Thriving and retention of expatriates: Cultural intelligence and organizational embeddedness inputs

Ren, Hong; Yunlu, Dilek G.; Shaffer, Margaret A.; Fodchuk, Katherine M.

doi:10.1177/14705958211004655

Cited by 9 publications

(4 citation statements)

References 82 publications

(125 reference statements)

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“…From the findings presented in Figure 2, it is evident that CI does not have a statistically significant influence on thriving at work. This finding contradicts the findings of Ren et al (2021), who found that CI, as a personal resource, had a direct influence on thriving at work. However, their sample consisted of expatriate teachers in the United States.…”

Section: Discussion and Practical Implicationscontrasting

confidence: 99%

Cultural Intelligence, Flourishing, and Thriving in the South African Work Context

Lezar

Walt

2023

Sage Open

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There is increased interest in the field of cultural intelligence (CI) internationally, owing to globalization. CI seems to be a particularly important field in a country such as South Africa, which is regarded as one of the most diverse societies in the world. In this article, the relationship between CI, flourishing at work, and thriving at work is analyzed in the context of South African organizations. The purpose of the article is to establish whether CI positively influences flourishing and thriving at work. A survey study was conducted, which was quantitative. The quantitative data was collected by means of a structured questionnaire, which was distributed to a final sample of 366 individuals working at South African organizations. The findings show that CI promotes flourishing at work, and they show that flourishing at work and thriving at work are related. They also indicate that emotional well-being and social well-being mediate the influence of CI on thriving at work, such that the indirect effects are positive and significant. The findings of the study indicate that CI is important in advancing mental health in the workplace. They also point to the importance of CI in a diverse country to promote flourishing and thriving at work. CI is thus important not only when leaders are on international assignments, but also in diverse settings. Through promotion of positive outcomes such as flourishing and thriving at work, organizations functioning in diverse settings are likely to become more effective and competitive.

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Section: Discussion and Practical Implicationscontrasting

confidence: 99%

Cultural Intelligence, Flourishing, and Thriving in the South African Work Context

Lezar

Walt

2023

Sage Open

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“…This tripartite conceptualization of adjustment has been validated in numerous studies (e.g. Ren et al, 2021). Abugre et al (2020) emphasized the importance of learning orientation during crosscultural adjustment of international expatriates.…”

Section: Learning Orientation and Expatriate Adjustmentmentioning

confidence: 89%

Cross-cultural training and expatriate adjustment: an assessment of expatriates on assignment in African countries

Iheanachor,

Costa-Climent,

Ulrich

et al. 2024

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PurposeThis study aims to contribute to the enrichment of the literature by examining the impact of cross-cultural training on expatriates’ adjustment of Nigerian bankers on expatriate assignments in other African countries.Design/methodology/approachData on cross-cultural adjustment from expatriate employees in five banks that collectively accounted for over 80 per cent of Nigerian banks with subsidiaries in other African were systematically selected for the investigation. This data was collected quantitatively via a survey instrument. Independent sample t-test, analysis of variance (ANOVA) and regression analysis were deployed in analyzing the data.FindingsThe study found that cross-cultural adjustment varied significantly across the different categories of gender, age, marital status, previous expatriate training, previous expatriate experience, and duration of expatriation. The study concludes that in order to attain higher levels of adjustment African banks and other organizations should provide a more comprehensive cross-cultural training program that mirrors the needs of employees following a detailed needs analysis. Also, the training must be sequential and not a one-off approach.Originality/valueThe literature though still nascent is largely focused on expatriate preparation and adjustment for expatriates moving from Western-to-western contexts and very little exists in the literature on how multinationals from Non-Western contexts like Africa prepare their staff for expatriation and its consequent impact on their adjustment. This study aims to enrich the literature by examining the impact of cross-cultural training on expatriates’ adjustment of Nigerian bankers on expatriate assignments in other African countries.

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“…We tested for common method bias by employing the confirmatory factor analysis marker technique (Williams et al, 2010). As a marker variable, that is, a method factor that is theoretically unrelated to the substantive variables (Chadwick and Raver, 2020; Ren et al, 2021) and simultaneously likely to tap into at least one of the potential biases outlined by Podsakoff et al (2003), we used a three-item social desirability scale (Crowne and Marlowe, 1960; Cronbach’s alpha = 0.77). An example item for this scale is ‘I am sometimes irritated by people who ask favours of me’ (with responses ranging from 1 = strongly disagree to 7 = strongly agree).…”

Section: Methodsmentioning

confidence: 99%

The critical role of assertiveness of women business owners in the link between firm performance and family instrumental support

Kaciak,

Memili

2023

International Small Business Journal: Researching Entrepreneurs

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Drawing on the cognitive psychology of entrepreneurship, bounded rationality and role congruity perspectives, we investigate the moderating role of the assertiveness of women business owners in the relationship between their business performance and subsequent family-to-business instrumental support. Previous research has generally examined the family support women receive while running their businesses as an antecedent of firm performance. In this article, we reverse the order of these factors and investigate whether the past performance of a woman-led firm is a precursor of family support. Based on results of a longitudinal study of women business owners in Denmark, we found that the higher assertiveness, the weaker the link between past performance and instrumental family support for businesses.

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Thriving and retention of expatriates: Cultural intelligence and organizational embeddedness inputs

Cited by 9 publications

References 82 publications

Cultural Intelligence, Flourishing, and Thriving in the South African Work Context

Cultural Intelligence, Flourishing, and Thriving in the South African Work Context

Cross-cultural training and expatriate adjustment: an assessment of expatriates on assignment in African countries

The critical role of assertiveness of women business owners in the link between firm performance and family instrumental support

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