15 research outputs found
Does It Really Work? Re-Assessing the Impact of Pre-Departure Cross-Cultural Training on Expatriate Adjustment
Cultural adjustment is considered to be a prerequisite for expatriate success abroad. One way to enhance adjustment is to provide employees with knowledge and awareness of appropriate norms and behaviors of the host country through cross-cultural training (CCT). This article analyzes the impact of pre-departure CCT on expatriate adjustment and focuses on variations in participation, length and the comprehensiveness of training. Unlike previous research, the study focuses on the effectiveness of pre-departure CCT for non-US employees expatriated to a broad range of host country settings. Employing data from 339 expatriates from 20 German Multinational Corporations (MNCs) the study finds CCT has little if any effect on general, interactional or work setting expatriate adjustment. However, a significant impact of foreign language competence was found for all three dimensions of expatriate adjustment. We used interviews with 20 expatriates to supplement our discussion and provide further implications for practice
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Technology and Discourse: A Comparison of Face-to-face and Telephone Employment Interviews
Very little research has investigated the comparability of telephone and face-to-face employment interviews. This exploratory study investigated interviewers' questioning strategies and applicants' causal attributions produced during semi structured telephone and face-to-face graduate recruitment interviews (N=62). A total of 2044 causal attributions were extracted from verbatim transcripts of these 62 interviews. It was predicted that an absence of visual cues would lead applicants to produce, and interviewers to focus on, information that might reduce the comparative anonymity of telephone interviews. Results indicate that applicants produce more personal causal attributions in telephone interviews. Personal attributions are also associated with higher ratings in telephone, but not face-to-face interviews. In face-to-face interviews, applicants who attributed outcomes to more global causes received lower ratings. There was also a non-significant tendency for interviewers to ask more closed questions in telephone interviews. The implications of these findings for research and practice are discussed
The Influence of Temporal Fit/Nonfit on Creativity in the Leader-Subordinate Context: The Moderating Role of Task Enjoyment versus Performance Concern
This study extends regulatory fit theory by exploring boundary conditions
of the temporal fit/nonfit effect on subordinate creativity. We propose
that fit (nonfit) between subordinates regulatory focus and the temporal
distance of a leader-stipulated task enhances subordinate creativity under
task-enjoyment (performance-concern) conditions. Data supported the
nonfit hypothesis among promotion-focused subordinates: Subordinates
who were more promotion-focused showed greater creativity after recalling
a leader-stipulated, temporally near task when they concentrated on doing
well rather than on enjoying the task. Prevention-focused subordinates showed no such patterns for creativity. Implications for managing employee
creativity in the competitive, performance-pressured organizational and
business environment are discussed
EMPLOYMENT INTERVIEWING IN JORDAN: A STUDY OF THE INTERVIEW PROCESS IN THE BUSINESS FIRMS
The effect of emotions in cross-cultural expatriate experiences
With increased recognition of the existence of emotions in everyday interpersonal interactions, the need for emotions in cross-cultural interactions has become more obvious. Emotions play an important role in cross-cultural expatriate interactions as these experiences are essentially social encounters. Yet, little research addresses the emotions felt and the emotional demands involved in the cross-cultural interaction. Research on expatriate experiences centres solely on the cross-cultural training, sensitivity, and adaptability of expatriates. What fails to be addressed, however, is the emotional aspect of this interaction. In this paper, we examine the cross-cultural expatriate experience, integrating both the cultural and emotional aspects of the interaction. In doing so, we aim to advance understanding of the expatriate experience and the potential reasons underlying expatriate success and failure.<br /