Due to global market competition, to increase business advantage and to reduce the producing cost, more and more companies branch in overseas countries. Therefore, it¡¦s important if the dispatched personnel could follow the policy of the company and create business advantage. Overseas personnel have to face different culture and people. How they adapt to multi-culture would be effected by their personality, background, and experience. If overseas personnel could adapt to multi-culture well would lead to good operation of business policy. Therefore, do the Overseas personnel s have sharp observation on their entrepreneurship, how could they Risk-taking, their determination and locus of control when an enterprise choose Overseas personnel. In the past, Scholars mainly study Personality Traits tocross-cultural adjustment or Personality Traits to entrepreneurship¡¦s effect. However, is overseas personnel¡¦s adaption to the new culture, work, and life effecting their Innovativeness¡BRisk-taking and Proactiveness This research will study the relations between Overseas personnel¡¦s personality, cross-cultural adjustment, and entrepreneurship by using questionnaire. After the empirical research, the findings as follow: 1. Overseas personnel¡¦s personality has significant positive effect on cross-cultural adjustment. 2. Overseas personnel¡¦s personality has some positive effect on entrepreneurship. 3. Overseas personnel¡¦s personality has mediating effect between through personality and entrepreneurship. 4. The correlations between Overseas personnel¡¦s multi-culture adaption and entrepreneurship is partly positive. 5. Overseas personnel¡¦s background has great effect on their personality is partly proofed to be positive. 6. Overseas personnel¡¦s background has great effect on their cross-cultural adjustment is partly proofed to be positive. 7. Overseas personnel¡¦s background has great effect on their entrepreneurship is partly proofed to be positive.

Purpose The purpose of this study is to investigate the influence of cultural distance in cross-cultural adjustment of inpatriates. Furthermore, it investigates the role  of organizational and social support in cross-cultural adjustment. Method In order to achieve the purpose of this study a qualitative method of data gathering was chosen. A case study was conducted in Sandvik Sweden in Gävle, and personal interviews were done with the Indian inpatriates and other representatives involved in international assignment. Findings The cultural distance between Sweden and Indian  directly affect the concept of teamwork in Sandvik-Sweden and Sanvik-India. To understand the cultural background and  motive of  inpatriates is important  in designing organizational support that facilitates anticipatory and in-country adjustment processes. The existence of a recognized socializing way at headquarter eases to interact and develop interpersonal relationship, which facilitate the adjustment process of inpatriates through  referral made from known sources. Implication and suggestion for the future This study can assist multinational companies that are interested in the Cross- cultural adjustment process of inpatriates. We suggest for additional investigations in different organizational setup about the same subject matter to compare new results with the current findings. Future researchers can also investigate the impact of repatriation of inpatriates’ in cross- cultural adjustment. / Masters Thesis

Global mobility of labor across national and cultural boundaries is increasing steadily as a trend for most contemporary large organizations. Working with people from different cultures, professionals or ethnic backgrounds may cause cultural impacts among organization, peers and subordinates. It is imperative for multinational companies to attract, select, develop, and retain expatriates via effective intercultural management. Moreover, it would facilitate the global economy while well-adjusted expatriates on their global assignments. If expatriate possess some special personality traits and cultural sensitivity to deal with the challenges in different cultures, it would develop their ability to adapt effectively across different cultures. Cultural Intelligence (CQ) is needed to manage the stress of culture shock and the consequent frustration and confusion that typically result from clashes of cultural differences (Ang, Earley & Tan, 2006). This study is to examine the how affiliating CQ and personality traits relate to expatriate cross-cultural adjustment. Data are collected from mailing and internet-based questionnaires. There are two types of respondents: Taiwanese expatriates in foreign countries and foreign expatriates stationed in Taiwan. 230 valid questionnaires were gathered and input into the analysis. By statistical analysis, we conclude major results as follows: 1. The personality trait of expatriate is positively related to cultural intelligence: Expatriates who possess the personality trait of Extraversion were related to all three facets of CQ (Cognitive CQ, Physical CQ and Motivational CQ). Based on this study, Extraversion is recommended for use in expatriate selection system. 2. The cultural intelligence of expatriate is positively related to cross-cultural adjustment: Cognitive CQ and Physical CQ are an individual¡¦s lead to better performance in adapting to General Adjustment and Work Adjustment. 3. A moderating effect of CQ on the relationship between personality trait and cross-cultural adjustment: This is encouraged to assess potential expatriates for these personality traits and cultural intelligence in assignment preview. 4. The personality traits of expatriate is negatively related to cross-cultural adjustment 5. The influence of expatriate¡¦s personal characteristics was partly supported.

This study investigates expatriate English teachers’ cross-cultural adjustment in Taiwan. Cross-cultural adjustment theories and the differences between Chinese and Western culture are reviewed. Both qualitative and quantitative data were collected in order to develop the framework for the study. The process was examined across three facets of adjustment: general, working and interaction with host nation. The study was based on the framework of Black, Mendenhall and Oddou (1991) and develops an empirical cross-cultural adjustment model for native English- speaking expatriates who work in Taiwan as English teachers. The framework was successfully implemented by means of questionnaire and interview data and a literature review. The key findings of this study are: 1. Expatriate English teachers’ job satisfaction, age, previous crosscultural experience and their motivation for or purpose in coming to Taiwan are the key factors which affect their intention to stay in Taiwan. 2. Expatriate English teachers’ Mandarin or Taiwanese language ability has significant effects on their daily activities and social life outside work in terms of general adjustment. 3. Cross-cultural training for expatriate teachers could improve their living conditions in Taiwan in terms of general adjustment. 4. Expatriate teachers who possessed an undergraduate degree had more difficulties in their relationship with school management. 5. The total time expatriate teachers had spent living in Taiwan had some effect on their job satisfaction and adjustment in relation to interacting with the Taiwanese. Based on the empirical findings of this study, some recommendations for language education institutions and Westerners who are working or planning to work as English teachers in Taiwan are as follows: 1. Those who are planning to go to Taiwan to work as English teachers should receive some cross-cultural training and gain basic Mandarin or Taiwanese language skills before departure. An undergraduate degree is the basic qualification but an English teaching certificate or higher degree is strongly recommended. 2. English language education institutions should offer expatriate teachers cross-cultural training which includes basic local language skills, general information about living and working in Taiwan and the differences in the education system, teaching methodology and management style between Taiwanese and Western cultures. 3. When recruiting expatriate teachers, it is recommended that English language education institutions should avoid those who are including a trip to Taiwan as part of wider Asian travel and who are likely to stay in Taiwan for a relatively short time.

Multinational business is in a constant search for opportunities. The present globalizationprocesses that the world is immersed in, supported by technological, social, economic and culturaladvances, is allowing markets to interact in new ways. In that manner, markets with lower previousrelevance for European companies are emerging as promising markets for the upcoming years,as it is the case for Africa. Even though trading and business connections between Europe andAfrica has existed centuries ago, the economical predictions for European business in Africaappear more promising than ever. This new set of business opportunities towards the African markets, come together with a newset of challenges. Africa’s characteristic heterogeneity presents an issue for the replication of thesame techniques of leadership, communication and way of structure used in Europe, or morespecific, in Sweden. This research study places its focus on Swedish companies with employeeson international assignments between Sweden and different African markets. In order to help tounderstand how to improve the performance of the expatriates, the researchers analyzed whatvariables affect cross-cultural adjustment. As a starting point served the Framework ofInternational Adjustment by Black, Mendehall and Oddou (1991). The findings show that the model of International Adjustment of Black, et al., (1991) is still mostlyvalid. Nonetheless, through the data analysis, researchers identified several issues discordantwith the previous mentioned model. Therefore, an updated framework was developed,aggregating the identified differences and improvements to the original framework. In the sameway, researchers formulate a set of recommendations for the companies aiming to improve thecross-cultural adjustment of their expatriates.

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Language use and communicative behaviors are important indicators of sojourners' adjustment. The current research was conducted to understand international students' communication behavior on Facebook during their adjustment period in the US and its relationship to the students' acculturative attitude (identification with heritage and mainstream culture), current psychological adjustment level, socio-cultural adaptation level, and target audience on Facebook. Two main theories provided the theoretical framework of the study: Giles' communication accommodation theory (1973) and Berry's acculturation model (1984). Snowball and convenience samples were used to recruit 178 international students from different universities across the US. A mixed approach of online survey and content analysis was used to test the hypotheses and research questions. The results showed that during the stay in the US, international students accommodate their language and topic choice towards their American peers on Facebook. Particularly, it was found that language accommodation levels increase as the students' length of stay in the US increases. The results also demonstrate that international students use Facebook mainly to communicate with friends who reside in the US. When students had higher levels of mainstream identification, they were likely to target American friends as their audience on Facebook and thus have more language and topic accommodation. Additionally, acculturation attitude (heritage and mainstream identification) predicted the students' language accommodation level. Lastly, the study showed that there is a positive relationship between language accommodation and sociocultural adjustment. The findings of the study not only expand the scope of communication accommodation theory and acculturation model, but also enhance understanding of international students' online communication patterns, their purposes, and practical consequences upon their adjustment in the US. This is important because it can be useful in finding ways to improve the students' experience in the US.

The purpose of this study was to investigate the relationship between narcissism, cultural adjustment, and leadership of expatriates. Specifically, it was predicted that cultural adjustment would partially mediate the relationship between narcissism and selfperceptions of leadership effectiveness such that narcissism would be negatively related to cultural adjustment, and cultural adjustment would be positively related to selfperceptions of leadership effectiveness. It was also predicted that cultural adjustment would partially mediate the relationship between narcissism and LMX perceptions such that narcissism would be negatively related to cultural adjustment, and cultural adjustment would be positively related to LMX perceptions. Fifty-three participants completed an online survey through Qualtrics. Participants consisted of individuals who were teaching abroad for an extended period of time. Results indicated support for the mediating role of cultural adjustment in the relationship between narcissism and perceived leadership effectiveness, but not in the relationship between narcissism and LMX perceptions. Results also indicated positive correlations between narcissism and cultural adjustment. The implications and limitations of these findings are discussed, and multiple directions for future research are suggested.

This study examines the effects of social tie strength, value fit and affect-based trust of overseas workers on their cultural knowledge acquisition in foreign countries. Based on the assumption that cultural knowledge is acquired through social interactions, the research model encompassed 3 social-related independent variables and tested empirically from 536 interpersonal relationships reported by 136 respondents. The results revealed that social tie strength and value fit have positive impacts on cultural knowledge acquisition not only directly but also indirectly, through the mediation role of affect-based trust. However, the mediation effect differs between relationships with local nationals and relationships with non-local nationals. Specifically, affect-based t rust is essential for the effect of social tie strength to local nationals instead of that to non-local nationals; moreover, the mediation effect is sufficient on value fitted non-local nationals but is incomplete on value fitted local nationals. The implications of the findings and the need for future research were also discussed.

This reserch aims to investigate the realtionship of expatriate's cross-cultural competence with his entrepreneurship. By building an integrative framework, we identify three constructs, big-five personality, cultural intellegance and cross-cultural adjustment, which were encompassed in cross-cultural competence to have associations with expatriate's entrepreneurship. Using SEM model to analyzed sample of 230 expatriates, our findings reveals that expatriate's personality has positive associations with expatriates' entrepreneurship. In addition, expatriate's personality will affect the ability to cross-cultural adjustment and cultural intelligence for entrepreneurship in their expatriate assignments to MNC's subsidiary. In short, this research proposes a cross-cultural framework to illustrate how expatriate's personality affects their cultural intelligence and cross-cultural adjustment, which act as mediators in the relationships between personality and entrepreneurship. Moreover, cultural difference is found to be an important moderator among all the relationships above entrepreneurial spirit for business performance at host.