Rageh Ismail, AhmedAwais Bhatti, MuhammadMohamed Battour, Mohamed2020-01-182020-01-182013Adler, N.J. (1997), International Dimensions of Organizational Behaviour, 5th ed., Thomas learning, London. Andreason, W.A. (2003), “Direct and indirect form of in-country support for expatriates and their families as a means of reducing premature returns and improving job performance”, International Journal of Management, Vol. 20 No. 4, pp. 548-555. Arthur, W. and Bennett, W. (1995), “The international assignee: the relative importance of factors perceived to contribute to success”, Personnel Psychology, Vol. 48 No. 1, pp. 99-115. Bandura, A. (1997), Self-Efficacy: The Exercise of Control, Freeman and Co, New York, NY. Beechler, S. and Woodward, I.C. (2009), “Talent management in Asia Pacific”, Asia Pacific Journal of Human Resource Management, Vol. 50 No. 4, pp. 391-398. Bhaskar-Shrinivas, P., Harrison, D.A., Shaffer, M.A. and Luk, D.M. (2005), “Input-based and time based models of international adjustment: meta analytic evidence and theoretical extensions”, Academy of Management Journal, Vol. 48 No. 4, pp. 257-281. Bhatti, M.A., Sharan, K. and Mohamed, M.B. (2013), “Effects of individual characteristics on expatriates’ adjustment and job performance”, European Journal of Training and Development, Vol. 37 No. 6, pp. 544-563. Black, J.S. (1988), “Work role transitions: a study of American expatriates in Japan”, Journal of International Business Studies, Vol. 19 No. 42, pp. 277-294. Black, J.S. (1990), “Locus of control, social support, stress and adjustment in international transfers”, Asia pacific Journal of Management, Vol. 7 No. 1, pp. 1-29. Black, J.S. and Gregersen, H.B. (1991), “Antecedents of cross-cultural adjustment for expatriates in Pacific Rim assignment”, Human Relation, Vol. 44 No. 13, pp. 497-515. Black, J.S. and Stephens, G.K. (1989), “The influence of the spouse on American expatriates adjustment and intent to stay in Pacific Rim overseas assignment”, Journal of Management, Vol. 15 No. 4, pp. 529-544. Byrne, B.M. (2001), Structural Equation Modeling with Amos: Basic Concepts, Applications and Programming, Lawrence Erlbaum Associates Inc, Mahwah, NJ. Caligiuri, P.M. (1997), “Assessing expatriate success: beyond just being there”, in Aycan, Z. (Ed.), New Approaches to Employee Management Expatriates Management: Theory and Research, Vol. 4 JAI press, Greenwich, CT, pp. 117-140. Caligiuri, P.M. (2000), “The big five personality characteristics as predictors of expatriates desire to terminate the assignment and supervisor rated performance”, Journal of Personal Psychology, Vol. 53 No. 32, pp. 67-87.Caligiuri, P.M., Joshi, A. and Lazarove, M. (1999), “Factors influencing the adjustment of women on global assignments”, International Journal of Human Resource Management, Vol. 10 No. 40, pp. 163-179. Campbell, A. (1981), The Sense of Wellbeing in America, McGraw-Hill, New York, NY. Chau, P.Y.K. (1997), “Reexamining a model for evaluating information center success using a structural equation modeling approach”, Decision Sciences, Vol. 28 No. 2, pp. 309-334. Chen, G.M. and Starosta, W.J. (2000), “The development and validation of the intercultural sensitivity scale”, Human Communication, Vol. 3 No. 21, pp. 1-15. Chen, L.-S., PT, C., Kwok, O.-M. and Goodson, P. (2008), “US health educators likelihood of adopting genomic competencies into health promotion”, American Journal of Public Health, Vol. 98 No. 9, pp. 1651-1657. Cheng, E.W.L. (2007), “SEM being more effective than multiple regression in parsimonious model testing for management development research”, Journal of Management Development, Vol. 20 No. 7, pp. 650-667. Cheng, H.L. and Yeh Yun Lin, C. (2009), “Do as the large enterprises do? Expatriate selection and overseas performance in emerging markets: the case of Taiwan SME’s”, International Business Review, Vol. 18 No. 34, pp. 60-75. Church, A.T. (2000), “ ‘Culture and personality’ towards and integrated cultural traits”, Journal of Personality, Vol. 68 No. 4, pp. 651-703. Claus, L., Lungu, P.A. and Bhattacharjee, S. (2011), “The effects of individual, organizational and societal variables on the job performance of expatriate managers”, International Journal of Management, Vol. 28 No. 1(2), pp. 249-271. Cleveland, M., Laroche, M. and Papadopoulos, N. (2009), “Cosmopolitanism, consumer ethnocentrism, and materialism: an eight-country study of antecedents and outcomes”, Journal of International Marketing, Vol. 17 No. 1, pp. 116-146. Costa, P.T. Jr and McRae, R.R. (1992), Revised NEO Personality Inventory (NEO-PI-R) and NEO Five-Factor Inventory (NEO-FFI) Professional Manual, Psychological Assessment Resources Inc, Odessa, FL. Deller, J. (1997), “Expatriates selection: possibilities and limitation of using personality scales”, in Aycan, Z. (Ed.), New Approaches to Employee Management: Vol, 4, Expatriate Management, Theory and Research, JAI press, Stamford, CT, pp. 93-116. Dowling, P.J., Welch, D.W. and Schuler, R.S. (1999), International Human Resource Management, 3rd ed. International Thompson Publishing, Cincinnati, OH. Erbacher, D., Netto, B.D. and Espana, J. (2006), “Expatriate success in China: impact of personal and situational factors”, The Journal of American Academy of Business, Cambridge, Vol. 9 No. 2, pp. 183-188. Florkowski, G.W. and Fogel, D.S. (1999), “Expatriate adjustment and commitment: the role of host unit treatment”, International Journal of Human Resource Management, Vol. 10 No. 5, pp. 783-807. Fornell, C. and Larcker, D.F. (1981), “Evaluating structural equation models with unobservable variables and measurement error”, Journal of Marketing Research, Vol. 18 No. 1, pp. 39-50. Garver, M.S. and Williams, Z. (2009), “Examining model of understanding customer value and satisfaction data”, The Marketing Management Journal, Vol. 19 No. 1, pp. 113-132. Grosch, M. (2004), “Validation of bio data inventory for expatriate selection: assessing cross cultural adaptability”, unpublished doctoral dissertation, Auburn University, Auburn, AL. Hair, J., William, C.B., Barry, J.B. and Rolph, E.A. (2007), Multivariate Data Analysis, 7th ed., Prentice Hall, Englewood Cliffs, NJ.Harrison, D.A. and Shaffer, M.A. (2005), “Mapping the criterion space for expatriate success: task and relationship based performance, effort and adaptation”, The International Journal of Human Resource Management, Vol. 18 No. 8, pp. 1454-1474.. Holton, E.F., Bates, R.A. and Ruona, W.E.A. (2000), “Development of generalized learning transfer system inventory”, Human Resource Development Quarterly, Vol. 11 No. 4, pp. 333-360. Hwang, K.K. (1998), Favour and Face: Chinese Power Game, Chu Liu Publisher, Taipei. Jaap, P., Paul, B. and Chris, B. (2009), “In search of balance – managing the dualities of HRM: an overview of the issues”, Personnel Review, Vol. 38 No. 5, pp. 461-471. Jassawalla, A., Truglia, C. and Garvey, J. (2004), “Cross cultural conflict and expatriates manager adjustment: an exploratory study”, Management Decision, Vol. 42 No. 7, pp. 837-849. Javidan, M., Teagarden, M. and Bowen, D. (2010), “Making it overseas”, Harvard Business Review, 20 May, pp. 109-113. Jassawalla, A., Truglia, C. and Garvey, J. (2003), “Cross cultural conflict and expatriates manager adjustment: an exploratory study”, Management Decision, Vol. 42 No. 7, pp. 837-849. Kilduff, J. and Krackhardt, D. (1994), “Bringing the individual back in: a structural analysis of the internal market for reputation in organization”, Academy of Management Journal, Vol. 37 No. 1, pp. 87-108. Kraimer, M.L. and Wayne, S.J. (2004), “Source of support and expatriates performance: the mediating role of expatriate adjustment”, Personal psychology, Vol. 54, pp. 71-99. Kraimer, M.L., Wayne, S.J. and Jaworski, R.A. (2003), “Source of support and expatriates performance: the mediating role of expatriate adjustment”, Personal Psychology, Vol. 54 No. 9, pp. 71-99. Lai, K.-H. (2009), “Linking exchange governance with supplier cooperation and commitment: a case of container terminal operations”, Journal of Business Logistics, Vol. 30 No. 1, pp. 243-260. Lazarova, M., Westman, M. and Shaffer, M.A. (2010), “Elucidating the positive side of the work family interface on international assignments: a model of expatriate work and family performance”, Academy of Management Journal, Vol. 35 No. 1, pp. 93-117. Lee, L.Y. and Sukoco, M.B. (2010), “The effects of cultural intelligence on expatriates performance: the moderating effects of international experience”, The International Journal of Human Resource Management, Vol. 21 No. 7, pp. 963-981. Li, L.J. and Rothstein, M. (2009), “The role of social networks on expatriate effectiveness”, International Journal of Business Research, Vol. 9 No. 2, pp. 94-108. Liu, Z. and Shaffer, M.A. (2005), “An investigation of expatriate adjustment and performance: a social capital perspective”, International Journal of Cross Cultural Management, Vol. 5 No. 3, pp. 235-254. Loibl, C., Cho, S.H., Diekmann, F. and Batte, M.T. (2009), “Consumer self-confidence in searching for information”, The Journal of Consumer Affairs, Vol. 43 No. 1, pp. 26-55. Manev, I.M. and Stevenson, W.B. (2001), “The effect of nationality, cultural distance, and status on the managerial network in a multinational enterprise”, Journal of International Business Studies, Vol. 32 No. 2, pp. 285-303. Maruyama, M. (1992), “Lessons from Japanese management failures in foreign countries”, Human System Management, Vol. 11 No. 11, pp. 41-48. Mezias, J.M. and Scandura, T.A. (2005), “A need driven approach to expatriate adjustment and career development: a multiple mentoring perspectives”, Journal of International Business Studies, Vol. 36 No. 5, pp. 519-538.Mol, S.T., Born, M.P., Willemsen, M.E. and vander Molen, H.T. (2005), “Predicting expatriate job performance for selection purposes: a quantitative review”, Journal of Cross Cultural Psychology, Vol. 36 No. 5, pp. 339-353. Mol, S.T., Born, M.P., Willemsen, M.E., vander Molen, H.T. and Derous, E. (2009), “When selection ratios are high: predicting the expatriation willingness of prospective domestic entry-level job applicants”, Human Performance, Vol. 22 No. 1, pp. 1-22. Munton, A.G. and West, M.A. (1995), “Innovation and personal change: patterns of adjustment to relocation”, Journal of Organizational Behaviour, Vol. 16 No. 4, pp. 363-376. Ones, D.S. and Viswesvaran, C. (1997), “Personality determinants in the prediction of aspects of expatriates job success”, in Ayean, Z. (Ed.), Expatriates Management, Theory and Practice, JAI press, Greenwich, CT, pp. 63-92. Osman-Gani, A.M. and RockstuhI, T. (2008), “Antecedents and consequences of social network characteristics for expatriate adjustment and performance in overseas assignments: implications for HRD”, Human Resource Development Review, Vol. 7 No. 2, pp. 32-57. Paik, Y., Parboteeah, P.K. and Shim, W. (2007), “The relationship between perceived compensation, organizational commitment and job satisfaction: the case of Mexican workers in the Korean Maquiladoras”, International Journal of Human Resource Management, Vol. 18 No. 10, pp. 1768-1781. Palthe, J. (2008), “The role of interaction and general adjustment in expatriate attitudes: evidence from a field study of global executives on assignment in South Korea, Japan and The Netherlands”, Journal of Asia Business Studies, Vol. 3 No. 1, pp. 42-53. Ramalu, S., Wei, C. and Rose, C.R. (2011), “The effects of cultural intelligence on cross cultural adjustment and job performance amongst expatriates in Malaysia”, International Journal of Business and Social Science, Vol. 2 No. 9, pp. 59-71. Seibert, S.E., Kraimer, M.L. and Liden, R.C. (2001), “A social capital theory of career success”, Academy of Management Journal, Vol. 44 No. 2, pp. 219-237. Selmer, J. (1999), “Effects of coping strategies on sociocultural and psychological adjustment of western expatriates managers in the PRC”, Journal of World Business, Vol. 34 No. 1, pp. 41-51. Selmer, J. (2006), “Adjustment of business expatriates in greater China: a strategic perspectives”, International Journal of Human Resource Management, Vol. 17 No. 12, pp. 1994-2008. Shaffer, M.A., Harrison, D.A. and Gilley, K.M. (1999), “Dimensions, determinants and differences in the expatriates adjustment process”, Journal of International Business studies, Vol. 30 pp. 557-581. Shaffer, M.A., Harrison, D.A., Gregersen, H., Black, J.S. and Ferzandi, L.A. (2006), “You can take it with you: individual differences and expatriates effectiveness”, Journal of Applied Psychology, Vol. 91 No. 1, pp. 109-125. Shay, J.P. and Baack, S. (2006), “An emprical investigation of the relationship between modes and degree of expatriates adjustment and multiple measures of performance”, International Journal of Cross Cultural Management, Vol. 6 No. 3, pp. 275-294. Shin, S.J., Morgeson, F.F. and Campion, M.A. (2007), “What you do depend on where you are: understanding how domestic and expatriate work requirement depend upon cultural context”, Journal of International Business Studies, Vol. 38 No. 19, pp. 64-83. Stajkovic, A.D. and Luthans, F. (1998), “Self-efficacy and work-related performance: a metaanalysis”, Psychological Bulletin, Vol. 124, pp. 240-261. Takeuchi, R., Tesluk, P.E., Yun, S. and Lepak, D.P. (2005), “An integrative view of international experience”, Academy of Management Journal, Vol. 48 No. 30, pp. 85-100.Templer, K.J. (2010), “Personal attributes of expatriate managers, subordinate ethnocentrism, and expatriate success: a host country perspective”, The International Journal of Human Resource Management, Vol. 21 No. 10, pp. 1754-1768. Templer, K.J., Tay, C. and Chandrasekar, N.A. (2006), “Motivational cultural intelligence, realistic job previews, and realistic living conditions preview, and cross cultural adjustment”, Group and Organization Management, Vol. 31, pp. 154-173. Thomas, D.C. and Lazarova, M.B. (2006), “Expatriates adjustment and performance: a critical review”, in Stahl, G. and Bjokman, I. (Eds), Handbook of Research in International Human Resource Management, Eldward Elgar, Northampton, MA, pp. 247-264. Toh, S.M. and DeNisi, S.A. (2005), “A local perspective to expatriate success”, Academy of Management Executive, Vol. 19 No. 1, pp. 132-146. Tucker, M.F., Bonial, R. and Lahti, K. (2004), “The definition, measurement and prediction of intercultural adjustment and job performance among corporate expatriates”, International Journal of Intercultural Relations, Vol. 28 No. 19, pp. 221-251. Wang, X. (2001), “Expatriate social support network, psychological well-being and performance: a theoretical examination and an empirical test”, unpublished doctoral dissertation, McGill University, Montreal. Wang, X. and Nayir, Z. (2006), “How and when is social networking important? Theoretical examination and a conceptual model”, International Journal of Cross Cultural Management, Vol. 2 No. 50, pp. 321-337. Wang, X. and Rabindra, N.K. (2004), “Nationality, social network and psychological well-being”, International Journal of Human Resource Management, Vol. 15 Nos. 4-5, pp. 775-793. Wang, X. and Kanungo, R.N. (2007), “Nationality, social network and psychological well-being”, International Journal of Human Resource Management, Vol. 15 Nos 4-5, pp. 775-793. Wasserman, S. and Faust, K. (1994), Social Network Analysis: Methods and Application, Cambridge University Press, Cambridge, MA. Windham International and National Foreign Trade Council Inc (1998), Global Relocation Trends: 1998 Survey Report, Windham International, New York, NY. Yavas, A. (2001), “Incentives and performance in real estate brokerage”, The Journal of Real Estate Finance and Economics, Vol. 22 No. 1, pp. 5-21.1741-0401https://doi.org/10.1108/IJPPM-12-2012-0132https://t.ly/9JXX3MSA Google ScholarPurpose – 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.enExpatriates adjustmentExpatriates job performanceDirect/Indirect supportIndividual factorsExpatriatesJobsArticle