The correspondence model of cross-cultural adjustment: exploring exchange relationships

Abstract

Purpose There has been tremendous interest in the field of cultural adjustment in the past decades. The work of Black and his colleagues has inspired many researchers. However, critics have pointed out that their original conceptualization has limitations; most of the insights building on their model have probably been harvested. Therefore, it is appropriate to investigate alternative ways at understanding the challenges in international assignments. The purpose of this paper is to outline a model rooted in person-environment fit theory. The authors follow Dawis and Lofquist’s Theory of Work Adjustment, which has had only a small influence on expatriate research to date. Design/methodology/approach The paper develops a correspondence model of cross-cultural adjustment and explores the diverse factors and their interactions in-depth. The satisfaction of individual needs and corresponding environmental supplies (macro, micro, and organizational factors) as well as the satisfactoriness of individual abilities and corresponding environmental requirements (macro, micro, and organizational) is outlined. Findings Based on the literature and the model a large number of hypotheses in relation to cross-cultural adjustment are proposed which allow new avenues in adjustment research. Originality/value The contribution of this paper is to propose a model that addresses the main criticisms to the adjustment conceptualization of Black and his colleagues.

Expatriate cultural values alignment: The mediating effect of cross‐cultural adjustment level on innovative behaviour

“…Although the studies by Afsar () and Choi () have provided significant contributions to show the antecedent effect of the alignment of PE factors on employees' innovative behaviour, their assessment was limited to examining factors that exist inside the organizational boundary. Notably, as institutional theory posits, external environmental factors also have a role in shaping employees' behaviour (Haslberger & Dickmann, ; Rosenzweig & Singh, ).…”

“…Empirical evidence indicates that the host country's culture is one of the major external environmental forces that decisively affect expatriates' success (Hofstede, Hofstede, & Minkov, ; Jun & Gentry, ). Expatriates who have a personal value orientation that aligns with the host country's cultural value can cope with the challenges of the new cultural environment (Haslberger & Dickmann, ; Rosenzweig & Singh, ). However, previous studies have overlooked to show the cultural values alignment effect on expatriate employees' innovative behaviour (Haslberger & Dickmann, ; Jun & Gentry, ).…”

Person–Environment Fit and Expatriate Job Satisfaction

“…Recent conceptualizations of expatriates' cross-cultural adjustment have begun to embrace a P/E-centered perspective (e.g., Haslberger & Brewster, 2009;Haslberger et al, 2013;Haslberger & Dickmann, 2016). Accordingly, cross-cultural adjustment takes place in affective, cognitive, and behavioral dimensions (Haslberger, Brewster, & Hippler, 2014;Ward, Bochner, & Furnham, 2001).…”

“…In terms of the conceptualization and measurement of expatriates' cross-cultural adjustment, the work of Black and colleagues (Black & Stephens, 1989;Black, Mendenhall, & Oddou, 1991) has substantially informed and advanced current knowledge in expatriate research (Bhaskar-Shrinivas et al, 2005). However, as recent research underscores (e.g., Haslberger, Brewster, & Hippler, 2013;Haslberger & Dickmann, 2016;Takeuchi, 2010), the conceptualization of Black and associates also has some shortcomings, for example, concerning its theoretical foundation and a unidimensional focus on the match between expatriate needs and environmental supplies. In response, Haslberger et al (2013) have developed a theory-driven conceptualization of cross-cultural adjustment, taking account of the relationship/interaction between expatriates and their organizational environment.…”

Adjustment in international work contexts: Insights from self‐initiated expatriates in academia

“…However, despite its past popularity, the model has be criticized for many reasons (Harrison et al, ; Haslberger, Brewster, & Hippler, ; Haslberger et al, ; Haslberger & Dickmann, ; Thomas & Lazarova, ; Zimmermann et al, ). Main critique points include the “problematic conceptualization of adjustment as an outcome” (Haslberger et al, , p. 19), the empirical but not theoretical development of the three adjustment facets, and the one‐dimensional measures as well as the underspecification of dynamics over time within the adjustment process (Haslberger & Dickmann, , p. 277). Furthermore, “assumptions of linearity and unidirectional causality” (Hippler, Brewster, & Haslberger, , p. 1929), call for a more process‐ and context‐sensitive investigation of the adjustment phenomenon.…”