Paper Titles in Periodical
International Letters of Social and Humanistic Sciences
Volume 50

Subscribe

Subscribe to our Newsletter and get informed about new publication regulary and special discounts for subscribers!

ILSHS > Volume 50 > Hypothesis and Conceptual Framework Development of...
< Back to Volume

Hypothesis and Conceptual Framework Development of Cross Cultural Training and Perceived Success of Expatriates

Full Text PDF

Abstract:

Rising trends of globalization in economic, managerial and social arenas have resulted in interpersonal contacts across the cultures. Multinational companies are increasingly focusing on trainings of their employees for improvement of performance. This research is based on the practical idea and literature review about the success of employees who are deputed for overseas assignments. Various factors related to the success or failures of expatriates have been explored in this study and one of the important aspects “cross cultural training” has been focused to find its impact on success of expatriates. This study encompasses the definition of cross cultural training ranging to its importance and effects. Substantial investment pertaining to foreign subsidiaries fashions the management to expect for the high returns, on the other hand, failure of expatriates adds significantly in failure of companies in deed. Proper cross cultural training of employees help them to shun the cultural shock and difficulties in adjustment abroad. For completion of this research, a very comprehensive questionnaire was designed basing on theoretical framework and a case study of expatriates of National Database and Registration Authority (NADRA) of Pakistan was carried out. Study found that there are multi-faceted uses of cross cultural training and it is one of the major sources to reduce cultural shock and pre-mature return of the employees. The research is not only useful for NADRA and Government Sector of Pakistan rather through conceptual work it is universally constructive for developing a general idea about cross cultural training and its impact on success of expatriates. This research specifically covered all related areas of expatriates of studied organization and findings have been discussed in order to grasp the relevant sides of topic by controlling rest of variables for getting potentially reliable results.

Info:

Periodical:
International Letters of Social and Humanistic Sciences (Volume 50)
Pages:
44-50
DOI:
https://doi.org/10.18052/www.scipress.com/ILSHS.50.44
Citation:
Q. Farooq et al., "Hypothesis and Conceptual Framework Development of Cross Cultural Training and Perceived Success of Expatriates", International Letters of Social and Humanistic Sciences, Vol. 50, pp. 44-50, 2015
Online since:
Mar 2015
Authors:
Qamar Farooq, Naveed Ahmad, Muhammad Nouman Shafique
Keywords:
Expatriates, NADRA, Training
Export:
RIS, BibTeX, Text
Distribution:
Open Access

Creative Commons License
This work is licensed under a
Creative Commons Attribution 4.0 International License

References:

Albert, R. D. (1986). Conceptual framework for the development and evaluation of cross-cultural orientation programs., International Journal of Intercultural Relations, 10, 197-213.

Adler, N.J. & Bartholomew, S. (1992). Managing globally competent people., Academy of Management Executive, 6(3), 52-65.

Bartlett, C. A. & Ghoshal, S. (1989). Managing Across Borders. Boston, MA: Harvard Business School Press.

Black, J. S. & Mendenhall, M. (1990). Cross-cultural training effectiveness: A review and a theoretical framework for future research. The Academy of Management Review, Vol. 15, No. 1, pp.113-136.

Brislin, R.W. (1979), Orientation programs for cross-cultural preparation, in Marsella, A.J., Perceived Success of Expatriates Language Training Pre-Departure Training Post-Arrival Orientation.

Tharp, G. and Ciborowski, T.J. (Eds), Perspectives on Cross-cultural Psychology, Academic Press, Orlando, FL, pp.87-304.

Brislin, R.W. and Petersen, P. (1986), Cross-Cultural Orientation Programs, The Gartner Press, New York, NY.

Brislin, R. W., & Yoshida, T. (Eds. ) (1994). Improving intercultural interactions: Models for cross-cultural training programs. Thousand Oaks, CA: Sage Publications.

Dowling, P. J. & Schuler, R. S. (1990). International Dimensions of Human Resource Management. Boston, MA: PWS-Kent Publishing.

Harrison, J. K. (1992). The individual and combined effects of behavior modeling and the cultural assimilator in cross-cultural management training., Journal of Applied Psychology, 77 (6), 952-962.

Harrison, J. Kline (1994): Developing successful expatriate managers: a framework for the structural design and strategic. Human Resource Planning.

Lee, L., & Sukoco, B. M. (2007).

Mendenhall, M. and Oddou, G. (1991), Toward a comprehensive model of international adjustment: an integration of multiple theoretical perspectives, Academy of Management Review, Vol. 16 No. 2, pp.291-317.

Marek, D. M. and Kozminski, L. (1992) Academy of Entrepreneurship and Management in Warsaw (Poland) and University of Manitoba (Canada).

Mendenhall, M.E. and Stahl, G. (2000), Expatriate training and development: where do we go from here?, Human Resource Management, Vol. 39 No. 2/3, pp.251-65.

M.K. Anderson, J. R. (1985). Cognitive Psychology and its Implications. New York, NY: W. H. Freeman and Company.

Rhinesmith, S. H. (1993). A Manager's Guide to Globalization. Homewood, IL: Business One Irwin. Six keys to success in a changing world.

Schuler, R. S., Dowling, P. J., & De Cieri, H. (1993). An integrative framework of strategic international human resource management., Journal of Management, 19(2), 419-459.

Tung, R. L. (1987). Expatriate assignments: enhancing success and minimizing failure. The Academy of Management Exacutive, Vol. 1. No. 2, pp.117-125.

Nas, Z. (2011). The Effect Of Cross Cultural Training On The Performance Of Expatriates In Business Organizations. Diss. National University of Modern Languages, Islamabad, 2011. ( Received 12 March 2015; accepted 22 March 2015 ).

Show More Hide