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Effects of Cross-cultural Competence and Fellow Worker Support on Expatriate Performance

Author: DuShuLing
Tutor: WangDuanXu
School: Zhejiang University
Course: Business management
Keywords: cross-cultural competence fellow worker support cross-cultural adjustment work satisfaction expatriate performance
CLC: F272.92
Type: Master's thesis
Year: 2011
Downloads: 272
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Abstract


International competition is becoming more diverse with high-speed pace of globalization. More and more expatriates are sended to seek various materials and ways for their home companies. Expatriate performance has been an important issue for these companies. Therefore, how to enforce expatriate performance is the focus of these companies.Previous studies showed many factors on expatriate performance, such as individual and organizational factors. However, few scholares pay close attention to expatriate performance explored on empirical data, but cross-cultural adjustment. On the other hand, most of the studies are liminted and based on the west countries MNC.This study examined the antecedents of expatriate performance, and analysed the effects of cross-cultural competence and fellow worker support based on a number of referencing material study. The article also attempts to model the mediating process between them through the introduction of two mediator-cross-cultural adjustment and work satisfaction. This study analysed enterprises of China MNCs, with maturity questionnaire. There were 211 samples, using statistic tools such as SPSS and AMOS. The results were as follows:(1) Expatriates with high level of cross-cultural competence were likely to adapt to the cross-cultural,and obtaining high-performance. (2) Cross-cultural adjustment and work satisfaction had certain mediating effect on the relationship between cross-cultural competence and expatriate performance, expect regarded as outcome of expatriate. (3) Fellow worker support had positive effects on expatriate performance, but there were differences between supervisor and workmate. (4) No distinctive influence had been observed as demographic variable exert on cross-cultural competence, fellow worker support, cross-cultural adjustmen, work satisfaction and performance of the expatriates, such as gender, age and so on.

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