Oral Presentation II

734 views
626 views

Published on

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
734
On SlideShare
0
From Embeds
0
Number of Embeds
8
Actions
Shares
0
Downloads
14
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide
  • 22. Cultural similarity 0.17 but not included to the items
  • Oral Presentation II

    1. 1. The relative importance of antecedents to cross-cultural adjustment: Implications for managing a global workforce Presenter : Yi-Chun Vivian Tsai Instructor : Dr. Pi-Ying Teresa Hsu November 19, 2009
    2. 2. Palthe, J. (2004). The relative importance of antecedents to cross-cultural adjustment: Implications for managing a global workforce. International Journal of Intercultural Relations, 28 (1), 37-59.
    3. 3. Content I. Introduction II. Methodology III. Results IV. Conclusion V. Reflection
    4. 4. <ul><li>Definition of cross-cultural adjustment </li></ul><ul><ul><li>Cross-cultural adjustment is generally defined as the process of adaptation to living and working in a foreign culture. </li></ul></ul>Introduction
    5. 5. <ul><li>Background of the Study </li></ul><ul><ul><li>The expatriate success remains fundamental to the effective control of international organizations, and multinational corporations are still been faced with increasing requirements to staff their overseas operations . </li></ul></ul><ul><ul><li>(Yan et al., 2002) </li></ul></ul>Introduction
    6. 6. <ul><li>Background of the Study </li></ul><ul><ul><li>Many organizations are just beginning to face this staffing issue, and they have little experience upon which to draw. </li></ul></ul><ul><ul><li>(Porter & Tansky, 1999) </li></ul></ul>Introduction
    7. 7. <ul><li>Statements of the Problem </li></ul><ul><ul><li>While most of the literature on expatriation has focused on the training and selection , little is known about the processes and mechanisms that expatriates find most useful in adjusting to living and working in a foreign country. </li></ul></ul><ul><ul><li>(Tung, 1998) </li></ul></ul>Introduction
    8. 8. <ul><li>Statements of the Problem </li></ul><ul><ul><li>While there is empirical evidence to suggest that family adjustment and work design factors influence expatriate adjustment, there is little evidence of the role that organization socialization plays in expatriate adjustment. </li></ul></ul><ul><ul><li>(Black et al., 1991) </li></ul></ul>Introdction
    9. 9. <ul><li>Purposes of the Study </li></ul>Introduction to demonstrate the role of 9 variables in cross-cultural adjustment <ul><ul><li>to delineate the relative importance of expatriate adjustment </li></ul></ul>
    10. 10. <ul><li>9 hypotheses </li></ul><ul><ul><li>Three facets of cross-cultural adjustment : </li></ul></ul>Methodology
    11. 11. <ul><li>9 hypotheses </li></ul><ul><ul><li>Nine variables with the three facets above : </li></ul></ul>Methodology
    12. 12. <ul><li>9 hypotheses </li></ul><ul><ul><li>Nine variables with the three facets above : </li></ul></ul>Methodology
    13. 13. <ul><li>9 hypotheses </li></ul><ul><ul><li>Nine variables with the three facets above : </li></ul></ul>Methodology
    14. 14. <ul><li>9 hypotheses </li></ul>Methodology Page Work adjustment Interaction adjustment General adjustment 1. Self-efficacy 2. Learning orientation 3. Role clarity 4. Role conflict 5. Role discretion 6. Cultural similarity 7. Family adjustment 8. Parent company 9. Host company
    15. 15. Methodology 196 expatriates 92% : 8% Japan South Korea Netherlands 45 years old Participants Numbers Male: Female Age Nationality
    16. 16. <ul><li>Measures </li></ul>Methodology Survey Questionnaires 7-point Likert-type scale 7 items of general adjustment 4 items of interaction adjustment 3 items of work adjustment
    17. 17. <ul><li>Data Analysis Strategy </li></ul>Methodology Step 1 Step 2 Step 3 Performing factor analyses Descriptive statistics Relative strength
    18. 18. <ul><li>5 of the 7 hypothesized antecedents of work adjustment were significantly related </li></ul>Results
    19. 19. <ul><li>6 of the 9 hypothesized antecedents of interaction adjustment were significantly related </li></ul>Results
    20. 20. <ul><li>4 of the 5 hypothesized antecedents of general adjustment were significantly related </li></ul>Results
    21. 21. <ul><li>Role clarity (β=0.25) and role discretion (β=0.23) were positively and significantly related to work adjustment </li></ul>Results
    22. 22. <ul><li>Family adjustment (β=0.38) and socialization at the host company (β=0.38) were found to be significantly related to interaction adjustment </li></ul>Results
    23. 23. <ul><li>family adjustment (β=0.34), cultural similarity (β=0.25), and host company socialization (β=0.25) were significantly related to general adjustment </li></ul>Results
    24. 24. Conculsion to demonstrate the important role of host company socialization to highlight the importance of individual motivational variables
    25. 25. Conculsion to delineate the relative importance of variables of cross-cultural adjustment to demonstrate the constructs specified by the proposed integrative model account
    26. 26. Conculsion <ul><li>Contribution </li></ul><ul><li>- to guide the integrative model of cross-cultural adjustment and its associated predictor-criterion linkages that be used as a conceptual framework </li></ul>
    27. 27. Reflection
    28. 28. Reflection
    29. 29. Thanks for your attention!

    ×