2015
DOI: 10.1057/jibs.2015.26
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Work- and family-role adjustment of different types of global professionals: Scale development and validation

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Cited by 89 publications
(102 citation statements)
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References 74 publications
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“…Consequently, research on ISMs has focused predominantly on the acculturation‐related outcomes of migrants (Berry, ; Cerdin et al, ; Hajro, Zilinskaite, & Stahl, ). In contrast, research on SIEs tends to focus on SIEs' personal growth and career development (Richardson & Zikic, ; Selmer & Lauring, ), whereas the emphasis of research on AEs has been on their adjustment in the host‐country (Shaffer, Harrison, Gregersen, Black, & Ferzandi, ; Thomas & Lazarova, ) and related outcomes such as intention to remain in the host‐country, job attitudes, frequency and quality of interactions with host‐country nationals, and performance (Bhaskar‐Shrinivas et al, ; Shaffer et al, ).…”
Section: Distinguishing Isms From Other Types Of Global Workersmentioning
confidence: 99%
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“…Consequently, research on ISMs has focused predominantly on the acculturation‐related outcomes of migrants (Berry, ; Cerdin et al, ; Hajro, Zilinskaite, & Stahl, ). In contrast, research on SIEs tends to focus on SIEs' personal growth and career development (Richardson & Zikic, ; Selmer & Lauring, ), whereas the emphasis of research on AEs has been on their adjustment in the host‐country (Shaffer, Harrison, Gregersen, Black, & Ferzandi, ; Thomas & Lazarova, ) and related outcomes such as intention to remain in the host‐country, job attitudes, frequency and quality of interactions with host‐country nationals, and performance (Bhaskar‐Shrinivas et al, ; Shaffer et al, ).…”
Section: Distinguishing Isms From Other Types Of Global Workersmentioning
confidence: 99%
“…• Openness is positively related to personal development of SIEs (Hudson & Inkson, 2006) • Emotional stability, agreeableness, extroversion, and consciousness are positively related to expatriate success (Caligiuri, 2000) Cross-cultural competences • A major factor aiding the socialisation and adaptation of ISMs in organisations (Zikic, 2015) • Cultural intelligence (CQ) has a positive influence on subjective and objective career success (Cao, Hirschi, & Deller, 2012) • CQ leads to adjustment that in turn leads to increased performance (Malek & Budhwar, 2013) (Continues) • Family adjustment is significantly correlated to work adjustment (Shaffer et al, 2016) • Family adjustment is positively related to work adjustment (Black & Stephens, 1989) Career/symbolic capital • Adjustment is achieved by accumulating career capital (Winterheller & Hirt, 2017) • Career capital is related to expatriation success (Al Ariss & Crowley-Henry, 2013) • International work experience is positively related to cross-cultural adjustment (Lee & Sukoco, 2010) Language skills • Higher host-country language ability contributes towards integration (Hajro, Zilinskaite, & Stahl, 2017) • Higher language ability contributes towards increased interaction adjustment (Peltokorpi, 2008) • Higher language ability leads to increased adjustment and work performance (Bhaskar-Shrinivas et al, 2005) Gender • Male migrants tend to be more career driven, whereas females are more concerned with well-being of themselves and their families (Cooke, Zhang, & Wang, 2013) • Females: more risk averse, thus accumulate more career capital (Myers & Pringle, 2005) • Females are more likely to suffer from selection bias, e.g., promotion selection (Shaffer et al, 2012) Age • Younger ISMs have higher MTI at work, leading to the d...…”
Section: Factors Influencing Acculturation Coping and Integrationmentioning
confidence: 99%
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“…A sample item is "Due to work-related duties, I have to make changes to my plans for family activities." In line with past studies (e.g., Shaffer et al, 2016), I directed participants to treat the term "family" as whomever they define as members of their family. Cavanaugh et al (2000) observed that hindrance demands have a suppression effect and need to be included as control variables so that challenge demands can demonstrate strong positive effects on valued outcomes.…”
Section: Control Variablesmentioning
confidence: 99%
“…Malone and Issa refer to a person's level of organizational commitment as a reliable predictor of employee turnover, and work-life balance had a decisive impact on an employee's overall job satisfaction, organizational commitment, and willingness to stay [54]. Poor work-life balance has negative consequences on employees' health and wellbeing, as well as organizations' performance [55,56]. Hence, an imbalance between work and personal life causes higher stress that might also lead to greater turnover intention among employees [57,58].…”
Section: Moderating Effect Of Work-life Balancementioning
confidence: 99%