The effect of cross-cultural training on adjustment and job performance: Examining the role of supervisor skill-building and individual differences

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dc.contributor.advisorHebl, Michelle R.en_US
dc.creatorTurner, Stacey L.en_US
dc.date.accessioned2009-06-03T21:09:51Zen_US
dc.date.available2009-06-03T21:09:51Zen_US
dc.date.issued2007en_US
dc.description.abstractThe globalization of business has resulted in both large numbers of workers living and working abroad, as well as an increasingly multicultural domestic work environment. Organizational research has shown that cross-cultural training mitigates or proactively guards against the frustrations, misunderstandings, and culture shock often resulting from cross-cultural interactions that lead to poor adjustment and job performance (Harris & Kumra, 2000). Despite the recent surge of studies in this area, previous cross-cultural effectiveness studies have failed to take into account a number of moderating variables. Particularly, the role of the expatriate's supervisor and the personality and motivational differences of the expatriate have not yet been explored. Thus, the present study draws upon cross-cultural training theory, in addition to the leader-member exchange framework, in proposing that cross-cultural training for the supervisor of an expatriate subordinate will moderate the impact of cross-cultural training on the expatriate subordinate's adjustment and job performance. Furthermore, self-efficacy, openness to experience, and extraversion were tested as moderators of the relationship between cross-cultural training and job performance. Participants were individuals from a variety of countries who were coming to the United States for practical training. They took part in a web-based cross-cultural training study before leaving for the U.S. or shortly after they arrived. Results indicate that supervisor cross-cultural training does impact the effectiveness of cross-cultural training on job performance and work-related adjustment. Additionally, results support the predictions that self-efficacy and extraversion moderate the relationship between cross-cultural training and job performance.en_US
dc.format.extent159 p.en_US
dc.format.mimetypeapplication/pdfen_US
dc.identifier.callnoTHESIS PSYCH. 2007 TURNERen_US
dc.identifier.citationTurner, Stacey L.. "The effect of cross-cultural training on adjustment and job performance: Examining the role of supervisor skill-building and individual differences." (2007) Diss., Rice University. <a href="https://hdl.handle.net/1911/20660">https://hdl.handle.net/1911/20660</a>.en_US
dc.identifier.urihttps://hdl.handle.net/1911/20660en_US
dc.language.isoengen_US
dc.rightsCopyright is held by the author, unless otherwise indicated. Permission to reuse, publish, or reproduce the work beyond the bounds of fair use or other exemptions to copyright law must be obtained from the copyright holder.en_US
dc.subjectBilingual educationen_US
dc.subjectMulticultural educationen_US
dc.subjectAdult educationen_US
dc.subjectContinuing educationen_US
dc.subjectIndustrial psychologyen_US
dc.titleThe effect of cross-cultural training on adjustment and job performance: Examining the role of supervisor skill-building and individual differencesen_US
dc.typeThesisen_US
dc.type.materialTexten_US
thesis.degree.departmentPsychologyen_US
thesis.degree.disciplineSocial Sciencesen_US
thesis.degree.grantorRice Universityen_US
thesis.degree.levelDoctoralen_US
thesis.degree.nameDoctor of Philosophyen_US
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