Mapping the criterion space for expatriate success: task- and relationship-based performance, effort and adaptation

Harrison, David A.; Shaffer, Margaret A.

doi:10.1080/09585190500220648

Cited by 115 publications

(102 citation statements)

References 56 publications

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“…The success of this expatriate supervision is believed to depend on task completion and relationships building with local employees, as these enable organizations to achieve high-levels of overall performance (Harrison and Shaffer, 2005). A number of previous studies have employed the concept of justice to explain job behavior and workplace attitudes in international joint ventures (e.g., Chen et al, 2002;Choi and Chen, 2007;Leung et al, 1996).…”

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confidence: 99%

The mediating role of trust between expatriate procedural justice and employee outcomes in Chinese hotel industry

Hon

Lü

2010

International Journal of Hospitality Management

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confidence: 99%

The mediating role of trust between expatriate procedural justice and employee outcomes in Chinese hotel industry

Hon

Lü

2010

International Journal of Hospitality Management

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“…b. ns reflect subsets of the original sample in cases where criterion data were only available for that subset. Bolino & Feldman (2000) [ [ Caligiuri (2000) [ Caligiuri & Tung (1999) [ Dalton & Wilson (2000) [ Deller (2000) [ Feldman & Thomas (1992) [ ( ) Grösch (2004 [ Gross (2002) [ Guthrie & Zektick (1967) [ Harrison & Shaffer (2001) [ Kraimer et al (2001) [ Leslie, Dalton, Ernst, & [ [ [ [ [ Deal (2002) Liu (2003 [ Mischel (1965) [ Parker & McEvoy (1993) ( ) Schneider (1997 [ [ [ [ [ [ [ [ [ [ [ [ [ [ [ [ [ [ Shaffer et al (2003): Shaffer et al (2003): Study 2 Shaffer et al (2003): …”

Section: Categorizationmentioning

confidence: 99%

Predicting Expatriate Job Performance for Selection Purposes

Mol

Born

Willemsen³

et al. 2005

Journal of Cross-Cultural Psychology

230

218

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This article meta-analytically reviews empirical studies on the prediction of expatriate job performance. Using 30 primary studies (total N = 4,046), it was found that predictive validities of the Big Five were similar to Big Five validities reported for domestic employees. Extraversion, emotional stability, agreeableness, and conscientiousness were predictive of expatriate job performance; openness was not. Other predictors that were found to relate to expatriate job performance were cultural sensitivity and local language ability. Cultural flexibility, selection board ratings, tolerance for ambiguity, ego strength, peer nominations, task leadership, people leadership, social adaptability, and interpersonal interest emerged as predictors from exploratory investigations (K < 4). It is surprising that intelligence has seldom been investigated as a predictor of expatriate job performance.Keywords: expatriate; job performance; selection; meta-analysis; predictive validity; Big Five; criterion; criteriaResearch aimed at improving expatriate selection practices shows characteristics of a domain in its pre-paradigmatic state. According to Kuhn (1962), the pre-paradigmatic period is typified by a lack of cohesion and consensus about research methods and objects, by the appearance of schools of thought, and by a conflict between these schools. Although there is little evidence of a conflict, the lack of cohesion and consensus about research objects is striking within the expatriate management literature. On the basis of either a theory or a review of earlier empirical work, many authors (e.g., Arthur & Bennett, 1995;Brislin, 1981;Gudykunst & Hammer, 1984;Hannigan, 1990;Jordan & Cartwright, 1998;Kealey, 1996;Kealey & Ruben, 1983;Leiba-O'Sullivan, 1999;Mendenhall & Oddou, 1985;Ones & Viswesvaran, 1997;Ronen, 1989) have compiled substantive lists of predictors that almost consistently show more uniqueness than overlap when compared to one another. For example, whereas Arthur and Bennett (1995) identify job knowledge and motivation, relational skills, flexibility/adaptability, extracultural openness, and family situation as factors that appear to contribute to international assignment success, Ones and 590 AUTHORS' NOTE: This research was supported in part by funding from GITP International BV, Nijmegen, The Netherlands. The opinions expressed by the authors are their own and do not necessarily reflect the views of GITP International BV. The authors would like to thank M. Evelina Ascalon for her valuable comments that inspired this study, Marieke van Onna, Lidia Arends and Niels Smits for their statistical advice, and, Margaret Shaffer, Maxine Dalton, Kevin Williams, Judith Volmer and others who kindly answered inquiries about their data. Viswesvaran (1997) focus on the Big Five personality dimensions (emotional stability, extraversion, openness to experience, agreeableness, and conscientiousness) in the prediction of aspects of expatriate success. It is difficult to find a common denominator within these lists (cf. Sinangi...

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“…13 Studies in healthcare have looked at different elements of the transition, some specific to the workplace, some more general. These issues are discussed in more detail below.…”

Section: Adjustment -Comfort Associated With Various Non-work Factorsmentioning

confidence: 99%

“…10 Much work is based on the identification of three elements of transition; general adjustment, work adjustment and interaction adjustment. [11][12][13] ''General [cultural] …”

Section: Introductionmentioning

confidence: 99%

Ways in which healthcare organisations can support overseas-qualified doctors in the UK

et al. 2013

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The full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details. Methods: Qualitative interviews were conducted with sixtysix doctors who had qualified outside the UK and who were entering the first year of the UK Foundation Programme (FY1, equivalent to the intern year). Doctors were interviewed three times at different points in that year. In addition twelve telephone interviews were conducted with educational supervisors. A grounded theory approach was used to analyse the findings. Results: Issues and concerns were found to relate to: practical and logistical difficulties; gaps in declarative knowledge relevant to the UK, for example, use of equipment and drug names; structural differences, for example, organisational elements of working in the NHS, and differences in the relational aspects of professional work and clinical care, stemming from training in different models of healthcare.Conclusions: Agencies at different levels -government, regulator and employer -have a role to play in supporting overseas-doctors in their transition, and it is suggested that a co-ordinated approach would have benefits for doctors and patients.

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Mapping the criterion space for expatriate success: task- and relationship-based performance, effort and adaptation

Cited by 115 publications

References 56 publications

The mediating role of trust between expatriate procedural justice and employee outcomes in Chinese hotel industry

The mediating role of trust between expatriate procedural justice and employee outcomes in Chinese hotel industry

Predicting Expatriate Job Performance for Selection Purposes

Ways in which healthcare organisations can support overseas-qualified doctors in the UK

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