Effects of support from organisations, host country nationals and spouses on expatriate success
This study examined the effects of support from primary stakeholders, specifically organisations, host country nationals (HCNs) and spouses on expatriate success in Malaysia. Each stakeholder had a vital role to play in facilitating expatriates’ assignments in different manners. Malaysia was c...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
2016
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| Online Access: | http://psasir.upm.edu.my/id/eprint/65963/1/GSM%202016%202%20UPM%20IR.pdf http://psasir.upm.edu.my/id/eprint/65963/ |
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| Summary: | This study examined the effects of support from primary stakeholders, specifically
organisations, host country nationals (HCNs) and spouses on expatriate success in
Malaysia. Each stakeholder had a vital role to play in facilitating expatriates’ assignments
in different manners. Malaysia was chosen as the research setting on account of its
increasing number of multinational companies (MNCs) and international firms that
strengthens the country’s economic growth. To see expatriate success in a wider angle,
this study included the three essential criteria concerning cross-cultural adjustment, job
performance and withdrawal intentions. In addition, Hobfoll’s conservation of resources
(COR) theory was used as an overarching theory to complement and explain the research
phenomenon with the key variables involved. A quantitative approach, employing a selfreporting
questionnaire, was used to collect the data from the respondents. The whole
data collection process took around three months to complete, and 112 expatriates
working in different industries in Malaysia were surveyed. Multiple regression analyses
were performed to test the six hypotheses. The results substantiated that support from
both organisations and HCNs were significant to expatriates’ adjustment by helping them
acclimatise to life in the host country. Notably, the findings of this research also indicated
that support from organisations was the strongest predictor of the expatriates’ withdrawal
intentions. This had highlighted that the crucial role organisations played in minimising
the issue of expatriate failure during international assignment. The findings also revealed
the significant relationships between expatriate adjustment, withdrawal intentions, and
job performance. The discussion of these findings was teamed with interviews from five
expatriates to cast some light on the understanding of the relationships. Finally, this
research contributed to the area of international human resource and cross-cultural
management, and subsequently provided additional solutions to practitioners. |
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