The effectiveness of cross-cultural training for expatriates: An assessment of the literature on the issue

Kealey, Daniel J.; Protheroe, David

doi:10.1016/0147-1767(96)00001-6

Cited by 225 publications

(194 citation statements)

References 21 publications

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“…Although the antecedents and consequences of expatriate adjustment have been well documented (see Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005;Hechanova, Beehr, & Christiansen, 2003, for meta-analytic reviews), many authors within the expatriate management literature have lamented the unavailability of job performance criteria for expatriates (see, e.g., Arthur & Bennett, 1995Hawes & Kealey, 1979;Kealey & Protheroe, 1996;Mol, Born, & Van der Molen, 2003;Ones & Viswesvaran, 1997;Sinangil & Ones, 2001;Werner, 2002).…”

Section: Journal Of Cross-culturalmentioning

confidence: 99%

“…In this respect, Arthur and Bennett (1995) note that more than five decades of research on expatriate selection has failed to yield a clear and explicit knowledge structure of what it is we should be training and selecting for. Evidence for different schools of thought may be found in the fact that some researchers seek an answer to this criterion issue in the expatriate's adjustment (e.g., Black, 1990), whereas others (e.g., Dalton & Wilson, 2000) emphasize the expatriate's job performance as the criterion of choice.Although the antecedents and consequences of expatriate adjustment have been well documented (see Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005;Hechanova, Beehr, & Christiansen, 2003, for meta-analytic reviews), many authors within the expatriate management literature have lamented the unavailability of job performance criteria for expatriates (see, e.g., Arthur & Bennett, 1995Hawes & Kealey, 1979;Kealey & Protheroe, 1996;Mol, Born, & Van der Molen, 2003;Ones & Viswesvaran, 1997;Sinangil & Ones, 2001;Werner, 2002).Nevertheless, there has recently been an increase in empirical publications vis-à-vis expatriate job performance. This is affirmed by two meta-analytic publications about the relationship between training and expatriate job performance (see Deshpande & Viswesvaran, 1992;Morris & Robie, 2001).…”

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confidence: 99%

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Predicting Expatriate Job Performance for Selection Purposes

Mol

Born

Willemsen³

et al. 2005

Journal of Cross-Cultural Psychology

228

218

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This article meta-analytically reviews empirical studies on the prediction of expatriate job performance. Using 30 primary studies (total N = 4,046), it was found that predictive validities of the Big Five were similar to Big Five validities reported for domestic employees. Extraversion, emotional stability, agreeableness, and conscientiousness were predictive of expatriate job performance; openness was not. Other predictors that were found to relate to expatriate job performance were cultural sensitivity and local language ability. Cultural flexibility, selection board ratings, tolerance for ambiguity, ego strength, peer nominations, task leadership, people leadership, social adaptability, and interpersonal interest emerged as predictors from exploratory investigations (K < 4). It is surprising that intelligence has seldom been investigated as a predictor of expatriate job performance.Keywords: expatriate; job performance; selection; meta-analysis; predictive validity; Big Five; criterion; criteriaResearch aimed at improving expatriate selection practices shows characteristics of a domain in its pre-paradigmatic state. According to Kuhn (1962), the pre-paradigmatic period is typified by a lack of cohesion and consensus about research methods and objects, by the appearance of schools of thought, and by a conflict between these schools. Although there is little evidence of a conflict, the lack of cohesion and consensus about research objects is striking within the expatriate management literature. On the basis of either a theory or a review of earlier empirical work, many authors (e.g., Arthur & Bennett, 1995;Brislin, 1981;Gudykunst & Hammer, 1984;Hannigan, 1990;Jordan & Cartwright, 1998;Kealey, 1996;Kealey & Ruben, 1983;Leiba-O'Sullivan, 1999;Mendenhall & Oddou, 1985;Ones & Viswesvaran, 1997;Ronen, 1989) have compiled substantive lists of predictors that almost consistently show more uniqueness than overlap when compared to one another. For example, whereas Arthur and Bennett (1995) identify job knowledge and motivation, relational skills, flexibility/adaptability, extracultural openness, and family situation as factors that appear to contribute to international assignment success, Ones and 590 AUTHORS' NOTE: This research was supported in part by funding from GITP International BV, Nijmegen, The Netherlands. The opinions expressed by the authors are their own and do not necessarily reflect the views of GITP International BV. The authors would like to thank M. Evelina Ascalon for her valuable comments that inspired this study, Marieke van Onna, Lidia Arends and Niels Smits for their statistical advice, and, Margaret Shaffer, Maxine Dalton, Kevin Williams, Judith Volmer and others who kindly answered inquiries about their data. Viswesvaran (1997) focus on the Big Five personality dimensions (emotional stability, extraversion, openness to experience, agreeableness, and conscientiousness) in the prediction of aspects of expatriate success. It is difficult to find a common denominator within these lists (cf. Sinangi...

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Section: Journal Of Cross-culturalmentioning

confidence: 99%

mentioning

confidence: 99%

Predicting Expatriate Job Performance for Selection Purposes

Mol

Born

Willemsen³

et al. 2005

Journal of Cross-Cultural Psychology

228

218

View full text Add to dashboard Cite

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“…Kealey has done significant work on overseas effectiveness, which he defines as the ability to live and work effectively in the cross-cultural setting of an overseas assignment. 7,8 Attempts also have been made to gain insight into human resource management in humanitarian assistance through large-scale surveys, but this research has disclosed little about the volunteers themselves. 6,9,10 A few limited studies by Anderson and Moore 11 and Liao-Troth and Dunn 12 have looked at motivations among volunteers.…”

mentioning

confidence: 99%

Motivations, Concerns, and Expectations of Scandinavian Health Professionals Volunteering for Humanitarian Assignments

Bjerneld

Lindmark

McSpadden

et al. 2006

Disaster Management & Response

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“…Although there are a number of valid research approaches, we deemed a quantitative, survey-based methodology appropriate since it allows minimizing the subjectivity in the analysis of the data by employing statistical tests to examine the validity of the research hypotheses (Kealey and Protheroe 1996). Moreover, by using a survey, we can investigate the perceptions and intentions of a large number of subjects (i.e., organizations), which may not be practical with qualitative methods.…”

Section: Study Design and Data Collectionmentioning

confidence: 99%

Impact of Grid Assimilation on Operational Agility in Turbulent Environments: An Empirical Investigation in the Financial Services Industry

Vykoukal¹,

Pahlke²,

Beck³

2011

Theory-Guided Modeling and Empiricism in Information Systems Research

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Financial services providers are exposed to a highly turbulent environment that is characterized by an intense competition for the development of new financial products and the attraction of customers. Against this background, Grid technology assimilation can be assumed to be a potential strategic response to address fast changing market demands and to enhance the operational agility of business processes. This article presents the results of a quantitative field study conducted to analyze to what extent Grid assimilation impacts on the agility of business processes, as well as the role of environmental turbulence in the Grid assimilation process. The research model was validated based on 178 responses from senior IT decision makers of financial services providers in the U.S. that have already adopted Grid technology.The results from partial least squares analyses suggest that environmental turbulence significantly strengthens the relationship between Grid assimilation and operational agility.

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The effectiveness of cross-cultural training for expatriates: An assessment of the literature on the issue

Cited by 225 publications

References 21 publications

Predicting Expatriate Job Performance for Selection Purposes

Predicting Expatriate Job Performance for Selection Purposes

Motivations, Concerns, and Expectations of Scandinavian Health Professionals Volunteering for Humanitarian Assignments

Impact of Grid Assimilation on Operational Agility in Turbulent Environments: An Empirical Investigation in the Financial Services Industry

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