Cross-Cultural Preparation of Australian Expatriates in Organisations in China: The Need for Greater Attention to Training

Hutchings, Kate

doi:10.4324/9781315252025-37

Cited by 10 publications

(12 citation statements)

References 1 publication

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Investigating the antecedents of cross-cultural adjustment, several scholars embarked on studying the effects of organizational support (Bashir, 2012; Li and Jackson, 2015), social support and networking (Wang and Nayir, 2006; Lee et al , 2013 Wang and Kanungo, 2007), cultural training (Selmer, 2002; Hutchings, 2003; Cheema, 2012; Waxin and Panaccio, 2005), language proficiency of the host country (Selmer, 2006; Huff, 2013; Froese et al , 2016) and personal attributes (Black, 1988; Black and Stephens, 1989; Selmer, 1999; Selmer, 2001; Shaffer et al , 2006; Johnson et al , 2006; Ramalu et al , 2010). Due to its specific focus on effective adaptation and functioning in contexts marked with cultural diversity, several scholars (Table I) investigated the relationship between CQ and expatriates’ adjustment (Ang et al , 2007; Lee and Sukoco, 2010; Ramalu et al , 2010; Moon et al , 2012).…”

Section: Literature Reviewmentioning

confidence: 99%

Cultural intelligence effects on expatriates’ adjustment and turnover intentions in Mainland China

Akhal

Liu

2019

MRR

View full text Add to dashboard Cite

Purpose Expatriates’ cross-cultural adjustment is one of the crucial factors for multi-national corporations’ (MNCs’) global success, which if neglected can lead to poor performance and increased turnover rates. On the other hand, cultural intelligence (CQ) is an important perspective for understanding international business success. Utilizing a relatively large sample of foreign professionals (n = 402) working in Mainland China, this study aims to test the effects of cultural intelligence on expatriates’ cross-cultural adjustment and their turnover intentions. Design/methodology/approach Data were collected via a cross-sectional survey, and the hierarchical multiple regression technique was used to test the hypotheses. The facets of cross-cultural adjustment were treated as potential predictors of turnover intentions and mediators in the relationship between CQ and turnover intentions. Findings With the exception of CQ-behavioral, the other three dimensions of CQ had varying positive effects on the three facets of expatriates’ cross-cultural adjustment. When the variable of turnover intentions was regressed on the four dimensions of CQ, the motivational dimension was the only predictor. Also, general and work adjustment facets had strong effects on turnover intentions, thus when they entered in the third step after CQ-motivational, they provided full mediation. Practical implications Given the strong and positive effects of all CQ dimensions on all facets of cross-cultural adjustment, MNCs should assess and select individuals with high CQ levels for international assignments. Based on the correlations of the control variables, age and level of education, MNCs should keep an eye on those who are young and those with higher levels of education as they are more likely to leave their international assignments prematurely. Expatriates themselves should set long-term personal plans for acquiring the needed cultural knowledge. Originality/value This research extends the relationship between CQ and cross-cultural adjustment to expatriates’ turnover intentions, a very costly problem for MNCs, yet barely researched in the context of CQ. This study also extends the geographical validity of CQ to Mainland China, a very lucrative market for global MNCs, yet a challenge for Western expatriates in particular.

show abstract

Section: Literature Reviewmentioning

confidence: 99%

Cultural intelligence effects on expatriates’ adjustment and turnover intentions in Mainland China

Akhal

Liu

2019

MRR

View full text Add to dashboard Cite

show abstract

Section: Sampling Strategy and Data Collectionmentioning

confidence: 99%

“…We used a snowballing method starting with personal contacts. Prior research in international management and business suggests that the challenges of conducting research in developing and emerging economies can be overcome by drawing on personal contacts (Hutchings, 2003). We targeted local employees occupying middle-to top-level managerial positions, who worked at both local firms and MNEs and, in particular, moved from local firms to MNEs.…”

Section: Sampling Strategy and Data Collectionmentioning

confidence: 99%

The paradox of roots and wings: labor mobility between local firms and MNEs in North Africa

Tigharsi

Bouguerra²,

Gölgeci

et al. 2019

JKM

View full text Add to dashboard Cite

Purpose The purpose of this study is to explore employees’ knowledge- and learning-related experiences in moving between local firms and multinational enterprises (MNEs) and to examine the nature of paradoxes of labor mobility that local talents face in their career in the North African country of Algeria. In doing so, this paper explored the multifaceted experiences of employees who left local firms and joined MNEs. Design/methodology/approach The authors use a qualitative study, in-depth interviews with 12 employees from various industries, and apply an interpretive phenomenological approach to explain labor mobility between local firms and MNEs in the North African country of Algeria. The authors specifically focus on personal experiences of employees who worked in both local firms and MNEs. Findings The findings report a paradoxical situation and suggest that despite talented individuals grow their capabilities in MNEs through reward and personal growth incentives, the grass is not always greener, and they face the paradox of nurturing their capabilities (wings) or empowering their roots by returning local firms to seek stability, security and flexibility. Originality/value This study contributes to the research at the intersection of human resource management, knowledge management and the paradox of management in emerging markets. Its value stems from empirically explicating the paradox of roots and wings as a complementary, learning type of paradox that individuals at local firms and MNEs in Algeria experience.

show abstract

“…However, inability to accept various components of the Culture category leads them to feel that they are not yet adjusted. From that perspective, more cultural preparation before immigration might help, as recommended, for example, for future expatriates before they start an international assignment (Earley and Peterson, 2004; Hutchings, 2003) to make them ‘more effective… in culturally diverse situations’ (Ang et al, 2007: 336).…”

Section: Discussion: What Constitutes Adjustment?mentioning

confidence: 99%

Perception of cross-cultural adjustment by immigrant professionals from three ethnic groups in one host context

Taylor¹,

Everett²,

Edgar

2021

Int'l Jnl of Cross Cultural Management

View full text Add to dashboard Cite

Ensuring that immigrant professionals experience cross-cultural adjustment positively is beneficial for both employers and host countries, as well as the immigrants themselves, yet has proven problematic in practice. This study utilises a series of longitudinal interviews to examine the personal narratives of three strategically selected sets of recently arrived professionals from the British Isles, China, and the former Soviet Union who are employed in New Zealand. Immersive research, employing Interpretative Phenomenological Analysis (IPA), followed the participants over 1 year of their life, illuminating their struggles, wins, and contradictions, endeavouring to develop a deep understanding of what it feels like to be an immigrant professional in a new, often culturally unusual country. This study reports the discovery of divergent sets of characteristics influencing the cross-cultural adjustment perceptions of interview+ees from different ethnic groups within the same host country. It finds that ‘one size does not fit all’.

show abstract

Cross-Cultural Preparation of Australian Expatriates in Organisations in China: The Need for Greater Attention to Training

Cited by 10 publications

References 1 publication

Cultural intelligence effects on expatriates’ adjustment and turnover intentions in Mainland China

Cultural intelligence effects on expatriates’ adjustment and turnover intentions in Mainland China

The paradox of roots and wings: labor mobility between local firms and MNEs in North Africa

Perception of cross-cultural adjustment by immigrant professionals from three ethnic groups in one host context

Contact Info

Product

Resources

About