Organizations in Jamaica have been impacted by globalization and the opportunities and challenges of cultural incompatibilities. Most previous studies on cultural incompatibilities have focused on the impact on expatriates leaving a gap in the literature with respect to the implications for host country nationals, and specifically Jamaicans. This quantitative study focused on employees of 2 companies in Jamaica, an energy company and a hospitality company. It examined cultural dissimilarity with respect to host country nationals and expatriates, and its effect on the productivity, job satisfaction, affective commitment, and normative commitment of these employees (N = 110). In addition to the above variables, the study also identified the role that gender, age, and tenure played in these relationships. Diversity theory, social exchange theory, homophily, and repulsion hypothesis formed the theoretical framework for this study, and multiple regression and correlation were utilized in the analysis of the data collected. The results of the study indicated correlation and predictive relationships between/among: culture and job satisfaction; age, gender, and experience in relation to job satisfaction; age, gender, and experience in relation to affective commitment; and culture, age, gender, and experience in relation to affective commitment. Social change implications for this study include the development of country-specific culture awareness training programs for both host country nationals and expatriates. It is further expected that the findings of this study will increase knowledge on the subject and help in the development of human resource management policies and procedures. These policies should aid in improved job attitudes and productivity for host country nationals.