Purpose – The purpose of this paper is to contrast the foundations of (affective) organizational and career-oriented commitment. Using social exchange theory as a background, organizational commitment is proposed as a mediator between perceived organizational support (POS) and competence development activities and feedback-seeking behavior. Career-oriented commitment, defined as a self-interested orientation toward one’s career, is proposed to mediate a positive relationship between proactive personality and competence development but a negative relationship between proactive personality and feedback-seeking. Design/methodology/approach – Data were collected from 126 employees using one-year time-lagged study in which POS and proactive personality were measured at Time 1, commitment variables at Time 2, and competence development and feedback-seeking at Time 3. Findings – Organizational commitment mediated a positive relationship between POS and competence development but not feedback-seeking. Career-orie...

Organizational and career-oriented commitment and employee development behaviors

https://researchportal.port.ac.uk/portal/files/5075993/HOWE_WALSH_2016_cright_JIM_Managing_Yopatriates.pdf

Managing Yopatriates: A Longitudinal Study of Generation Y Expatriates in an Indian Multi-national Corporation

The objective of this study is to compare the levels of cultural intelligence (CQ) and multicultural personality (MP) of expatriates and non-expatriates, according to the degree of intercultural contact, and to observe the predictive effect of CQ and MP in passion for work and satisfaction with life. Through a sample of 97 participants, a study with one-factor design 3 (intercultural contact degree: expatriates, non-expatriates with maximum intercultural contact and non-expatriates with minimum intercultural contact) was conducted. CQ and MP levels were compared, according to the degree of intercultural contact resorting to ANOVA one-way. The predictive effect of CQ and MP in passion for work and satisfaction with life was also evaluated by means of regression analysis. Expatriates, compared to the non-expatriates had higher levels of CQ, MP, passion for work and satisfaction with life. Multicultural skills such as CQ and MP were predictors of passion for work and satisfaction with life. As limitations, we can point out the small size of the samples and the fact that there is no control of individual variables. Passion for work and satisfaction with life are essential to promote individuals’ positive functioning, so the identification of their predictors is of utmost importance, both at individual and organizational levels. Understanding the impact of intercultural contact, CQ and MP on the performance of individuals, teams and organizations in multicultural contexts is an asset to global organizations and societies.

/pdf/expatriates-and-non-expatriates-effects-of-cultural-287kq8zfhh.pdf

Expatriates and Non-Expatriates: Effects of Cultural Intelligence and Multicultural Personality on Passion for Work and Satisfaction With Life

Background: The purpose of this study is to present a broad-brush picture based on empirical evidence on the role of hindrance stressors, motivation, and cultural novelty in expatriate adjustment. Drawing on trait activation theory, this study examines the moderating role of extraversion in enhancing cultural adjustment to achieve positive work engagement and organizational citizenship behavior (OCB) by expatriates.

Methods: We gathered data using a sample of 458 eastern expatriates with current international assignments in different countries around the world. They completed questionnaires sent to them using online platforms for expatriates.

Results: The results reveal that hindrance stressors and intrapersonal motivation significantly predict adjustment. Adjustment plays a partially mediating role in achieving OCB and expatriate work engagement. However, this work engagement is stronger when adjustment is used as a mediating factor. Surprisingly, our results provided paradox role of extraversion in predicting adjustment which was somewhat in contradiction to our hypothesized direction of moderating effect.

Conclusion: Our research puts forward strategies for international business organizations when assigning business expatriates, especially in novel cultures. Our research provides valuable information about expatriates’ context for international organizations planning for the accomplishment of their assignments in distant cultures.

/pdf/the-paradox-role-of-extraversion-in-the-cross-cultural-4nyju0gvs2.pdf

The paradox role of extraversion in the cross-cultural adjustment process of Asian expatriates.

The Relationship Between Cultural Intelligence and Work Outcomes of Expatriates in China by Barbara Joanna Diemer M.Ed, Masters in Education, Temple University, 2010 MBA, International Business & Marketing, La Salle University, 2003 BA, Economics & International Studies, La Salle University, 1999 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2015 Abstract International assignment failures cost an organization roughly 3 to 4 times an expatriate’s annual salary with the most expatriate failures cited for work assignments in China. Previous scholarly research identified cultural intelligence (CQ) as being influential to expatriate work outcomes. The purpose of this correlational study was to examine the relationships among a subset of CQ predictor variables and work outcome related dependent variables. Quantitative analysisInternational assignment failures cost an organization roughly 3 to 4 times an expatriate’s annual salary with the most expatriate failures cited for work assignments in China. Previous scholarly research identified cultural intelligence (CQ) as being influential to expatriate work outcomes. The purpose of this correlational study was to examine the relationships among a subset of CQ predictor variables and work outcome related dependent variables. Quantitative analysis regarding the relationship between CQ and work outcomes for U.S. nationals working in China does not currently exist in the scholarly research. Improvement of expatriate work outcomes and reduction of failed assignment costs is the intention. The study included self-reported measurements collected via online surveys from 88 U.S. nationals with work experience in China. Pearson correlation test results and multiple linear regression analysis indicated significant predictive relationships between CQ and work performance (F(4, 83) = 8.202, p < .001, adjusted R = .249) and between CQ and job satisfaction (F(4, 83) = 3.522, p < .05, adjusted R = .104). Motivational CQ had a statistically significant predictive power for work performance and job satisfaction. These findings suggest that the CQ construct may help to assess expatriate assignment readiness. The social change implications of this study include the utilization of CQ in better identification, selection, and training of employees for international assignments; improvement of expatriate work outcomes; reduction of expatriate turnover; and reduction of expatriate assignment costs. The Relationship Between Cultural Intelligence and Work Outcomes of Expatriates in China by Barbara Joanna Diemer M.Ed, Masters in Education, Temple University, 2010 MBA, International Business & Marketing, La Salle University, 2003 BA, Economics & International Studies, La Salle University, 1999 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2015 Dedication To my husband, George, and two beautiful daughters, Mia and Allison. You motivate me on a daily basis to be a better wife, mother, and person. Obtaining this degree would not have been possible without all of the shared sacrifices we made. Thank you for your continued encouragement, love, support, hugs, and kisses. It helped to carry me through the most challenging times. I dedicate this to you, with all my love. Acknowledgments I would like to thank Dr. Godwin Igein, my doctoral study chair, for his continual support and guidance throughout this process. Your encouragement helped to keep me going when I wanted to stop. I would also like to thank the other members of my committee, Dr. Wilton Heyliger, Dr. Douglas Campbell, Dr. Reginald Taylor, Dr. Cheryl Lentz, and Dr. Freda Turner, as well as my various course peers at Walden, for their feedback and tireless pursuit of excellence. All of you encouraged me to continually demonstrate high scholarly standards and also taught me to have a lot of patience. I would also like to thank all of the expatriates that participated in my study. I have been genuinely humbled by the outpouring of support and participant feedback that helped to improve my study. As a previous expat, who had some challenging experiences, I am happy to be part of some data-driven recommendations that can identify ways to better support the greater expat community. I would also like to thank the researchers that gave me permission to use and modify their survey scales. Finally, I would like to thank my family and friends for their unwavering support and encouragement. Thanks for being there with me through the highs and lows of this process. I need to specifically recognize my husband, George; daughters, Mia and Allision; my mother, Danuta, late father, Miroslaw; sister, Lela; brother, Chris; my grandmother, Babcia Heronima; my uncle, Tolek; and my in-laws, Marianne and George. You have all provided me with varying levels of support along the way. I could not have accomplished this without all of your help. I love you all so very much! i Table of

/pdf/the-relationship-between-cultural-intelligence-and-work-342klclv5t.pdf

The Relationship Between Cultural Intelligence and Work Outcomes of Expatriates in China

This study had three objectives. First, we examined the relationship between careerist orientation and organizational citizenship behavior (OCB). Second, we investigated the mediating role of life satisfaction in the relationship between careerist orientation and OCB. Third, we examined whether expatriate employees (those sent abroad on full-time company assignment) differed from non-expatriate employees in the strength of the relationship between careerist orientation and OCB. The expatriate sample consisted of 232 U.S. expatriates working in United Kingdom and the non-expatriate sample consisted of 210 full-time employees working in various organizations in the United States. We used hierarchical regression analyses to test the hypotheses. Careerist orientation adversely affected OCB because of lower life satisfaction that the employees experienced. Expatriate employees with a high careerist orientation exhibited lower level of OCB than non-expatriates with a high careerist orientation.

Careerist Orientation and Organizational Citizenship Behavior in Expatriates and Non-Expatriates:

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Careerist Orientation and Organizational Citizenship Behavior in Expatriates and Non-Expatriates: