What you do depends on where you are: understanding how domestic and expatriate work requirements depend upon the cultural context

Shung J Shin, Frederick P Morgeson and Michael A Campion
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Shung J Shin: Department of Management and Decision Science, College of Business, Washington State University, Richland, USA
Frederick P Morgeson: The Eli Broad Graduate School of Management, Michigan State University, East Lansing, USA
Michael A Campion: Krannert Graduate School of Management, Purdue University, West Lafayette, USA

Journal of International Business Studies, 2007, vol. 38, issue 1, 64-83

Abstract: To empirically address the importance of the cultural context for successful assignments, we conducted two studies using a large sample of public-sector US professionals working in comparable jobs in 156 different countries. The results provided direct evidence that social and perceptual skill, reasoning ability, and adjustment- and achievement-orientation personality requirements are higher in expatriate assignments, which has implications for pre-departure selection. Also, the results partly supported the hypothesis that expatriates are required to adjust their behavior to be consistent with the local cultural values, which has implications for post-arrival behavioral training. Journal of International Business Studies (2007) 38, 64–83. doi:10.1057/palgrave.jibs.8400247

Date: 2007
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