Personality And Expatriate Performance: The Mediating Role Of Expatriate Adjustment

Ramalu, Subramaniam Sri; Rose, Raduan Che; Kumar, Naresh; Uli, Jegak

doi:10.19030/jabr.v26i6.334

Cited by 36 publications

(57 citation statements)

References 42 publications

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“…CQ demonstrated a positive influence on job performance (Chen, Lin & Sawangpattanakul, 2011;Ramalu et al, 2010;Ramalu, Rose, Uli & Kumar, 2012) and task performance (Jyoti & Kour, 2015). At a CQ dimension level, each of metacognitive, cognitive, motivational and behavioural CQ was positively associated with job performance (Chen et al, 2011).…”

Section: Theme 3: Cultural Intelligence Improves Crosscultural Job Pementioning

confidence: 97%

Exploring cultural intelligence truths: A systematic review

Solomon

Steyn

2017

SA j. hum. resour. manag.

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Orientation: To identify and report on cultural intelligence truths.Research purpose: To explore cultural intelligence truths by means of a systematic review of the cultural intelligence literature.Motivation for the study: Cultural intelligence truths must be systemised if the business and academic communities are to derive optimal value from the diverse knowledge base.Research design, approach and method: The research was qualitative in nature, comprising a systematic literature review. The period covered was from 01 January 2002 to 31 May 2015. The final number of included studies was 76, representing 48 different journals. Cultural intelligence hypotheses were identified and thematically categorised. Validated hypotheses constituted truths (i.e. truth statements). Key findings are both reported and commented on.Main findings: Cultural intelligence hypotheses may be classified into 13 separate themes plus a ‘not categorised’ group. In total, 60% of the hypotheses on cultural intelligence have given rise to truth statements. Accordingly, there remains some divide between theorised cultural intelligence relationships and how these have played out under empirical investigation.Practical managerial/implications: Business professionals will find it easier to consume the cultural intelligence literature, thereby facilitating their understanding of how best to leverage the knowledge in equipping the workforce to function optimally in cross-cultural interfaces. Scholars will be better positioned to tailor the focus and structure of cultural intelligence studies going forward.Contribution: Cultural intelligence truths have been systematically identified, organised and reported on.

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Section: Theme 3: Cultural Intelligence Improves Crosscultural Job Pementioning

confidence: 97%

Exploring cultural intelligence truths: A systematic review

Solomon

Steyn

2017

SA j. hum. resour. manag.

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“…While CQ is related to personality traits, it also explains variance in cross-cultural competencies beyond stable individual differences (Eisenberg et al, 2013). Finally, CQ has been proposed as a key element of successful managerial interactions in international markets (Zakak andDouvas, 1999, Alon andHiggins, 2005) because it is positively related to outcomes such as cultural adaption (Templer et al, 2006, Ward et al, 2011, adjustment (Lee and Sukoco, 2010, Chen et al, 2014, Moon, 2010, Ramalu et al, 2012, Lin et al, 2012, Wu and Ang, 2011, Huff et al, 2014, leadership effectiveness (Rockstuhl et al, 2011), intercultural negotiation effectiveness (Imai and Gelfand, 2010), market and product innovation (Elenkov and Manev, 2009), team performance (Moon, 2013), marketing adaptation and export performance (Magnusson et al, 2013), as well as individual performance (e.g., Chen et al, 2011).…”

Section: Cultural Intelligencementioning

confidence: 99%

“…In a global setting, it's possible that global managers' job satisfaction is related to their cultural adaption or adjustment, which has been theoretically and empirically established as an outcome of CQ (Lee and Sukoco, 2010, Chen et al, 2014, Moon, 2010, Ramalu et al, 2012, Lin et al, 2012, Wu and Ang, 2011, Huff et al, 2014, and as an antecedent to performance.…”

Section: Job Satisfactionmentioning

confidence: 99%

Global managers

Barakat

Lorenz²,

Ramsey

et al. 2015

International Journal of Emerging Markets

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Purpose – The purpose of this paper is to examine the effect of cultural intelligence (CQ) on the job performance of global managers. Design/methodology/approach – In total, 332 global managers were surveyed from multinational companies operating in Brazil. The mediating effect of job satisfaction was tested on the CQ-job performance relationship. Findings – The findings suggest that job satisfaction transmits the effect of CQ to job performance, such that global managers high in CQ exhibit more job satisfaction in an international setting, and therefore perform better at their jobs. Practical implications – Results imply that global managers should increase their CQ in order to improve their job satisfaction and ultimately perform better in an international context. Originality/value – The authors make three primary contributions to the international business literature. First, the authors introduce job satisfaction as a possible outcome variable of CQ. Thus, this work is the first empirical study to test the effect of CQ on the job satisfaction of global managers. Second, although the job satisfaction-job performance relationship is recurrently discussed in the organizational behavior literature, it is not often explicitly associated with global managers that are working in cross-cultural settings. Finally, the authors posit that job satisfaction mediates the relationship between CQ and job performance.

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“…Expatriados mal-adaptados tendem a mostrar-se insatisfeitos com o trabalho (SHAY; BAACK, 2006) e apresentar desempenhos menos satisfatórios (SHIH; CHIANG; HSU, 2010; PATTIE; PARKS, 2011). Além disso, em situações mais extremas, podem retornar prematuramente do exterior ou enfrentar uma demissão (RAMALU et al, 2010). Esses fatores têm contribuído para o crescimento do interesse acadêmico e prático a respeito da adaptação transcultural de expatriados, como salientado em revisões realizadas sobre o tema (por exemplo, BLACK; MENDENHALL; ODDOU, 1991;DOWNLING, 2009).…”

Section: Intr O D U ç ã Ounclassified

“…Como ainda não se constatou, nos diversos estudos que têm buscado compreender melhor as características dos expatriados que tendem a facilitar ou dificultar a sua adaptação, uma explicação desse fenômeno sob o olhar dos valores humanos (por exemplo, SHIN; MORGESON; CAMPION, 2007;CHENG;LIN, 2009;KIM;SLOCUM, 2008;KUMAR;SUBRAMANIAN, 2008;JAVIDAN;TEAGARDEN;BOWEN, 2010;SUKOCO, 2010;RAMALU et al, 2010;WU;ANG, 2011), acredita-se que este estudo possa contribuir para a literatura sobre o tema.…”

Section: Avaliação Do Modelo Est R U T U Ra Lunclassified

Valores pessoais como antecedentes da adaptação transcultural de expatriados

Félix

Bilsky

Moreira

2012

RAM, Rev. Adm. Mackenzie

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Este artigo pode ser copiado, distribuído, exibido, transmitido ou adaptado desde que citados, de forma clara e explícita, o nome da revista, a edição, o ano e as páginas nas quais o artigo foi publicado originalmente, mas sem sugerir que a RAM endosse a reutilização do artigo. Esse termo de licenciamento deve ser explicitado para os casos de reutilização ou distribuição para terceiros. Não é permitido o uso para fins comerciais.• RAM, REV. ADM. MACKENZIE, V. 13, N. 3, Ed. Especial • SÃO PAULO, SP • MAIO/JUN. 2012 • ISSN 1518-6776 (impresso) • ISSN 1678-6971 (on-line) • Submissão: 15 jan. 2012. Aceitação: 27 mar. 2012. Sistema de avaliação: às cegas dupla (double blind review). UNIVERSIDADE PRESBITERIANA MACKENZIE. Walter Bataglia (Ed.), p. 69-95.

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Personality And Expatriate Performance: The Mediating Role Of Expatriate Adjustment

Cited by 36 publications

References 42 publications

Exploring cultural intelligence truths: A systematic review

Exploring cultural intelligence truths: A systematic review

Global managers

Valores pessoais como antecedentes da adaptação transcultural de expatriados

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