In response to the problem of high expatriate failure rates in China, this study investigates organisational commitment issues in relation to a community of Western expatriate managers working in a private, Chinese-owned, academic college in China. Through individual interviews, the study examines the various processes, experiences, and interactions of six expatriate managers in order to gain a...

This study draws on the cultural fit hypothesis to examine interactive effects of host country context and four (Multicultural Personality Questionnaire) expatriate personality traits – Cultural Empathy, Social Initiative, Emotional Stability, and Open Mindedness – on job satisfaction. The cultural fit hypothesis maintains that it is not only the expatriate personality traits per se, but the cu...

This paper examines existing research on the impact of terrorism on expatriate coping strategies. We consider pre-assignment fear of terrorism, in-country coping strategies, and anxiety and posttraumatic stress disorder (PTSD) associated with repatriation. The extant research is small but growing. Our model for expatriate coping at the pre-departure, in-country, and repatriation stages includes...

the primary aim of current study research was to investigate the relationship of work-family conflict with perceived organizational support, job stress and self-mastery in expatriate personnel in distriction of gaz transition operation station . 75 people was selected by stratified random sampling. 66 questionnaire were filled out and were returned to the researchers.(return rate=82%). the resu...

AIM This account, based on the experience of the first author, aims to describe an example of practice from a hospital in South Sudan. The example illustrates a cross-cultural encounter and the challenges that a Sudanese nurse and an expatriate nurse face in sharing knowledge when providing patient care. CONTENT The constructed practical example between nurses with different knowledge bases a...

As organizations globalize their operations, there is a heightened need to identify and select qualified managers for overseas assignments. The increased complexity of these foreign assignments necessitates a recalibration of the traditional selection procedures and processes used in the past. In particular, there is some evidence that expatriation becomes strategic as organizations increasingl...

As international corporate activities increase, their staffing involves more strategic concerns. However, foreign assignments have many differences, and dissatisfaction with the host country is a known cause of expatriate failure. From the point of view of an expatriate candidate, the decision of whether to take an expatriate assignment can be regarded as a FMCDM (fuzzy multiple criteria decisi...

Integrating work-family and cross-cultural adjustment literatures, the researchers proposed and tested a spillover and crossover model of expatriates' cross-cultural adjustment with reciprocal relationships. Spillover effects refer to the influence that expatriate attitudes in a particular domain (e.g., work) have on attitudes in other domains (e.g., nonwork), whereas crossover effects refer to...