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

Abstract

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.

Employee Performance Optimization Through Transformational Leadership, Procedural Justice, and Training: The Role of Self-Efficacy

“…The general purpose of training is to develop skills, to be faster and more effective in completing a job, to develop knowledge, so that work can be completed rationally, and to develop attitudes that foster a willingness to work together among employees and with management (leaders). From the results of this data processing, the hypothesis proposed in this research is in line with the results of previous research by Stocks and Slater (2016), Brooke et al (2017), Kerr et al (2018), Loomba and Karsten (2019), and Dang and Chou (2019) that show a positive and significant relationship between training and SE. This is according to the SE theory proposed by Bandura (1997), which states that a person must learn various skills to diagnose their strengths and weaknesses to optimize the person's potential to increase SE.…”

“…The better quality the training program provided to employees, the more SE the employees will have. Dang and Chou (2019) suggested that SE has a decisive role in employee success to understand a new culture. Training programs must encourage and emphasize employee's SE abilities.…”

Trust in the Diffusion of Professional Knowledge

“…Trust generates the development of common mental models motivating employees to digital learning by systematically questioning the adopted solutions and proposing new ones (Ali et al, 2019), and therefore is the catalyst to collaborative innovation (Fawcett et al, 2012;Han and Chen, 2018). As a result, trust is a prerequisite for building a knowledge-orientated culture in an organization (Gillani et al, 2018) contributes to dispelling employees' fears related to the loss of power, prestige and usefulness in connection with the transfer of their knowledge (Jayasingam et al, 2016) and determines the involvement of employees in working for the common good, impacting job performance, goal commitment and organizational citizenship behaviors (Dang and Chou, 2019). Therefore, trust presents members with an informal code of interaction built on mutual interests and a norm of reciprocity (Tsai and Hsu, 2019).…”

“…The most often cited definition, by Mayer at al. (1995), treats trust as "the willingness of a party to be valuable to the actions of another party based on the expectation that the other will perform a particular action important to the trustor, irrespective of the ability to monitor or control that other party" (Dang and Chou, 2019). The proposed in the literature on the subject terms can be reduced to a common synthetic conclusion, i.e., trust can be treated as the belief of the parties involved that each player would behave in accordance with the best interest of all partners in the cooperation relationship.…”

“…Moreover, it is described by specific parameters (Han and Chen, 2018;Dang and Chou, 2019;Vanhala, 2019) other resources can be invested in it, in lieu of potential benefits, is comprehensive and transformable, characterized by low fluidity and high "grip" and voluntaryit must result from free choice and not coercion. Trust is consciouseach party is aware of the trust of the other, it can be temporary and is dynamicit evolves along with the development of cooperation.…”