Cross-cultural adjustments and expatriate's job performance : a study on Malaysia

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creativework.keywordsCross-cultural adjustments | Cross-cultural training (CCT) | Organisational and family support (OFS) | Personality (PER) | Emotional intelligence (EMI) | Expatriate’s job performance | Education sector | Malaysia
dc.contributor.authorHassan, Zubair
dc.contributor.authorDiallo, Mahmoudou
dc.date.accessioned2024-09-29T08:36:36Z
dc.date.available2024-09-29T08:36:36Z
dc.date.issued2013-11-03
dc.description.abstractThe purpose of this study is identifying the impact of cross-cultural adjustments on expatriate’s job performance. A conceptual framework comprises of four (4) factors (cross-cultural training, organisational and family support, personality, and emotional intelligence) is used to examined the impact of cross-cultural adjustments on expatriate’s job performance. A multivariate likert-scale questionnaire (scale from 1-5) has been developed. A sample of 100 respondents has been used from five private colleges in Malaysia to collect the data using convenience sampling method. Simple linear regression and correlation analysis was conducted using SPSS 20. Regression beta coefficient and correlation coefficients were generated to test the hypotheses and to establish the causal effects of cross-cultural training, organisational and family support, personality and emotional intelligence on expatriate’s job performance. Also regression analysis was conducted on to establish the overall cross-cultural adjustments and its impact on expatriate’s job performance. The result of the research shows that personality and organisational and family support have significant and positive impact on improving expatriates job performance. The result shows a positive relationship between cross-cultural training, and emotional intelligence and expatriates job performance, although these relationships are not significant. However, the overall crosscultural adjustment has a significant and positive impact on expatriate’s job performance. Therefore this study concluded that improved cross-cultural adjustments would improve expatriate’s job performance, where personality, organisational and family support has most significant impact on performance. Therefore managers at education sector should take initiatives and pay more attention to the personality of expatriates during its recruitment of expatriates, which would enable them to perform better. Further research could be undertaken on different context or by increasing the sample size to test the all the cross-cultural adjustment initiatives to confirm previous research finding. Also future research should be undertaken on different context or by increasing the sample size by widening the research context to ensure validity and reliability of the results.
dc.formatpdf
dc.identifier.urihttps://hoba.ium.edu.mv/handle/1/1999
dc.language.isoen
dc.subjectHuman Resources Management
dc.titleCross-cultural adjustments and expatriate's job performance : a study on Malaysia
dc.title.alternativeInternational Journal of Accounting, and Business Management (IJABM), vol. 1, Issue 1, September 2013
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