oral presentation ii

The relative importance of antecedents to cross-cultural adjustment:

Implications for managing a global workforce

Presenter ： Yi-Chun Vivian TsaiInstructor ： Dr. Pi-Ying Teresa Hsu

November 19, 2009

Palthe, J. (2004). The relative importance of antecedents to cross-cultural adjustment: Implications for managing a global workforce. International Journal of Intercultural Relations, 28(1), 37-59.

Content

I. Introduction

II. Methodology

III. Results

IV.

Conclusion

V. Reflection

Definition of cross-cultural adjustment

- Cross-cultural adjustment is generally defined as the process of adaptation to living and working in a foreign culture.

Introduction

Background of the Study

- The expatriate success remains fundamental to the effective control of international organizations, and multinational corporations are still been faced with increasing requirements to staff their overseas operations.

- (Yan et al., 2002)

Introduction

Background of the Study

Many organizations are just beginning to face this staffing issue, and they have little experience upon which to draw.

- (Porter & Tansky, 1999)

Introduction

Statements of the Problem

While most of the literature on expatriation has focused on the training and selection, little is known about the processes and mechanisms that expatriates find most useful in adjusting to living and working in a foreign country.

(Tung, 1998)

Introduction

Statements of the Problem

While there is empirical evidence to suggest that family adjustment and work design factors influence expatriate adjustment, there is little evidence of the role that organization socialization plays in expatriate adjustment.

(Black et al., 1991)

Introdction

Purposes of the Study

Introduction

to demonstrate the role of 9 variables in cross-cultural adjustment

to delineate the relative importance of expatriate adjustment

9 hypothesesThree facets of cross-cultural adjustment ：

Methodology

9 hypothesesNine variables with the three facets above ：

Methodology

Work adjustment

Interaction adjustment

General adjustment

1. Self-efficacy

2. Learning orientation

3. Role clarity

4. Role conflict

5. Role discretion

6. Cultural similarity

7. Family adjustment

8. Parent company

9. Host company

9 hypotheses

Methodology

Page 14

Participants

Numbers

Male: Female

Age

Nationality

Methodology

196 expatriates

92% : 8%

JapanSouth KoreaNetherlands

45 years old

Measures

Methodology

Survey Questionnaires

7-point Likert-type scale

7 items ofgeneral adjustment

4 items ofinteraction adjustment

3 items ofwork adjustment

Data Analysis Strategy

Methodology

Step 1Step 1 Step 2Step 2 Step 3Step 3

Performing factor

analyses

Descriptive statistics

Relative strength

5 of the 7 hypothesized antecedents of work adjustment were significantly related

Results

6 of the 9 hypothesized antecedents of interaction adjustment were significantly related

Results

4 of the 5 hypothesized antecedents of general adjustment were significantly related

Results

Role clarity (β=0.25) and role discretion (β=0.23) were positively and significantly related to work adjustment

Results

Family adjustment (β=0.38) and socialization at the host company (β=0.38) were found to be significantly related to interaction adjustment

Results

family adjustment (β=0.34), cultural similarity (β=0.25), and host company socialization (β=0.25) were significantly related to general adjustment

Results

Conculsion

to demonstrate the important role of host company socialization

to highlight the importance of individual motivational variables

Conculsion

to delineate the relative importance of variables of cross-cultural adjustment

to demonstrate the constructs specified by the proposed integrative model account

Conculsion

Contribution

-to guide the integrative model of cross-cultural adjustment and its associated predictor-criterion linkages that be used as a conceptual framework

Reflection

Thanks for your attention!

oral presentation ii

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