When the going gets tough: the influence of expatriate resilience and perceived organizational inclusion climate on work adjustment and turnover intentions

Davies, Samuel; Stoermer, Sebastian; Froese, Fabian Jintae

doi:10.1080/09585192.2018.1528558

Cited by 74 publications

(69 citation statements)

References 83 publications

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“…In the Management literature, especially in the Human Resources Management field, the concept of work adjustment has a long tradition (e.g., Aryee & Stone, 1996;Cooper-Thomas et al, 2011;Davies et al, 2019;Dawis & Lofquist, 1978;Shimoni et al, 2005).…”

Section: Adjustment To Teleworkmentioning

confidence: 99%

Adjusting to epidemic-induced telework: empirical insights from teleworkers in France

Carillo

Cachat‐Rosset

Marsan

et al. 2020

European Journal of Information Systems

257

290

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The covid-19 pandemic crisis presents unprecedented challenges and has profound implications for the way people live and work. Information and communication technologies have been playing a crucial role in ensuring business continuity as lockdown measures have suddenly forced employees from across the globe to telework, often leaving them unprepared and ill-equipped. This paper develops an epidemic-induced telework adjustment model derived from the theory of Work Adjustment and the Interactional Model of Individual Adjustment. It is tested on a sample of 1574 teleworkers in France. The results demonstrate the superiority of the influence of crisis-specific variables that are professional isolation, telework environment, work increase and stress. Implications for research are discussed while concrete and actionable recommendations for organisations are provided.

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Section: Adjustment To Teleworkmentioning

confidence: 99%

Adjusting to epidemic-induced telework: empirical insights from teleworkers in France

Carillo

Cachat‐Rosset

Marsan

et al. 2020

European Journal of Information Systems

257

290

View full text Add to dashboard Cite

show abstract

“…For example, Paisley and Tayar (2016) asserted that a diverse host organizational culture could influence LGBT expatriates' identity management strategies and lead to convergent or divergent intersectionality. Davies et al (2019) also asserted that an inclusive host organizational culture could serve as a buffer in conflicts between the host culture's ideal image and South Korean expatriates' authentic selves, suggesting that inclusive organizational cultures have a buffering effect on identity conflicts. When female expatriates' gender role identity is salient at work, a diverse and inclusive organizational culture affirms both the communal features associated with the gender role and the masculine features associated with the work-related role identity cluster.…”

Section: Organizational Culture-diversity and Inclusionmentioning

confidence: 99%

An identity conflict perspective on female expatriate work adjustment

Ren

2021

JGM

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PurposeThis study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.Design/methodology/approachThis is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.FindingsWe study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.Originality/valueFirst, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.

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“…Even though some scholars have examined diversity climate as an aggregated construct, numerous researches still have operationalized individual-level diversity climate, investigating how individual employees' perceptions of the organizational climate could affect their attitudes and behaviors in the workplace (e.g., McKay and Avery, 2015;Newman et al, 2018). Davies et al (2019) also used perceived organizational inclusion climate as a resource protecting or detracting factor and explored how it moderated the relationship between resilience and work adjustment in a diverse workplace in their study. Moreover, this study focuses on individual knowledge sharing and innovative behavior rather than import organizational outcomes, so we continue to study climate for inclusion at the individual level.…”

Section: The Moderating Role Of Climate For Inclusionmentioning

confidence: 99%

“…Considering the high level of climate for inclusion in facilitating CQ-innovative behavior relationship, the organizations should make best efforts to foster inclusive climate. As previous study suggested (Davies et al, 2019), the organizations should consider the impact of national cultural values on building the inclusive climate, in particular, Korea, a country in which power distance, collectivism, and cultural tightness are relatively distinctive. Thus, the organizations may take advantage of organizational inclusion practices to improve employees' perception of inclusion.…”

Section: Managerial Implicationmentioning

confidence: 99%

Can Cultural Intelligence Affect Employee’s Innovative Behavior? Evidence From Chinese Migrant Workers in South Korea

et al. 2020

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This empirical study explores the effect of cultural intelligence (CQ) on migrant workers' innovative behavior, as well as the mediating role of knowledge sharing on the CQ-innovative behavior relationship. Besides, it also examines the extent to which the mediating process is moderated by climate for inclusion. Using survey data collected from Chinese migrant workers and their supervisors working in South Korea (n = 386), migrant workers' CQ is found to positively impact their innovative behavior through enhanced knowledge sharing. However, it is observed that this indirect relationship is significant, only for migrant workers in a strong climate for inclusion. Thus, these findings reveal the underlying mediation and moderation mechanism and consequently unveil the important role of migrant workers' CQ in shaping their behavior. This study provides insightful and practical implications to a multicultural organization, where culturally diverse migrant workers work together.

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When the going gets tough: the influence of expatriate resilience and perceived organizational inclusion climate on work adjustment and turnover intentions

Cited by 74 publications

References 83 publications

Adjusting to epidemic-induced telework: empirical insights from teleworkers in France

Adjusting to epidemic-induced telework: empirical insights from teleworkers in France

An identity conflict perspective on female expatriate work adjustment

Can Cultural Intelligence Affect Employee’s Innovative Behavior? Evidence From Chinese Migrant Workers in South Korea

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