Camila Marques

Erasmus University Rotterdam 04/4/2013

INTRODUCTION

Cross-Cultural Adjustment (CCA):

The degree of psychological comfort an expatriate has living and working in a

host country (Black & Stephens, 1989; Gregersen & Black, 1990). General Adjustment Work Adjustment

Relevance of CCA:

Economic Globalization Migration of specialized work force High Number of Multinational companies based in The Netherlands Approximately 600.000 expats in The Netherlands

Impact of CCA:
Economic Performance, premature ending of expat assignments, work

disability due to psychological problems General well-being stress, burnout, depression, anxiety (Cohen, 1980)

INTRODUCTION
Factors

that affect CCA

Personality (Big Five)

Traditionally have been considered as reliable predictors of cross-cultural adjustment GFP is a new trend in personality research (Just, 2011; Vander Linden et al. 2010). GFP similar to Spearmans general factor of intelligence
Cultural Intelligence (CQ)

New construct defined as the personas capability for successful adaptation to new cultural settings (Early and Ang, 2003). Based on the theory of multiple loci of intelligence (Sternberg & Detterman, 1986) Strategy CQ Cognitive CQ Motivational CQ Behavioral CQ

INTRODUCTION

Cultural Distance (CD)

Cultural differences between two countries on various cultural values (Hofstede, 2001):

Power Distance (PDI) (small vs. large power distance) Individualism (IND) Masculinity vs. Feminism (MAS) Uncertainty Avoidance (weak vs. strong)

RESEARCH MODEL
Cross-Cultural Adjustment General Adjustment

Work adjustment

CQ

Health

GFP

Performance

Cultural Distance Factors:

Power distance Individualism Feminism Uncertainty

RESEARCH QUESTIONS

Do GFP and CQ significantly predict cross-cultural adaptation? Is CQ a stronger predictor of cross-cultural adaptation than GFP? Does cross-cultural adaptation mediate the relationship between GFP/CQ and individual performance/health? Does cultural distance moderate the relationship between GFP/CQ and cross-cultural adaptation?

METHOD

Participants
200 questionnaires were distributed
91 Expats currently living and working in The Netherlands completed the

survey questionnaire (45% response rate).

Measures
Cultural intelligence (CQ) scale Big Five personality questionnaire CCA scale (General Adjustment, Work Adjustment) Performance Health Cultural Distance

RESULTS

GFP and CQ combined explain 18% variance in general adjustment, 20% in work adjustment. GFP, CQ and general adjustment explain 23% variance in work adjustment. CQ is a significant predictor of general adjustment when CD is high.
t Sig. R
2

Low CD Countries General Adjustment GFP CQ Work Adjustment GFP CQ High CD Countries General Adjustment GFP CQ Work Adjustment GFP CQ

Sig.

R2

General Adjustment Step 1 CQ GFP Work Adjustment Step 1 CQ GFP Work Adjustment Step 1 General Adjustment GFP CQ

.20 .30

1.92 2.92

.06 .00

.18

.45 .13 .53 .23

2.24 .64 3.12 1.33

.03 .53 .00 .19

.28

.47

.16 .35

1.59 3.42

.12 .00

.20

.24 .26 .15 .10

1.97 2.10 1.17 .75

.05 .04 .25 .46

.16

.216 .288 .121

2.081 2.711 1.165

.040 .008 .247

.23

.04

RESULTS

Work Adjustment is a significant predictor of individual performance explaining 13% of variance GFP and Work Adjustment are predictors of individual health explaining 32% variance CQ is not a predictor of individual performance and health
Performance Step 1 General Adjustment Work Adjustment GFP CQ Health Step 1 General Adjustment Work Adjustment GFP CQ

Sig.

.01 .32 .04 .03

.12 2.74 .36 .31

.90 .01 .72 .76

.13

.05 -.45 -.24 .03

.53 -4.47 -2.29 .35

.60 .00 .02 .73

.32

CONCLUSIONS

Conclusions
GFP is an important factor in cross-cultural adjustment and individual health. CQ is a relevant factor when CD is high CCA is an important factor for individual performance and health.

Practical implications
For Selection, assessment of individuals for expat assignments Expats might be at greater risk of developing psychological problems and related work

disability bringing considerable costs for the government, organizations and society Expats and their families need support to overcome CCA problems Results support the formulation of prevention strategies to reduce stress and burnout at work

Limitations

Use of survey questionnaire There are other factors that play a role in CCA of expats such as organizational culture Reliability of scales used Number of participants Results cannot be generalized