SIEs motivational CQ on job satisfaction: A two-study examination of power distance and role clarity

Zhang, Yi; Wei, Feng; Grey, Ian

doi:10.1016/j.ijintrel.2020.11.006

Cited by 11 publications

(5 citation statements)

References 49 publications

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“…Expats working for US multinational corporations had their intrinsic and extrinsic job satisfaction predicted by job-, task-, and organisational characteristics (autonomy, skill diversity, role ambiguity, task identity, and importance) (Naumann, 1993a). Work-role clarity and exceeding expectations about job discretion (i.e., the freedom to do the job as one desires) were also found to positively affect job satisfaction (Zhang, Wei, & Grey, 2021). When seen as a whole, the aforementioned research highlights some universal factors that contribute to contentment on the job, regardless of whether one is based in their home country or abroad.…”

Section: Expatriates Job Satisfactionmentioning

confidence: 87%

Factors Enhancing the Expatriate Intent to Stay in Pakistan: A Structural Equation Modeling Approach

Tariq,

Abdullah

2023

sbsee

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Purpose: Expatriates are the key players in establishing and running the international business in the host country. Therefore, a burgeoning debate has been done regarding their effectiveness and their intent to stay in the host country. In this regard, most of the researchers have explored the organizational factors. However, there is scant research that explores the psychological capabilities of an individual as an expatriate to sense and act in accordance with the cultural and social environment of the host country. Therefore, the present study aims to assess the effect of cultural and social intelligence on expatriate’s intent to stay through job satisfaction. Design/Methodology/Approach: In order to meet the objectives of the research, 303 expatriates in Pakistan were selected as target respondents using simple random sampling technique. The collected data was then analyzed by adopting PLS-SEM approach using Smart PLS 3.0 software. Findings: The findings of the study revealed a significant association of cultural and social intelligence with job satisfaction. In addition, the relationship of job satisfaction and expatriates’ intent to stay was also established. The findings of the study also confirm the mediating role of job satisfaction between the relationship of cultural and social intelligence with expatriate intent to stay. Implications/Originality/Value: The significance of expatriates cannot be overlooked from the host country’s perspective. Therefore, this study is unique in its kind that explains the factors that are significant in enhancing expatriates’ intent to stay in Pakistan.

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Section: Expatriates Job Satisfactionmentioning

confidence: 87%

Factors Enhancing the Expatriate Intent to Stay in Pakistan: A Structural Equation Modeling Approach

Tariq,

Abdullah

2023

sbsee

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Section: Discussionmentioning

confidence: 99%

“…First, the data in this research were collected by cross-sectional self-reported questionnaires administered to migrant workers. Such self-reported measurements may result in self-reporting bias (Zhang et al, 2021). Second, this study only examined the effects of motivational CQ and prosocial voice behavior on migrant workers' well-being, focusing on only one dimension of CQ and voice.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Motivational cultural intelligence and well-being in cross-cultural workplaces: a study of migrant workers in Taiwan

Yang

2023

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PurposeThis study sought to advance understandings of migrant worker labor outcomes by examining (1) the relationship between migrant employees’ motivational cultural intelligence (CQ) and employee well-being and (2) whether voice behavior at work mediates this relationship.Design/methodology/approachWorking with leader–member exchange (LMX) theory and conservation of resources theory, the author proposed a multiple mediation model to explain the relationship between motivational CQ and employee outcomes and how employee voice may mediate this relationship. LMX and voice behavior were tested for the mediating effects in a cross-cultural context. To test the model, a questionnaire was conducted with Vietnamese migrants working in Taiwan (343 valid responses were collected). The results were analyzed using regression and bootstrapping.FindingsHigher motivational CQ was associated with higher levels of work engagement and lower levels of job burnout. Strong employee voice mediated this relationship: high motivational CQ enabled workers to learn cultural nuances that helped them speak up in appropriate ways (in part by building strong relationships with leaders), which positively influenced work engagement and job burnout.Originality/valueThis study is one of the first to clarify and contribute to the research domain of cross-cultural management and motivational CQ among Vietnamese migrant workers living in Asian cultures. Past studies regarding CQ have seldom studied Southeast Asian migrant workers and the impact of motivational CQ on job burnout and work engagement. This study fills this gap and provides empirical evidence that may prove helpful for international human resources and organizational leaders.

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“…While the term expatriate most often evokes thoughts of a multi-year assignment in a single location, there are several other types of expatriates discussed in the literature, including international commuters who cross national borders on a routine or semi-routine basis, employees who frequently travel to multiple, varying locations for work, as well as self-initiated sojourners (Dragoni, 2012). Self-initiated expatriate experiences are increasing (Zhang et al ., 2021). The experiences of each type of worker may be categorized by differences in the depth (i.e.…”

Section: Expatriate Adjustmentmentioning

confidence: 99%

The role of the feedback environment in expatriate adjustment

Armon¹,

Steelman

Jensen

2023

JGM

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PurposeThe purpose of the present study is to examine the role of the feedback environment in expatriate adjustment and subsequent performance. Based on newcomer adaptation and sensemaking theories, the authors proposed that the supervisor and coworker feedback environments would serve as informational resources, reducing the ambiguity associated with the expatriate's new setting.Design/methodology/approachThis study was conducted with a broad sample of assigned expatriates (N = 95) originating from 33 different countries and currently working in 35 different host countries. Mediation analysis using a bootstrapping methodology was conducted to test the hypotheses.FindingsThe authors found that the supervisor feedback environment and coworker feedback environment were both related to expatriate adjustment through role clarity. The authors also found that the supervisor feedback environment was indirectly related to expatriate job performance and intent to leave the international assignment through both role clarity and adjustment.Originality/valueThis study examines the extent to which the supervisor and coworker feedback environments enable expatriates on an international assignment. Expatriates face challenges that may be ameliorated by constructive feedback practices. The authors discuss how organizations can improve expatriate sensemaking and adjustment through improved feedback practices.

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SIEs motivational CQ on job satisfaction: A two-study examination of power distance and role clarity

Cited by 11 publications

References 49 publications

Factors Enhancing the Expatriate Intent to Stay in Pakistan: A Structural Equation Modeling Approach

Factors Enhancing the Expatriate Intent to Stay in Pakistan: A Structural Equation Modeling Approach

Motivational cultural intelligence and well-being in cross-cultural workplaces: a study of migrant workers in Taiwan

The role of the feedback environment in expatriate adjustment

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