Assessing cross-cultural performance: beyond just “being there”, revisited

Caligiuri, Paula; Sbaa, Maha Yomn; Milosevic, Mina; MacGregor-Peralta, Julia; Griffith, Richard

doi:10.1177/14705958221135216

Cited by 9 publications

(5 citation statements)

References 72 publications

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“…Unlike the local employees, expatriates face immense challenges due to unfamiliar culture and work and non-work settings in the host country (Farh et al, 2010). Thus, they are more inclined to psychologically withdraw from the assignment (Caligiuri, 1997;Shaffer & Harrison, 1998). Thus, our results provide evidence to claim that social support help to reduce expatriates' turnover intention.…”

Section: Theoretical Implicationsmentioning

confidence: 66%

Role of Social Support in Lessening Expatriate Turnover Intention

Karunarathne

2022

South Asian Journal of Human Resources Management

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Research has long recognised that employee withdrawal cognition is a critical issue for organisations due to the direct and indirect costs associated with that. Drawing upon social support theory, we examine the influence of three distinct types of support expatriates can receive, that is, organisation, co-workers and partner, on an expatriate’s turnover intention. Furthermore, we investigate if the effects of support types differ depending on the expatriate’s employment status. This study is based upon positivism research philosophy, and the research approach is deductive. Moreover, we used the survey method as the research strategy and used hierarchical linear regression to analyse the data. Results of a time-lagged (two-wave) study of 167 expatriates show that perceived organisational support (POS), co-worker support and partner support are negatively related to expatriates’ turnover intention. Moreover, results show that expatriates’ employment status interacts with POS and co-worker support in predicting turnover intention, implying that social support is more pronounced with expatriates with fewer resources. Thus, the present study enhances our understanding of the effects of different support types on expatriates’ turnover intention and elucidates the role of individual-level boundary conditions. The results of this study emphasize that social support is a stronger predictor of expatriate turnover intent, in particular, individuals with fewer resources. We suggest that managers of the companies should make a serious effort in creating a supportive culture and positive employee relationships.

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Section: Theoretical Implicationsmentioning

confidence: 66%

Role of Social Support in Lessening Expatriate Turnover Intention

Karunarathne

2022

South Asian Journal of Human Resources Management

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“…Moreover, we contend that understanding the effects of language ideologies, which are manifested in both national (territorially-bound) and workplace cultures, can enhance critical language awareness in international teams (Barner-Rasmussen et al, 2023). This, in turn, can foster greater cultural agility, characterised by the “tolerance of ambiguity, resilience, curiosity, perspective-taking, relationship-building, and humility within a cross-cultural context” (Caligiuri et al, 2022).…”

Section: Discussionmentioning

confidence: 99%

French and language ideologies in a multilingual European Union institution: Re-constructing the meaning of language choice at work

Lovrits,

Langinier,

Ehrhart

2024

Int'l Jnl of Cross Cultural Management

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This qualitative study investigates stances in reflective interviews to identify cultural patterns that shape the meaning of language choice within an international unit of an EU institution in Luxembourg. We employ the analytical concept of “language cringe” and propose a complementary concept, “language push,” to showcase the effects and reproduction of language ideologies in day-to-day talk about languages at work. Our analysis reveals that, within a workplace culture that encourages flexible and convivial use of multiple languages, French speakers have to deal with the effects of the “logic of honour,” which is culturally associated with the use of French in France. Based on our findings, we suggest that language choice should be considered a cross cultural dimension in multilingual environments, and that language-sensitive management scholarship should broaden its considerations beyond the traditional issues of language proficiency, namely by inspecting relational and affective factors that shape language use in multilingual workplaces.

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“…Expatriates must adjust to employment, the host environment, and interactions with local individuals after they arrive in a new environment (Black & Porter, 1991). "Success" of expatriates has been investigated using notions such as expatriate adjustment (Black & Gregersen, 1991;Shaffer et al, 1999) since unadjusted expatriates are less productive at work (Black, 1988;Caligiuri, 1997). Meanwhile, expatriates who adjust well to work and to the general environment will more effectively perform at work, as when stressed by the difficulties related to learning organizational roles or facing difficulties in day-to-day life, the expatriate may experience psychological stress, which can lead to a decrease in productivity (Bhaskar-Shrinivas et al, 2005;Kraimer et al, 2001).…”

Section: Literature Reviewmentioning

confidence: 99%

The role of emotional intelligence and cross-cultural adjustment on job performance of self-initiated expatriates with origins from Central Asian countries

Abdyrakhmanova

Poór

2023

JEECAR

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The current empirical study observes the impact of Emotional Intelligence (EI) and Cross-Cultural Adjustment (CCA) on Job Performance (JP) particularly Task Performance (TP) and Contextual Performance (CP) of Self-Initiated Expatriates (SIE) located in Central-Eastern Europe countries. The PLS SEM technique was implemented to analyze the data from a survey of 314 self-initiated expatriates. The findings showed that Emotional Intelligence has strong impact on CCA and Task Performance. As to CCA it has an influence on contextual performance. Considering that there have been few empirical investigations on the influence of Emotional Intelligence and cross-cultural adjustment on job performance of self-initiated expatriates, the insights gained from current study will contribute to the body of knowledge in the field of expatriate research, particularly in the areas of international human resource management and cross-cultural management. The practical significance of the findings will be valuable to HR professionals and multinational companies, especially in the area of expatriate selection, recruitment, and intercultural training and development.

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Assessing cross-cultural performance: beyond just “being there”, revisited

Cited by 9 publications

References 72 publications

Role of Social Support in Lessening Expatriate Turnover Intention

Role of Social Support in Lessening Expatriate Turnover Intention

French and language ideologies in a multilingual European Union institution: Re-constructing the meaning of language choice at work

The role of emotional intelligence and cross-cultural adjustment on job performance of self-initiated expatriates with origins from Central Asian countries

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