博士 / 中國文化大學 / 國際企業管理研究所 / 91 / This study empirically examines the relationship between expatriate manager cultural adjustment and expatriate performance. In addition, this paper speculates that education level moderates the relationship between cultural adjustment and expatriate performance as perceived by expatriate managers.
The research questions of this paper desire from the existing literature on the relationship of expatriate managers’ cultural adjustment with expatriate performance and the moderating effect of managers’ education and MNE managerial style to the relationship of expatriate managers’ cultural adjustment on expatriate performance. The methodology used an analytical approach to analyze the parsimonious relationship by the cross-sectional survey.
The data is derived from questionnaire completed by 1000 Taiwanese expatriate managers. They were asked about their levels of general adjustment, interactive adjustment, job adjustment, contextual performance, specific performance, and task performance. Overall, 600 MNE firms completed at least one questionnaire from their expatriate managers (a total of 558 questionnaires); of these, twenty-seven were unusable because they were incomplete. A further 531 completed questionnaires were returned by contact-employees (56% response rate).
Finally, the results indicate that expatriate manager cultural adjustment is positively related to expatriate performance. In addition, the author speculates that education level of expatriate manager moderates the relationship between expatriate adjustment and expatriate performance as perceived by expatriate managers. These hypotheses were supported by the empirical data.
On the other hand, we found that different MNE managerial culture moderate the relationship between expatriate manager adjustment and expatriate performance. U.S. MNE expatriate manager adjustment affects the expatriate performance. This is especially marked in the case of American MNE’s; less in the case of Chinese MNE’s; and least of all in Japanese MNE’s. Managers’ educational level had varying effects on Americans, Japanese and Chinese. The higher educational level of American managers, the stronger effect of adjustment on performance. This is less true of managers in Japanese MNE’s. In the case of Chinese MNE’s, there is a negative correlation between level of education and the effect of cultural adjustment on performance for the traditional concept and cost down. These hypotheses were partly supported by the empirical data.
The contribution of this paper has two aspects. The theoretical: the paper can answer the research problem. The practical: this paper can offer insights into expatriate manager cultural adjustment could enhance the expatriate performance.
| Identifer | oai:union.ndltd.org:TW/091PCCU0321045 |
| Date | January 2003 |
| Creators | Liu, Li-Ling, 劉莉玲 |
| Contributors | prof. Tsai-Mei Lin, 林彩梅 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 193 |
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