Cross-cultural adjustment of expatriates: The role of emotional intelligence and gender

Emotional intelligence and British expatriates’ cross-cultural adjustment in international construction projects

“…Findings of the current study are consistent with that of Koveshnikov, et al, (2014) and Gabel et al (2005) likely to improve the interactions within diverse groups (Lloyd & Härtel, 2003). Lacking in this quality along with inability to connect to the host country culture, gaps in social support and social isolation, there could be high probability that the expatriate would succumb to various forms of wrong addictions.…”

“…An expatriate's EI would help them to recall cross-cultural knowledge stored in their memory (Susanto and Rostiani, 2012), appropriately express their emotions, simultaneously monitor them possibly avoiding misunderstandings and conflicts (Lin et al, 2012), thus enabling him/her to face challenging situations more effectively (Arvil & Magnini, 2007;Jordan et al, 2002). Furthermore, utilization of emotions is believed to motivate expatriates to be persistent and avoid stereotyping when making judgement about the host country environment, which is culturally less familiar (Koveshnikov et al, 2014). Therefore, this ability to understand and manage the emotional reactions in oneself, and those of others and to effectively adapt in culturally diverse settings, have been increasingly recognized as critical elements that influence adjustment (Kumar et al, 2008).…”

The Barriers to Increasing the Productivity in Expatriate Management: Examples in the World and Turkey

“…For example, Arthur and Bennett (1995) stated that expatriate performance may be determined by many factors such as motivation, flexibility, extra-cultural openness, and family situation and the expatriate performance equally determines the success of international business. Personnel adaptability to foreign culture (Miao et al, 2011;Wang and Fang, 2014;Huff et al, 2014;Li and Scullion, 2010;Koveshnikov et al, 2014;Mahajan and Toh, 2014;Yamazaki, 2010;Ntshona, 2007) , knowledge of host country-local-language, training on cross culture, interest in overseas expariences, willingness of spouse to live abroad -for married expatriates- (Ntshona, 2007;Riusaia, 2000), attractive compensations (Ntshona, 2007;Hon and Lu, 2015;McNulty, 2014;) are accepted among the conditions to increasing the productivity of expatriate management. Expatriates' repatriation has also been treated as well as all mentioned factors.…”

The Seafarers’ Human Capital Variables and the Crew Profile Dynamic Adjustment

“…This dimension is very relevant to the individual adapting skill since the environment onboard the maritime vessels, including for national or convenience flag, may be consistently vary one to another, and far away from the environment which the sailor is familiar with. A recent study has revealed that socio-cultural similarities would facilitate general environmental fitting of a person and a smoother living adjustment of expatriates, once they are able to understand the systems' variables and how to operate with it (Koveshnikov et al, 2014). In case of sailors these adjustments should be done periodically, in accordance with a crew profile at the moment.…”