Previous international experience, cross‐cultural training, and expatriates' cross‐cultural adjustment: Effects of cultural intelligence and goal orientation

Abstract

Although various antecedents of expatriates' cross‐cultural adjustment have been addressed, previous international experience, predeparture cross‐cultural training, and cultural intelligence (CQ) have been most frequently examined. However, there are few attempts that explore the effects of these antecedents simultaneously or consider the possible influencing variables that can impact cross‐cultural adjustment. In addition, empirical findings on the effects of these antecedents are somewhat mixed. Hence, there is a need for integrative studies exploring the mechanism of cross‐cultural adjustment to deepen understanding of how previous international experience, predeparture cross‐cultural training, and CQ affect expatriates' cross‐cultural adjustment. In this regard, we considered CQ as a variable that mediates the influences of previous international experience (work and nonwork) and predeparture cross‐cultural training (length and comprehensiveness) on cross‐cultural adjustment. Additionally, an expatriate's goal orientation was considered as a moderating variable that influences the effects of previous international experience and predeparture cross‐cultural training on CQ. Results using a sample of 190 Korean expatriates partially supported the hypotheses. The mediating effect of CQ and moderating effect of goal orientation were partially supported. The previous international nonwork rather than work experience and comprehensiveness rather than length of predeparture cross‐cultural training were more positively related to CQ. The theoretical contributions, practical implications for human resource development (HRD) practitioners, limitations, and suggestions for future research are discussed.

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“…Culturally intelligent individuals show greater perseverance in tough situations, as well as higher levels of stamina and productivity. In addition, individuals with high CQ can adjust more easily to uncertain, complex and shifting work demands which are typically encountered in intercultural situations (e.g., working in multi-cultural team) (Guomundsdottir, 2015;Lin et al, 2012;Malek and Budhwar, 2013;Moon et al, 2012;Tay et al, 2015;Tuleja, 2017).…”

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