Expatriate time to proficiency: individual antecedents and the moderating effect of home country

Abstract

Purpose The purpose of this paper is to examine the direct impact of individual variables (cultural openness, social orientation, willingness to communicate, confidence in own technical abilities, active stress resistance, prior international experience) on expatriate time to proficiency (TTP); and the moderating effects of the home country on the relationships between these individual variables and expatriate TTP. Design/methodology/approach The authors use a quantitative, self-administered questionnaire to gather data from assigned expatriates from different countries in India, analysed through partial least squares. Findings The findings show that, first, four individual variables, i.e. social orientation, willingness to communicate, confidence in technical abilities and active stress resistance reduce expatriate TTP in the global sample. Second, the individual antecedents of expatriate TTP vary significantly across home countries. Research limitations/implications The results confirm the importance of individual antecedents in explaining expatriate TTP and the importance of context in the study of expatriates’ cross-cultural effectiveness. The authors also propose new, shorter measures for the individual antecedents. Practical implications The practical implications for HRM professionals relate mainly to selection and cross-cultural training. Expatriates may also get a better understanding of the individual and contextual variables that impact their TTP. Originality/value The authors show that individual antecedents interact with context, here home country, to predict expatriate TTP in an under-researched host country, India.

Two decades of research into SIEs and what do we know? A systematic review of the most influential literature and a proposed research agenda

“…Do SIEs in different countries adjust differently (Waxin and Brewster, 2020)? What are the individual, organisational and contextual factors that reduce the different types of SIEs' job performance and time to proficiency (Waxin et al, 2019;Waxin et al, 2016;Lessle et al, 2021)?…”

The Recruitment, Selection, and Preparation of Expatriates

“…Many researchers have examined the individual characteristics of expatriates that predict success in the assignment: these include job factors, personal traits (flexibility/ tolerance for ambiguity, self-efficacy), relational abilities/ cross cultural competencies, motivational state, language skills, family situation, (Anderson, 2005;Reiche, Harzing & Kraimer, 2009;Waxin, Brewster & Ashill, 2019), and previous international work experience (Caligiuri, Tarique & Jacobs, 2009;Culpan & Wright, 2002;Kim, Brewster & Chung, 2019). These criteria have been found to be critically related to expatriate performance in international assignments and their consideration depends on the role of the expatriates (Tungli & Peiperl, 2009) and the expatriates' country of origin (Waxin et al, 2019).…”

“…Job-related selection criteria are based on the international assignment's job description and competency profile and knowledge, skills and competencies necessary to perform the job role (Waxin, 2008a;Waxin 2008b;Avril & Magnini, 2007). Confidence in technical skills has been found to predict work adjustment and reduce expatriates' time to proficiency (Bhaskar-Shrinivas et al, 2005;Waxin, 2003, Waxin et al, 2019, and previous international experience to predict expatriates' success (Caligiuri et al, 2009). Green (2012), focusing on American expatriate officials, found that the length of previous international experience was positively related to adjustment scores.…”

“…Based on the works of Mendenhall and Oddou (1985) and Black (1990), Cerdin, Chandon and Waxin (1999), identified six dimensions of the expatriate's adjustability that positively impact the expatriates' work, interaction and general adjustment (Campoy et al, 2005;Waxin, 2003Waxin, , 2006Waxin & Chandon, 2002) and reduced their time to proficiency (Waxin et al, 2019): confidence in their own technical competencies, social orientation, willingness to communicate, substitution capacity, cultural openness, and stress resistance. These individual determinants of expatriate success significantly varied across country of origin.…”

“…social networking and information seeking) which, in turn, reduces turnover intention and readjustment problems (Lazarova & Cerdin, 2007). Active stress resistance has been found to reduce expatriates' TTP (Waxin, et al, 2019). Research also suggests that a repatriate with a higher level of motivation is more likely to marshal personal resources to overcome challenges and is found to be positively related to desirable repatriation outcomes, such as knowledge transfer (Hyder & Lövblad, 2007).…”