The theory of met expectations applied to expatriate adjustment: the role of crosscultural training

Caligiuri, Paula; Phillips, Jean M.; Lazarova, Mila; Tarique, Ibraiz; Burgi, Peter

doi:10.1080/09585190010026185

Cited by 116 publications

(212 citation statements)

References 36 publications

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“…Numerous studies have examined the effects of (un)met expectations on work outcomes. It was found that a small discrepancy between pre-entry expectations and post-entry experiences leads to high levels of job satisfaction and organizational commitment, to a low level of turnover intentions (for reviews, see Irving and Meyer, 1995;Wanous et al, 1992), and to a better adjustment to a new work environment (Caligiuri et al, 2001). Therefore, it has been argued that met expectations play an important role in the formulation of the psychological contract under HRM (Grant, 1999).…”

Section: Introductionmentioning

confidence: 99%

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Taris¹,

Feij²,

Vianen³

2005

The International Journal of Human Resource Management

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Many studies have shown that work outcomes, such as job satisfaction and turnover intentions, are affected by met expectations and the fit between the work values of an employee and the supplies offered by the organization. However, research that investigates their simultaneous effects on work outcomes is absent in the literature. This study examined the concurrent effects of met expectations and supplies-values (S-V) fit of Dutch young adults on job satisfaction and intention to leave. It was hypothesized that met expectations as an outcome of a cognitive evaluation process would explain variance in affective work outcomes beyond and above that predicted by measures of S-V fit and main effects of job supplies and work values. Results supported this hypothesis. Theoretical and practical implications of these results directions for future research are discussed.

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Section: Introductionmentioning

confidence: 99%

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Taris¹,

Feij²,

Vianen³

2005

The International Journal of Human Resource Management

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“…Expatriates whose emotional intelligence may enable them to optimally use their cross-cultural knowledge obtained from the cross-cultural training in their home country during the adjustment process. In addition, emotional intelligence may facilitate expatriates to use a better initial cross-cultural knowledge in "the learning process" of adjustment (Black and Gregersen 1991;Caligiuri et al 2001;Caligiuri and Tarique 2006). Expatriates with emotional intelligence may enable them to recall easily the initial knowledge that is stored in their memory whenever they face problems during the adjustment process.…”

Section: Emotional Intelligence and Expatriate Adjustmentmentioning

confidence: 99%

“…With such knowledge, expatriates may be able to solve the problems which arise from unfamiliar events in their daily life as well as in their workplace (Caligiuri et al 2001).…”

Section: Cross-cultural Training Social Capital and Expatriate Adjusmentioning

confidence: 99%

“…Expatriates who have the initial knowledge may be better in the "learning process" (Black and Gregersen 1991;Caligiuri et al 2001;Caligiuri and Tarique 2006) and it may help expatriates make decisions quickly when problems arise. Cross-cultural knowledge leads expatriates to interact properly and communicate fluently with the host people with- out feeling scared to hurt the host culture.…”

Section: Cross-cultural Training Social Capital and Expatriate Adjusmentioning

confidence: 99%

“…Cross-cultural training is designed to equip expatriates with the specific knowledge about how to live in the different culture successfully, for example communication skill, daily life such as climate, food, housing, and job skills (Caligiuri et al 2001;Selmer 2005). With such knowledge, expatriates may be able to solve the problems which arise from unfamiliar events in their daily life as well as in their workplace (Caligiuri et al 2001).…”

Section: Cross-cultural Training Social Capital and Expatriate Adjusmentioning

confidence: 99%

See 2 more Smart Citations

Enhancing Cross-Cultural Training Efficacy on Expatriate Adjustment through Emotional Intelligence and Social Capital

Susanto

Rostiani

2012

GADJAH MADA INT. J. BUS.

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Abstract:Cross cultural training is widely believed to make a positive contribution to expatriate adjustment. In practice, however, it is very costly and sometimes ineffective for expatriates. Therefore, there is a growing importance placed on increasing the cost effectiveness or enhancing the efficacy of crosscultural training by functioning individual expatriate's social capital and emotional intelligence as moderating variables towards expatriate's adjustment and performance. To do so we blend ideas drawn from social capital theory and emotional intelligence to develop the structure that underlies the logic of this paper. Thus, this paper uses social capital and emotional intelligence theories to enrich extant literature on expatriate adjustment Abstrak: Pelatihan lintas budaya telah dipercaya memberikan kontribusi positif bagi proses penyesuaian ekspatriat. Meskipun demikian, dalam prakteknya, pelatihan tersebut sangat mahal dan terkadang tidak efektif. Oleh karena itu, penting untuk meningkatkan efektivitas biaya atau pencapaian pelatihan lintas budaya dengan memfungsikan modal sosial dan kepintaran emosi ekspatriat sebagai variabel pemoderasi antara penyesuaian ekspatriat dan kinerjanya. Penulis menggabungkan beberapa ide dari teori modal sosial dan kepintaran emosional untuk membangun sebuah kerangka sebagai dasar tulisan ini. Oleh karena itu, tulisan ini menggunakan teori modal sosial dan teori kepintaran emosional untuk memperkaya literatur mengenai penyesuaian ekspatriat.

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Training for Expatriates

Feitosa¹,

Salas²

2017

The International Encyclopedia of Intercultural Communication

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This entry develops the state of science in regards to training for expatriates. Expatriates are those individuals who go to a foreign country to complete an assignment. Unfortunately, they often return early or change jobs upon their repatriation. Although there is little consistency regarding the content and methods used to train these individuals in the most effective way, consensus exists that more resources should be allocated for adequate training. Given the high level of failure as well as the growth made possible by relying on expatriates for global competitiveness, this entry highlights 10 themes along with training considerations for each. Future research agendas include the criterion problem, methodological challenges, and the changing nature of these temporary assignments.

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The theory of met expectations applied to expatriate adjustment: the role of crosscultural training

Cited by 116 publications

References 36 publications

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes

Enhancing Cross-Cultural Training Efficacy on Expatriate Adjustment through Emotional Intelligence and Social Capital

Training for Expatriates

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