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Evaluating Expatriate Training and J...

Thompson-El, Brenda Joyce.

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Evaluating Expatriate Training and Job Performance.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Evaluating Expatriate Training and Job Performance./
Author:	Thompson-El, Brenda Joyce.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2013,
Description:	141 p.
Notes:	Source: Dissertations Abstracts International, Volume: 75-07, Section: A.
Contained By:	Dissertations Abstracts International75-07A.
Subject:	Educational leadership. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3603550
ISBN:	9781303582219

Evaluating Expatriate Training and Job Performance.
Thompson-El, Brenda Joyce.

Evaluating Expatriate Training and Job Performance. - Ann Arbor : ProQuest Dissertations & Theses, 2013 - 141 p.

Source: Dissertations Abstracts International, Volume: 75-07, Section: A.

Thesis (Ph.D.)--The Chicago School of Professional Psychology, 2013.

Due to increased globalization and enhanced competition, in order to remain competitive many multinational companies implement various assessment tools for hiring expatriates. In the international market, being profitable is not enough for a company. More and more companies establish branches, joint ventures, and subsidiaries abroad to develop international relations and transfer corporate organizational knowledge. Expatriates are important to global companies because their roles in coordinating and managing international operations are critical to the success of these organizations. Multinational organizations need expatriates who are ambassadors, have knowledge about business integration, and are acutely aware of coordinating the company's operations. These well-informed and culturally savvy individuals possess global managerial skills and are capable of transferring organizational knowledge. The purpose of this qualitative study was to evaluate expatriate training and job performance. Training of expatriates plays an important role in enhancing performance and enabling expatriates to acquire essential competencies that allow them to complete their international assignments. Using the phenomenological qualitative research method, the researcher gathered information from the participants through open-ended online surveys and conducted several follow-up interviews. The selection of expatriates was determined by those who have served for a minimum of 6 months on an international project or assignment. Participants were selected using the purposive sampling method. Conclusions from this study, (1) all the participants validated that they had not received cultural training, but learned on-the-job; (2) the expatriate's were personally responsible to research and prepare themselves and their families when accepting jobs abroad; (3) having innate ability and the desire to understand a new culture cannot be taught. However, each of the participants revealed several items that were important to be successful abroad, which included understanding the culture before starting an international job, and having language skills training. Additionally, those with families believed that success would better be achieved if the family were included in the cultural training. Furthermore, local cultural information is important, for example, where to shop, a selection of schools from which to choose, and options for places to live. The questions were structured to provide insight about how the MNCs prepared and trained the expatriates for their jobs.

ISBN: 9781303582219Subjects--Topical Terms:

529436
Educational leadership.
Subjects--Index Terms:

Evaluating training

Evaluating Expatriate Training and Job Performance.
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300 $a 141 p.
500 $a Source: Dissertations Abstracts International, Volume: 75-07, Section: A.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisor: Masson, Tiffany.
502 $a Thesis (Ph.D.)--The Chicago School of Professional Psychology, 2013.
520 $a Due to increased globalization and enhanced competition, in order to remain competitive many multinational companies implement various assessment tools for hiring expatriates. In the international market, being profitable is not enough for a company. More and more companies establish branches, joint ventures, and subsidiaries abroad to develop international relations and transfer corporate organizational knowledge. Expatriates are important to global companies because their roles in coordinating and managing international operations are critical to the success of these organizations. Multinational organizations need expatriates who are ambassadors, have knowledge about business integration, and are acutely aware of coordinating the company's operations. These well-informed and culturally savvy individuals possess global managerial skills and are capable of transferring organizational knowledge. The purpose of this qualitative study was to evaluate expatriate training and job performance. Training of expatriates plays an important role in enhancing performance and enabling expatriates to acquire essential competencies that allow them to complete their international assignments. Using the phenomenological qualitative research method, the researcher gathered information from the participants through open-ended online surveys and conducted several follow-up interviews. The selection of expatriates was determined by those who have served for a minimum of 6 months on an international project or assignment. Participants were selected using the purposive sampling method. Conclusions from this study, (1) all the participants validated that they had not received cultural training, but learned on-the-job; (2) the expatriate's were personally responsible to research and prepare themselves and their families when accepting jobs abroad; (3) having innate ability and the desire to understand a new culture cannot be taught. However, each of the participants revealed several items that were important to be successful abroad, which included understanding the culture before starting an international job, and having language skills training. Additionally, those with families believed that success would better be achieved if the family were included in the cultural training. Furthermore, local cultural information is important, for example, where to shop, a selection of schools from which to choose, and options for places to live. The questions were structured to provide insight about how the MNCs prepared and trained the expatriates for their jobs.
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653 $a Expatriates
653 $a International business
653 $a Leadership development
653 $a Preparing expatriate spouses
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690 $a 0449
690 $a 0624
690 $a 0688
710 2 $a The Chicago School of Professional Psychology. $b International Psychology: Organizations and Systems Concentration. $3 3185369
773 0 $t Dissertations Abstracts International $g 75-07A.
790 $a 0971
791 $a Ph.D.
792 $a 2013
793 $a English
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3603550