Openness in Cross-Cultural Work Settings: A Multicountry Study of Expatriates

Albrecht, Anne-Grit; Dilchert, Stephan; Deller, Jürgen; Paulus, Frieder M.

doi:10.1080/00223891.2013.821074

Cited by 23 publications

(13 citation statements)

References 60 publications

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“…The use of meta-analysis with our multi-country primary samples helped us reach conclusions regarding generalizable effects by correcting for the biasing influence of sampling and measurement error. Direct replications using such large numbers of samples in different cultural contexts are extraordinarily scarce in organizational behavior research (see Spector et al, 2001 ; Albrecht et al, 2014 , for two rare exceptions). In sum, the present study not only provides the first investigation of age differences in this important new performance domain, but does so at a scale that is typically only matched in quantitative summaries spanning several decades of published research.…”

Section: Discussionmentioning

confidence: 99%

Age and Employee Green Behaviors: A Meta-Analysis

2016

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Recent economic and societal developments have led to an increasing emphasis on organizational environmental performance. At the same time, demographic trends are resulting in increasingly aging labor forces in many industrialized nations. Commonly held stereotypes suggest that older workers are less likely to be environmentally responsible than younger workers. To evaluate the degree to which such age differences are present, we meta-analyzed 132 independent correlations and 336 d-values based on 4676 professional workers from 22 samples in 11 countries. Contrary to popular stereotypes, age showed small positive relationships with pro-environmental behaviors, suggesting that older adults engaged in these workplace behaviors slightly more frequently. Relationships with age appeared to be linear for overall, Conserving, Avoiding Harm, and Taking Initiative pro-environmental behaviors, but non-linear trends were observed for Transforming and Influencing Others behaviors.

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Section: Discussionmentioning

confidence: 99%

Age and Employee Green Behaviors: A Meta-Analysis

2016

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“…Studies have shown that individuals may react differently to cultural diversity in their social environment, leading some to be better able to communicate effectively across cultural boundaries and adjust more successfully to intercultural situations [1][2][3]. A significant predictor of these intercultural competences is personality [4][5][6]. Through meta-analysis [7], it was established that domain specific personality traits, such as cultural empathy and cross-cultural self-efficacy, are better predictors of intercultural effectiveness than more general personality traits such as the Big Five [8].…”

Section: Introductionmentioning

confidence: 99%

Validation of the Multicultural Personality Questionnaire Short Form (MPQ-SF) for use in the context of international education

Hofhuis

Jongerling

Zee³

et al. 2020

PLoS ONE

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The Multicultural Personality Questionnaire (MPQ) is one of the most widely used instruments for measuring individuals’ intercultural competences. The original version consists of 91 items, divided into five subscales, and has been shown to predict attitudes, behavior, and outcomes in a variety of intercultural contexts. Recently, a 40-item short form of the MPQ was developed (MPQ-SF), which may be particularly useful in settings in which time or survey space are limited, or where respondent drop-out is likely to occur. For example, the MPQ-SF would be a valuable tool for assessing longitudinal development of multicultural personality traits in training or educational settings. A prerequisite for such research is to establish measurement invariance of the MPQ-SF between different respondent groups, as well as across time points. Using a sample of students in an international university program (n = 519), the present study examines how the scales perform among male and female respondents, between students of Western and Non-Western background, and across two time points, five months apart. Based on our findings, we conclude that all five subscales of the MPQ-SF display sufficient measurement invariance to be reliably used in this and similar contexts, in comparative as well as longitudinal study designs.

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“…Stable competencies or personality traits – those that are unique to the expatriate and tend to remain relatively stable within‐person across time – were not. Despite this, a large body of research has since emerged aimed at understanding the impact of personality traits on expatriate adjustment (e.g., Albrecht, Dilchert, Deller, & Paulus, ; Caligiuri, , 2000a; Huang, Chi, & Lawler, ; Shaffer, Harrison, Gregersen, Black, & Ferzandi, ; Tsang, ).…”

Section: Introductionmentioning

confidence: 99%

Personality and expatriate adjustment: A meta‐analysis

Harari

Reaves

Beane

et al. 2018

J Occupat & Organ Psyc

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We used meta‐analysis to advance our understanding of personality traits as antecedents of expatriate adjustment to international assignments and to test expatriate adjustment as a mediator linking the Five‐Factor Model (FFM) of personality to job performance and turnover intentions (k = 43; N = 7,007). Personality accounted for 20% of the variance in expatriate adjustment. Relative weight analyses indicated that extraversion generally accounted for the greatest proportion of predicted variance, although emotional stability and openness were important predictors as well. This pattern of findings was largely, but not completely, consistent across adjustment dimensions (i.e., general, interactional, work). Consistent with our expectations, meta‐analytic path analysis indicated that adjustment mediated the relationships between the FFM and both expatriate job performance and turnover intentions. Implications for theory and practice are discussed. Practitioner points Personality traits consistent with the Five‐Factor Model accounted for 20% of the variance in expatriate adjustment. Personality traits, particularly extraversion, emotional stability, and openness, can be used for identifying employees who are well suited for international assignments. Career planning in multinational enterprises can make use of personality scores to determine who may be a good candidate for the development for international assignments. Social support interventions (e.g., mentoring) should be provided when on assignment, particularly for introverted expatriates, to facilitate adjustment.

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Openness in Cross-Cultural Work Settings: A Multicountry Study of Expatriates

Cited by 23 publications

References 60 publications

Age and Employee Green Behaviors: A Meta-Analysis

Age and Employee Green Behaviors: A Meta-Analysis

Validation of the Multicultural Personality Questionnaire Short Form (MPQ-SF) for use in the context of international education

Personality and expatriate adjustment: A meta‐analysis

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