Cross‐cultural training to facilitate expatriate adjustment: it works!

Waxin, Marie‐France; Panaccio, Alexandra

doi:10.1108/00483480510571879

Cited by 177 publications

(151 citation statements)

References 31 publications

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“…On the other hand, cross-cultural knowledge is very important for expatriates to facilitate the adjustment process (Waxin and Panaccio 2005). Therefore, finding another way to solve this problem may be necessary for MNCs to equip expatriates with cross-cultural knowledge.…”

Section: Cross-cultural Training Will Positively Associate With the Ementioning

confidence: 99%

“…Expatriates also may feel at ease since they have gained sufficient initial knowledge to be familiar with the jobs, which will speed up the adjustment process. Empirically, one study made by Waxin and Panaccio (2005) underscored the importance of cross-cultural training for expatriates, especially in the adjustment process. Based on the above discussion, a proposition is developed:…”

Section: Cross-cultural Training Social Capital and Expatriate Adjusmentioning

confidence: 99%

“…First, it has been acknowledged that cross-cultural training is important for successful adjustment of expatriates in new environments (Caligiuri and Tarique 2006;Morris and Robie 2001;Waxin and Panaccio 2005). However, other scholars argue that training imposes a huge cost on the firm, and in some cases is not effective for expatriates (Black and Mendenhall 1990).…”

Section: Introductionmentioning

confidence: 99%

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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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Section: Cross-cultural Training Will Positively Associate With the Ementioning

confidence: 99%

Section: Cross-cultural Training Social Capital and Expatriate Adjusmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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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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“…However, in most foreign firms, the intercultural preparation of expatriates is superficial, incomplete or even nonexistent (Brewster, 1995;Waxin & Panaccio, 2005).…”

Section: The Adaptation Of Individualsmentioning

confidence: 99%

Specificities of the Cultural Adaptation of French and German Firms to the Tunisian Context

Elmadssia

2011

IBR

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With the growth of the phenomenon of internationalization of firms, we are becoming more aware that the needs of the firm abroad are not always financial. The cultural aspect that has long been neglected is hitting hard and causes in case of ignorance or disrespect a source of challenge to social cohesion and good functioning of the foreign firm.The present work highlights the need for foreign firms to demonstrate a particular sensitivity towards cultural differences and an adaptation faculty to such differences when it comes to surviving in countries where they exist.To show that there is neither single solution to achieve this adaptation nor standard responses to problems that may arise; we conducted a comparison between the specificities of the adaptation of French and German firms in the Tunisian cultural context.

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“…22 Cultural intelligence, a multifaceted individual attribute that assists a person in adapting effectively to a new cultural context, may also contribute to cross-cultural success. Adjustability, [22][23][24][25][26][27] cultural sensitivity, 28,29 self-efficacy, 30 previous international experience, 26,27,30 and family adjustment dynamics 31 also play major roles in contributing to the effective functioning of the cross-cultural professional. So, a number of factors have been identified which can help the healthcare missionary become successful; yet, many crosscultural workers are surprised by the difficulties they face once established in their cross-cultural living situations.…”

Section: Challenges Facing Healthcare Missionariesmentioning

confidence: 99%

Developing cross-cultural healthcare workers: content, process and mentoring

Strand

Chen²,

Pinkston

2016

han-j-cjgh

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Career service in cross-cultural healthcare mission work is the ambition of many people around the world. However, premature termination of this expected long-term service mitigates against achieving the goals of the individual and the organization. The lingering challenge of high rates of missionary attrition impacts the long-term effectiveness of the work and the health and well-being of the workers. One of the keys to reducing premature attrition is cross-cultural training for these individuals, provided it offers the right content, through the best medium, at the time of greatest perceived need by the missionary. This paper applies the Dreyfus Model of skills acquisition to the process of mentoring career healthcare missionaries in a progressive manner, utilizing a mentoring method. These missionaries can flourish in their work and more effectively achieve their individual and organizational goals through strategic mentorship that clearly defines a pathway for growing their cross-cultural skills.

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Cross‐cultural training to facilitate expatriate adjustment: it works!

Cited by 177 publications

References 31 publications

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

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

Specificities of the Cultural Adaptation of French and German Firms to the Tunisian Context

Developing cross-cultural healthcare workers: content, process and mentoring

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