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

Simple item page
dc.contributor.advisorHebl, Michelle R.
dc.creatorTurner, Stacey L.
dc.date.accessioned2009-06-03T21:09:51Z
dc.date.available2009-06-03T21:09:51Z
dc.date.issued2007
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.
dc.format.extent159 p.en_US
dc.format.mimetypeapplication/pdf
dc.identifier.callnoTHESIS PSYCH. 2007 TURNER
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>.
dc.identifier.urihttps://hdl.handle.net/1911/20660
dc.language.isoeng
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.
dc.subjectBilingual education
dc.subjectMulticultural education
dc.subjectAdult education
dc.subjectContinuing education
dc.subjectIndustrial psychology
dc.titleThe effect of cross-cultural training on adjustment and job performance: Examining the role of supervisor skill-building and individual differences
dc.typeThesis
dc.type.materialText
thesis.degree.departmentPsychology
thesis.degree.disciplineSocial Sciences
thesis.degree.grantorRice University
thesis.degree.levelDoctoral
thesis.degree.nameDoctor of Philosophy
Files
Original bundle
Now showing 1 - 1 of 1
Thumbnail Image
Name:
3256756.PDF
Size:
8.24 MB
Format:
Adobe Portable Document Format
Download
Collections
Rice University Electronic Theses and Dissertations