Although public sector expatriates are becoming increasingly common, research on them is very limited. There is reason to believe that the situation for expatriates from the public sector may be different than for those from the private sector. This study investigated US Department of Defense administrators assigned to US embassies worldwide. Results showed that self-efficacy, role clarity and role discretion had a positive association with the psychological adjustment of the respondents while role conflict and role overload only had a marginal negative relationship with the criterion variable. On the other hand, neither international experience nor the effectiveness of preparatory training had any association with the psychological adjustment of respondents. Surprisingly, these findings suggest a similar picture for the expatriates from the public and private sector. Implications of these findings are discussed in detail.
While the literature on private sector expatriates is burgeoning, research on public sector expatriates is scant, despite their increasing numbers. This is unfortunate, as these two groups of expatriates may face different work conditions at their foreign assignment. The target group for this study was the US Department of Defense administrators located at US embassies around the world. Results showed that the time expatriates had spent in their current location had a positive association with both work adjustment and work effectiveness. So did role clarity, which also had a positive association with job satisfaction, making it a more important job factor than role conflict, role overload or role discretion. Although role clarity may have a similar impact on work outcomes of expatriates, both in the private and public sector, the findings regarding role conflict and role overload may constitute a discrepant outcome for the two groups. There may also be a difference between the two categories of expatriates with regard to role discretion. Implications of these findings are discussed in detail.
2005),"Cross-cultural training to facilitate expatriate adjustment: it works!", Personnel Review, Vol. 34 Iss 1 pp. 51-67 http://dx.If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this pioneering study is to explore spillover effects between non-work and work adjustment of public sector (PS) expatriates. Design/methodology/approach -US Department of Defense (DoD) administrators assigned to US embassies world-wide were targeted by a survey. Findings -Results indicated that, in contrast with recent studies of private sector expatriates, there were no spillover effects. Neither general adjustment nor interaction adjustment had any positive association with work adjustment. Additionally, the extent of self-efficacy of the DoD administrators was not associated with work adjustment, neither directly nor indirectly. Originality/value -Research on PS expatriates is not very common, despite their increasing numbers. This is lamentable, since the much more advanced knowledge about private sector expatriates may be less applicable to their public sector counterparts. Even for private sector expatriates, research on spillover effects between non-work and work domains is less than abundant and such studies are virtually non-existent for PS expatriates. The findings are consistent with the view that the situation of PS expatriates may be different from that of private sector expatriates.
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