The Effects of Hardiness and Cultural Distance on Sociocultural Adaptation in an Expatriate Sales Manager Population

International corporations are increasingly concerned about expatriate executive attrition. There is an urgent need to develop methods for identifying the antecedents to successful expatriate performance. In choosing sales managers for international assignments, special attention should be paid to the candidate’s psychological hardiness and cultural distance between the home and host countries. An empirical study was conducted based on 544 responses from expatriate sales managers originating from 62 countries who are serving in 77 different countries around the globe. Using hierarchical regression, the authors tested main effects of both cultural distance and psychological hardiness on the sales manager’s ability to adapt to a new cultural environment. In addition, psychological hardiness was tested as a moderator of the relationship between cultural distance and sociocultural adaptation. Results suggest that practitioners now include both scales as determinants for justification when selecting expatriate sales assignments. Practically speaking, with both global cultural distance and hardiness scores in hand, companies can better select appropriate personnel who will be able to cope with cultural differences in international placements. Finally, this research provides the first known scholarly study of psychological hardiness in the marketing and sales literature.     

外派人员与组织的期望匹配模式对绩效的影响

外派个人与组织的期望具有四种可能的匹配关系。本研究构建了四种关系的概念模型并进行了效度验证。研究数据采自多种行业跨国公司的两组样本,结构方程建模的分析结果表明,构思关系具有良好的诺姆网络效度,个体-组织期望的不同组合模式对外派的绩效有显著影响。该研究结果对于外派经理及其所在的组织都具有重要意义。     

Examining the Relationship between Work Attitudes and Propensity to Leave among Expatriate Salespeople

The study employs literatures addressing turnover of employees in general, turnover of salespeople, and variables specific to expatriate managers to examine turnover of expatriate salespeople. Individual, job, and organizational variables are used as predictors of propensity to leave. The research suggests that several variables influence propensity to leave of expatriates: met expectations, participation, job satisfaction, and organizational commitment. The research also suggests that organizations need to establish clear expectations concerning the demands of the overseas sales job and allow salespeople to understand the parameters of employment.     

Relative importance of personality dimensions for expatriate selection: A policy capturing study

Policy capturing was used to examine relative importance placed by managers on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) in the context of expatriate selection. Ninety‐six managers with expatriate staffing and management experience made judgments about 32 expatriates based on characteristics associated with the Big Five. Judgments were made about (a) completion of overseas assignment, (b) adjustment, (c) interpersonal relations with host‐country nationals, and (d) overseas job performance. Across all four decisions, the raters tended to use the cues (i.e., the Big Five personality factors) in a similar manner. Conscientiousness was perceived to be the most important personality factor for all four judgments examined. Openness to Experience was perceived to be important for completion of overseas assignment. These results from policy capturing are compared and contrasted with those from criterion‐related validity studies of the Big Five for expatriate selection. Implications for expatriate selection systems are discussed.     

Expecting More in Relationships – Implications of Relational Entitlement

Abstract

Sense of relational entitlement refers to what individuals’ believe they “should” expect from their romantic partner. When expectations are both unrealistic and not met by one’s partner, there is a potential for adverse consequences. Researchers surveyed 195 female participants between the ages 18-60. The study examined the influence of one’s sense of relational entitlement with varying conflict strategies. The findings revealed that extreme forms of one’s sense of relational entitlement was associated with conflict strategies like verbal aggression, and control & domination. Thus, one’s sense of relational entitlement appears to play a significant role in how individuals handle conflict.     

Attractive rivals may undermine the expectation of career advancement and enhance jealousy. An experimental study

This experiment with 119 adult females examined the effect of a rival’s attractiveness on jealousy and career advancement expectations in a simulated work setting where individuals had to compete for a job promotion. We hypothesized that an attractive rival would evoke relatively more jealousy and lower career advancement expectations, especially in individuals high in Intrasexual Competitiveness (ISC). In addition, we examined the moderating effects of characteristics attributed to the rival in terms of popularity, professionalism, and unfriendliness. The results showed that, overall, an attractive rival induced more jealousy and lower career advancement expectations than an unattractive rival. Especially among women who attributed unfriendliness to their rival, the attractiveness of the rival induced higher levels of jealousy and lower career advancement expectations. Among women high in ISC, the rival’s attractiveness induced lower career advancement expectations. It is recommended that managers and human resource officials pay particular attention to how physical attractiveness may interfere with female employees’ professional development, and to the important role of emotions in the workplace.     

Effects of Resolving to Change One's Own Behavior: Expectations vs. Experience

The “false-hope syndrome” suggests that unrealistic expectations are responsible for the cycle of repeated failure and renewed efforts at self-change characterizing many self-changers. Our hypotheses were that: (1) committing to a particular self-change task would inflate initial expectations, (2) participants would be unsuccessful relative to their expectations, and (3) more elevated expectations would lead to more negative outcomes. Participants were randomly assigned to either increase their physical activity or reduce their stress through meditating or were assigned to a no-change control group. In accordance with Hypotheses 1 and 2, exercise participants had more positive expectations about their resolutions immediately after committing to them, and both exercise and meditation participants were unsuccessful relative to their expectations. With respect to Hypothesis 3, however, having more positive expectations about one's resolution did not predict a worse outcome.     

The roles of self‐discrepancy and social support in young females' decisions to undergo cosmetic procedures

• Advertising appeals emphasizing unrealistic body images are increasingly linked to depression, loss of self‐esteem, and unhealthy eating habits. Understanding the motivation of young and vulnerable populations to undergo cosmetic procedures can help modify marketing and public policy practices. Using a multidisciplinary approach, this paper confirms the motivating role of self‐concept discrepancy in young women seeking cosmetic procedures. It also reveals conflicting moderating influences of different types of social support on the relationship between self‐discrepancy and choice of cosmetic procedures. Our findings show that family‐based social support attenuates the effect of perceived actual‐ideal self‐discrepancy on the choice of cosmetic procedures, while social support from friends amplifies this effect. Actual‐ought discrepancy appears to negatively affect the propensity for cosmetic procedures. Discussion of the findings and implications for public policy and marketing managers are presented.

Copyright © 2009 John Wiley & Sons, Ltd.     

Predicting expatriate effectiveness: The role of personality,cross‐cultural adjustment,and organizational support

The interest in expatriate effectiveness has grown remarkably as a consequence of globalization and the possibility of failure in international assignments. This study has tested a comprehensive model of expatriate effectiveness in a sample of 108 Spanish expatriate managers. They responded to a survey which included a set of variables, including personality, adjustment, language skill, cultural distance, organizational support, and expatriate effectiveness (i.e., job performance, intentions of early return, and manager efficacy perceived by others). The results showed that cultural distance and cross‐cultural adjustment were the immediate predictors of expatriate effectiveness and that achievement, sociability, organizational support, and language skills predicted cross‐cultural adjustment and cultural distance. The results showed a good fit to the hypothesized model (GFI = .973; CFI =.975; RMSEA = .056; SRMR = .053). Finally, we comment on the implications of the findings for the research and practice of selection in international assignments.     

Target setting,self-reinforcement pattern and locus of control orientation as predictors of outcome in a behavioural weight-loss programme

High levels of unexplained variance have been reported in the outcome of weight-loss attempts by the obese using dietary and behavioural procedures to lose weight. The present study examined the effects of varying the short-term ‘target’ expectations of weight-loss and the degree of delay of self-reinforcement procedures. Contrary to expectation a significantly greater weight-loss was achieved under ‘unrealistic’ high target levels than under ‘realistic’ lower levels. Delay of self-reinforcement showed no differential effect. Hypothesized interactions between the experimental conditions and an external locus of control orientation were not found but there was a tentative indication that internally controlled individuals do significantly better under the ‘High’ than the ‘Low’ target expectations. The data suggest that more systematic attention should be paid to these cognitive-behavioural variables in planning weight-loss, programmes.     

COMMITMENTS TO A PARENT COMPANY AND A LOCAL WORK UNIT DURING REPATRIATION

When expatriate managers return home from international assignments and re-cross cultural boundaries, they are required not only to exhibit commitment to their parent company, but also to develop commitment to a new local work unit. Accordingly, this study, the first of its kind, examines the extent to which theorized individual, job, organizational, and non job factors account for American expatriate managers'commitment to their parent company and local work unit during repatriation ( N = 174). Regression analysis found that tenure in the parent company, role clarity, repatriation compensation, and the perceived organizational value placed on international experience exhibited positive relationships with commitment to the parent company while total international work experience exhibited a negative relationship. In addition, commitment to the local work unit was positively associated with role discretion, role clarity, and perceived organizational value placed on international experience. Implications of these results for future personnel research and practice are discussed.     

Lean on me: The importance of one's own and partner's intercultural personality for expatriate's and expatriate spouse's successful adjustment abroad

This research explores the role of three intercultural personality traits—emotional stability, social initiative, and open-mindedness—as coping resources for expatriate couples’ adjustment. First, we examined the direct relationships of expatriates’ and expatriate spouses’ personality trait levels with psychological and sociocultural adjustment. Psychological adjustment refers to internal psychological outcomes such as mental health and personal satisfaction, whereas sociocultural adjustment refers to more externally oriented psychological outcomes that link the individual to the new environment. Second, we examined the association of expatriates’ personality trait levels with professional adjustment, which was defined in terms of job performance and organizational commitment. Cross-sectional analyses among 196 expatriates and expatriate spouses (i.e., 98 expatriate couples) revealed that the three dimensions are each associated with specific facets of adjustment. A longitudinal analysis among a subsample (45 couples) partially confirmed these findings. Furthermore, we obtained evidence for a resource compensation effect, that is, the compensatory process whereby one partner's lack of sufficiently high levels of a certain personality trait is compensated for by the other partner's high(er) levels of this traits. Through this resource compensation effect, the negative consequences of a lack of sufficient levels of a personality trait on adjustment can be diminished. Apparently, in the absence of sufficiently high trait levels, individuals can benefit from personality resources in their partners.     

Expatriate and Indigenous Managers' Work Loyalty and Attitude Toward Risk

Work loyalty and attitude toward risk of expatriate and indigenous managers in the United Arab Emirates were investigated. The results indicated that foreign expatriates scored relatively higher than Arab expatriates and indigenous managers on personal loyalty and attitude toward risk. Foreign expatriates did show less attachment than their counterparts to organizational loyalty.     

Social Comparison of Health Risks: Locus of Control,the Person-Positivity Bias,and Unrealistic Optimism1

People typically attribute lower health risks to themselves than to others, a phenomenon referred to as unrealistic optimism. The present study tested the person positivity bias as a previously unexamined explanation of the phenomenon and analyzed the relationship between unrealistic optimism and expectations of control. High-school students estimated their own and one of three other persons’(the average student's, a randomly chosen student's, or their best same-sex friend's) chances of getting health problems. They also filled out questionnaires measuring locus of control and health-protective behavior. In contrast with the person positivity explanation, unrealistic optimism was not restricted to the “average other” condition. However, unrealistic optimism was stronger in subjects with a more internal locus of control than in subjects with a rather external locus of control. An unpredicted effect of estimation order was observed: Unrealistic optimism was stronger in subjects who estimated the comparison person's risks first than in subjects who started with own risks. This effect can be understood in terms of Codol's observation that people perceive others as more similar to themselves than they themselves are to others.     

Will the Real Superhero Stand Up? A Critical Review of the National Standards for Headteachers in England

The National Standards for Headteachers (DfEE, 2000) provides the first authoritative statement about the role of the headteacher in English schools. It represents an important element in the drive to improve school leadership by formalizing expectations and improving the criteria for training programmes. The skills needed by headteachers are clearly identified but the expectations of one individual are unrealistic. The personal qualities required in school leadership, such as the discernment to apply knowledge and understanding, are neglected. The Standards need to be based on reasonable expectations of an individual professional or, even better, a school's whole management team. They also need revision to address the personal attributes expected of headteachers.     

Hostility and health: Mediating effects of belief systems and coping styles

The present study investigates the relationship between hostility, health, belief systems, and ways of coping with anger, anxiety, and sadness in a college student sample. Hostility is of interest in the health psychology literature because it has been associated with coronary heart disease, other illnesses, and general mortality. The results reveal that relative to their low-hostility counterparts, individuals scoring high on the Cook and Medley Hostility Scale report poorer physical health and a belief system characterized by vindictiveness, pessimism, unrealistic expectations of the self and others, and a desire to avoid difficulties. They were also more likely to employ confrontive and escape-avoidance coping styles when dealing with anger and escapeavoidance strategies in coping with anxiety and sadness. Irrational beliefs and escapeavoidance coping with anger were found to play a mediating role in the relationship between hostility and health. Clinical implications of the findings are discussed.     

Hostility and health: Mediating effects of belief systems and coping styles

The present study investigates the relationship between hostility, health, belief systems, and ways of coping with anger, anxiety, and sadness in a college student sample. Hostility is of interest in the health psychology literature because it has been associated with coronary heart disease, other illnesses, and general mortality. The results reveal that relative to their low-hostility counterparts, individuals scoring high on the Cook and Medley Hostility Scale report poorer physical health and a belief system characterized by vindictiveness, pessimism, unrealistic expectations of the self and others, and a desire to avoid difficulties. They were also more likely to employ confrontive and escape-avoidance coping styles when dealing with anger and escapeavoidance strategies in coping with anxiety and sadness. Irrational beliefs and escapeavoidance coping with anger were found to play a mediating role in the relationship between hostility and health. Clinical implications of the findings are discussed.     

On the conceptual link between mass customisation and experiential consumption: an explosion of subjectivity

Marketing managers currently face an explosion of subjectivity. A glance at the business world reveals new solutions developed to offer customised products. Mass customisation is stressed by academicians in different ways. For example, relationship marketing emphasises the role of the relationship between a vendor and its customer, with particular reference to the importance of personal involvement and trust. Reading such phenomena as manifesting an explosion of subjectivity in consumption suggests an enhanced opportunity for applying the experiential view of consumer behaviour. This paper invites marketing managers, as well as marketing and consumer researchers, to recognise the changing environment more proactively and to embrace the increasingly well‐established conceptions of the consumption experience more enthusiastically. Copyright © 2001 Henry Stewart Publications.     

Ethics Training,Ethical Context,and Sales and Marketing Professionals’ Satisfaction with Supervisors and Coworkers

Because organizational support for ethical conduct is valued highly in personal selling and sales management, ethics training, functioning through a company’s ethical values and culture, should prompt greater satisfaction with supervisors and coworkers because these individuals play a part in the ethical practices that impact job satisfaction in others. Using a national sample of 324 sales and marketing professionals representing a variety of organizations, this study examined the mediating role of perceived ethical context in the proposed relationships between hours of ethics training and satisfaction with supervisors and coworkers. The results indicated that the focal variables were indeed related, with either full or partial mediation identified, using two separate measures of perceived ethical context. Organizational leaders in the sales and marketing professions should consider using ethics training to institutionalize an ethical environment in sales organizations, as well as involving sales managers and other professionals in this institutionalization process. Such efforts could yield greater employee satisfaction for supervisors and coworkers.     

The Kosovar sponsoring experience in Northern Alberta

We examine the experiences of sponsors who assisted Kosovar refugees in Northern Alberta. Although the sponsors of the Kosovars did not provide basic financial support to the refugees, many found their role to be onerous, particularly in terms of emotional investment and demands on their time. They would have liked more opportunity to debrief and to have contact with other experienced sponsors. Some of the sponsors' initial expectations of the Kosovars were at odds with reality; conversely, many sponsors felt that the refugees had unrealistic expectations of them and of life in Canada. Recommendations are made for future sponsoring arrangements.