Examinations of the Role of Individual Adaptability in Cross-Cultural Adjustment

Hua, Jenna; Fan, Jianqing; Walker, Alan G.; Hou, Ning; Zheng, Lu; DeBode, Jason D.

doi:10.1177/1069072718765193

Cited by 18 publications

(19 citation statements)

References 58 publications

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“…Globalization increases international exchange and cross-cultural interactions (Chang et al, 2013). However, cultural misunderstanding and conflicts may arise due to differences between people from diverse cultural backgrounds (Ang et al, 2007;Hua et al, 2019). In order for foreign employees to be successful in unfamiliar settings, they often need to adjust their attitudes and behaviors to a new cultural context (Kim, 2001;Nguyen et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Extrinsic motivation, workplace learning, employer trust, self-efficacy and cross-cultural adjustment

Dang

Chou

2019

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Purpose The purpose of this paper is to investigate the effects of extrinsic motivation, workplace learning, employer trust and self-efficacy on foreign laborers’ cross-cultural adjustment. Design/methodology/approach This paper uses structural equation modeling to analyze the data from a sample of 258 Vietnamese laborers in Taiwan. Findings The results show a significantly positive impact of extrinsic motivation, workplace learning, employer trust and self-efficacy on cross-cultural adjustment. Originality/value The findings of this study provide important implications for academic researchers and organizations concerning management and development of successful foreign laborers. From a theoretical aspect, this study shows new evidence on the impacts of extrinsic motivation, workplace learning, employer trust and self-efficacy on foreign laborer cross-cultural adjustment. In addition, this study enriches theories in the field of self-determination motivation, workplace learning, trust and self-efficacy literature. From a practical aspect, this study provides implications for business managers to make better policies in training and managing foreign laborers.

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Section: Introductionmentioning

confidence: 99%

Extrinsic motivation, workplace learning, employer trust, self-efficacy and cross-cultural adjustment

Dang

Chou

2019

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“…Example items included “I think clearly in times of urgency” (crisis dimension), “I utilize my muscular strength well” (physical dimension) and “I try to be flexible when dealing with others” (interpersonal dimension). Recently, Hua et al (2019) found that individual adaptability as measured by the I-ADAPT predicted cross-cultural adjustment among international students at an American university, 81% of whom were Chinese. Hua et al (2019) also provide confirmatory factor analytic evidence demonstrating that the factor structure of I-ADAPT among these students was consistent with the theorizing of Ployhart and Bliese (2006).…”

Section: Methodsmentioning

confidence: 99%

“…Recently, Hua et al (2019) found that individual adaptability as measured by the I-ADAPT predicted cross-cultural adjustment among international students at an American university, 81% of whom were Chinese. Hua et al (2019) also provide confirmatory factor analytic evidence demonstrating that the factor structure of I-ADAPT among these students was consistent with the theorizing of Ployhart and Bliese (2006). The I-DAPT measure exhibited high reliability in our study ( α = 0.95).…”

Section: Methodsmentioning

confidence: 99%

The criterion validity of career adapt–abilities scale with cooperation among Chinese workers

Prasad

Gardner

Leong

et al. 2021

CDI

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PurposeThis work contributes to the literature on career adaptability by examining the criterion validity of the Cooperation dimension, supporting the inclusion of cooperation into the career adaptability construct and informing the nomological network of career adaptability (Nye et al., 2018; Savickas and Porfeli, 2012). The authors also evaluate the improvements in cross-cultural generalizability argued for by Nye et al. (2018) by conducting a criterion validity study of the CAAS including cooperation using a non-Western sample.Design/methodology/approachSurvey responses from a Chinese adult working sample (N = 208, 53.4% male) were analyzed via relative weights analysis, facilitating the comparison of the Cooperation dimension to other career adaptability dimensions and general adaptability.FindingsResults demonstrate the added value of the Cooperation dimension across several work outcomes (i.e. work engagement, career commitment, occupational well-being, occupational stress) and highlight Cooperation in predicting interpersonal outcomes (i.e. supervisor and coworker satisfaction).Originality/valueThe inclusion of Cooperation, a dimension originally conceptualized as a career adaptability factor but only recently subjected to additional psychometric evaluation, within the career adaptability paradigm should promote both predictive validity and cross-cultural generalizability.

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“…They have also built relationships and emotions with their colleagues and organizations (Peltokorpi and Froese, 2012). Consequently, foreign workers may be motivated to engage in their works and commit to their organizations because they have a strong sense of belonging and emotional attach with their works and organizations (Hua et al , 2019). In addition, foreign workers often have less opportunity to change their jobs when they work overseas.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…Living and working overseas have been a common tendency when moving between countries becomes more convenient and easier in today's global environment (Taušova et al , 2019). As more and more people live and work overseas, the issue of management and development of foreign employee increasingly becomes more important for business managers and researchers (Hua et al , 2019). In order to improve foreign workers' productivity and performance, business managers have to find out appropriate approaches to increase their commitment to works and organization in the host culture (Hou et al , 2018).…”

Section: Introductionmentioning

confidence: 99%

Workplace learning and foreign workers' commitment to host cultural organization: the effects of cross-cultural adjustment and supervisor trust

Dang

Nguyen

2020

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PurposeThe purpose of this study is to investigate the relationship between workplace learning and organizational commitment with the mediating role of cross-cultural adjustment and the moderating role of supervisor trust for the case of foreign workers in a new cultural setting.Design/methodology/approachThis study uses structural equation modeling to analyze a sample data of 367 Vietnamese and Philippine workers in Taiwan.FindingsResults show that workplace learning enhances foreign workers' organizational commitment. Cross-cultural adjustment is found to have a mediating effect in the link between workplace learning and organizational commitment. Furthermore, supervisor trust moderates the link between cross-cultural adjustment and organizational commitment. In addition, supervisor trust moderates the indirect effect of workplace learning on organizational commitment through cross-cultural adjustment.Originality/valuePrior literature often focuses on expatriates who are high-skilled employees. This study investigates low-skilled workers who come from less-developed country working in a more developed economy. This study is one of the first researches examining the issue of foreign workers' commitment in new cultural environment. Our findings shed a new light to the effect of workplace learning on organizational commitment. Our findings also help to clarify the roles of cross-cultural adjustment and supervisor trust into the workplace learning–organizational commitment relationship. This study provides implications for researchers and managers regarding to management and development of foreign workers for local organizations.

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Examinations of the Role of Individual Adaptability in Cross-Cultural Adjustment

Cited by 18 publications

References 58 publications

Extrinsic motivation, workplace learning, employer trust, self-efficacy and cross-cultural adjustment

Extrinsic motivation, workplace learning, employer trust, self-efficacy and cross-cultural adjustment

The criterion validity of career adapt–abilities scale with cooperation among Chinese workers

Workplace learning and foreign workers' commitment to host cultural organization: the effects of cross-cultural adjustment and supervisor trust

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