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Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
Oral Presentation II
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Oral Presentation II

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  • 22. Cultural similarity 0.17 but not included to the items
  • Transcript

    • 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. 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. Content I. Introduction II. Methodology III. Results IV. Conclusion V. Reflection
    • 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. <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. <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. <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. <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. <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. <ul><li>9 hypotheses </li></ul><ul><ul><li>Three facets of cross-cultural adjustment : </li></ul></ul>Methodology
    • 11. <ul><li>9 hypotheses </li></ul><ul><ul><li>Nine variables with the three facets above : </li></ul></ul>Methodology
    • 12. <ul><li>9 hypotheses </li></ul><ul><ul><li>Nine variables with the three facets above : </li></ul></ul>Methodology
    • 13. <ul><li>9 hypotheses </li></ul><ul><ul><li>Nine variables with the three facets above : </li></ul></ul>Methodology
    • 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. Methodology 196 expatriates 92% : 8% Japan South Korea Netherlands 45 years old Participants Numbers Male: Female Age Nationality
    • 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. <ul><li>Data Analysis Strategy </li></ul>Methodology Step 1 Step 2 Step 3 Performing factor analyses Descriptive statistics Relative strength
    • 18. <ul><li>5 of the 7 hypothesized antecedents of work adjustment were significantly related </li></ul>Results
    • 19. <ul><li>6 of the 9 hypothesized antecedents of interaction adjustment were significantly related </li></ul>Results
    • 20. <ul><li>4 of the 5 hypothesized antecedents of general adjustment were significantly related </li></ul>Results
    • 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. <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. <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. Conculsion to demonstrate the important role of host company socialization to highlight the importance of individual motivational variables
    • 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. 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. Reflection
    • 28. Reflection
    • 29. Thanks for your attention!

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