Expatriate literature have highlighted many individual and organizational
factors which affect expatriate job performance and adjustment but the role of some individual and
organizational factors is still not clear and/or ignored by past researchers. For example, the role of
direct and indirect support has not been well conceptualized in past studies. In addition, only a few
studies have explained the importance of self-efficacy, cultural sensitivity and social network in
expatriate literature. Furthermore, role of previous international experience has generated conflicting
results in past research.
Description
MSA Google Scholar
Keywords
Expatriates adjustment, Expatriates job performance, Direct/Indirect support, Individual factors, Expatriates, Jobs
Citation
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