Toward a Comprehensive Model of International Adjustment: An Integration of Multiple Theoretical Perspectives
TL;DR: The authors integrated theoretical and empirical work of both the international and the domestic adjustment literatures to provide a more comprehensive framework than might be obtained from either of the literatures alone, and they proposed a theoretical framework for guiding future research.
Abstract: Primarily because of the significant rate and costs of failed international assignments, the attention paid by scholars to the topic of international adjustment has increased recently. Unfortunately, most of the work has been without substantial theoretical grounding. In an effort to move toward a theoretical framework for guiding future research, this article integrates theoretical and empirical work of both the international and the domestic adjustment literatures. This integration provides a more comprehensive framework than might be obtained from either of the literatures alone.
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TL;DR: A critical review of the cultural distance construct, outlining its hidden assumptions and challenging its theoretical and methodological properties, is presented in this article, where concrete steps aimed at enhancing rigor are delineated.
Abstract: Cultural distance is a widely used construct in international business, where it has been applied to foreign investment expansion, entry mode choice, and the performance of foreign invested affiliates, among others. The present paper presents a critical review of the cultural distance construct, outlining its hidden assumptions and challenging its theoretical and methodological properties. A comprehensive framework for the treatment of the construct is developed and concrete steps aimed at enhancing rigor are delineated.
1,734 citations
TL;DR: Research on work motivation, or the factors that energize, direct, and sustain effort across cultures, is reviewed, showing that developmentally, cross-cultural research in OB is coming of age and critical challenges for future research are highlighted.
Abstract: This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on culture and organizational commitment, psychological contracts, justice, citizenship behavior, and person-environment fit. Thereafter, we consider how individuals manage their interdependence in organizations, and review research on culture and negotiation and disputing, teams, and leadership, followed by research on managing across borders and expatriation. The review shows that developmentally, cross-cultural research in OB is coming of age. Yet we also highlight critical challenges for future research, including moving beyond values to explain cultural differences, attending to levels of analysis issues, incorporating social and organizational contex...
1,073 citations
TL;DR: In this paper, the authors examined the construct of sociocultural adaptation and described the development and refinement of its measurement, and performed psychometric analyses of the Sociocultural Adaptation Scale (SCAS) based on the compilation of data across a large number of sojourner samples.
866 citations
Cites background from "Toward a Comprehensive Model of Int..."
...(Brislin, 1981) and quality of relationships with host nationals (Deshpande & Viswesvaran, 1992); intrapersonal or self-concept variables, such as personal development (Gmelch, 1997) and identity con̄ict (Leong & Ward, in press); variables linked to task-speci®c accomplishments, such as job performance (Parker & McEvoy, 1993) and academic achievement (Tanaka, Takai, Kohyama, & Fujihara, 1994); psycho-emotional variables, such as life satisfaction (Yoshida, Sauer, Tidwell, Skager, & Sorenson, 1997) and mood states (Stone Feinstein & Ward, 1990); and behavioral variables, particularly the acquisition of culturally appropriate skills (Furnham & Bochner, 1986), including communication eectiveness (Witte, 1993). Unfortunately, most investigations have been undertaken in piecemeal fashion, making integration and synthesis of research ®ndings dicult, if not impossible. A smaller number of investigators have embarked upon more systematic programs of research on cross-cultural transition and adaptation, identifying adjustment domains and, in some cases, constructing predictive models of adjustive outcomes. This research has included data driven, factor analytic, studies by Hammer, Gudykunst and Wiseman (1978), which identi®ed relational, communication and stress management components of intercultural eectiveness, and work by Black, Mendenhall and Oddou (1991), which inspired research on general, job and interaction adjustment....
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TL;DR: In this article, the authors propose a conceptual definition of cross-cultural competence (CC) as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence.
Abstract: Many international business failures have been ascribed to a lack of cross-cultural competence (CC) on the part of business practitioners. However, the international business literature appears to lack an adequate conceptualization and definition of the term ‘CC’, focusing instead on the knowledge, skills and attributes that appear to be its antecedents. In this conceptual study, we propose a definition of CC as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence. We discuss the components of the model and suggest that there are environmental and contextual impediments to the effective application of the requisite skills, knowledge and attributes that have been identified as necessary for CC, resulting in a gap between ‘knowing’ and ‘doing’. We conclude by discussing the implications of the model for practitioners, and by suggesting appropriate directions for further research.
775 citations
TL;DR: In this article, the authors investigate employer practices toward expatriate managers and how those practices relate to retention-relevant outcomes (e.g., organizational commitment, intent to quit, and intent to return early to a domestic assignment).
Abstract: The authors investigate employer practices toward expatriate managers and how those practices relate to retention-relevant outcomes (e.g., organizational commitment, intent to quit, and intent to return early to a domestic assignment). The psychological contract is investigated as a mediator of this relationship. A model in which the psychological contract mediates the relationship between organizational practices and retention-relevant outcomes is empirically constructed. The authors also refine the construct of the psychological contract and report managers' experiences as expatriates
722 citations
References
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01 Jan 1957TL;DR: Cognitive dissonance theory links actions and attitudes as discussed by the authors, which holds that dissonance is experienced whenever one cognition that a person holds follows from the opposite of at least one other cognition that the person holds.
Abstract: Cognitive dissonance theory links actions and attitudes It holds that dissonance is experienced whenever one cognition that a person holds follows from the opposite of at least one other cognition that the person holds The magnitude of dissonance is directly proportional to the number of discrepant cognitions and inversely proportional to the number of consonant cognitions that a person has The relative weight of any discrepant or consonant element is a function of its Importance
22,553 citations
TL;DR: In this article, an exploración de the avances contemporaneos en la teoria del aprendizaje social, con especial enfasis en los importantes roles que cumplen los procesos cognitivos, indirectos, and autoregulatorios.
Abstract: Una exploracion de los avances contemporaneos en la teoria del aprendizaje social, con especial enfasis en los importantes roles que cumplen los procesos cognitivos, indirectos, y autoregulatorios.
20,904 citations
TL;DR: In this article, a discussion about steps involved in developing a theory, such as seeing which factors logically should be considered as part of the explanation of the social or individual phenomena of interest, is presented.
Abstract: The article focuses on the development of a theory. A discussion is presented about steps involved in developing a theory, such as seeing which factors logically should be considered as part of the explanation of the social or individual phenomena of interest. The authors assert that authors developing theories are considering these factors, they should err in favor of including too many factors, recognizing that over time their ideas will be refined. The article presents information about the importance of sensitivity to the competing virtues of parsimony and comprehensiveness.
3,224 citations
"Toward a Comprehensive Model of Int..." refers background in this paper
...It should be noted that we will derive propositions from the framework, which primarily involve concepts, rather than hypotheses, which primarily involve measures (Whetten, 1989)....
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Journal Article•
TL;DR: Staw as discussed by the authors reviewed research in organizational behavior in the field of organizational behavior and found that the majority of the studies were focused on organizational behavior, rather than organizational behavior itself, not organizational behavior.
3,022 citations
TL;DR: In this article, the authors identify key features of newcomers' entry experiences, including surprise, contrast, and change, and describe the sense-making processes by which individuals cope with their entry experiences.
Abstract: Growing disillusionment among new members of organizations has been traced to inadequacies in approaches to organizational entry. Current directions of research on organizational entry and their limitations are described, and a new perspective is proposed. The new perspective identifies key features of newcomers' entry experiences, including surprise, contrast, and change, and describes the sense-making processes by which individuals cope with their entry experiences. Implications for research and practice on organizational entry are drawn.
2,505 citations