國立虎尾科技大學 |

Evaluating Expatriate Training and Job Performance.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Evaluating Expatriate Training and Job Performance./
Author:	Thompson-El, Brenda Joyce.
Description:	1 online resource (141 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 75-07, Section: A.
Contained By:	Dissertations Abstracts International75-07A.
Subject:	Educational leadership. -
Online resource:	click for full text (PQDT)
ISBN:	9781303582219

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

Evaluating Expatriate Training and Job Performance. - 1 online resource (141 pages)

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

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

Includes bibliographical references

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.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9781303582219Subjects--Topical Terms:

585508
Educational leadership.
Subjects--Index Terms:

Evaluating trainingIndex Terms--Genre/Form:

554714
Electronic books.

Evaluating Expatriate Training and Job Performance.
LDR:04131ntm a22004457 4500 001 1151105
005 20241104055714.5
006 m o d
007 cr bn ---uuuuu
008 250605s2013 xx obm 000 0 eng d
020 $a 9781303582219
035 $a (MiAaPQ)AAI3603550
035 $a (MiAaPQ)thechicagoschool:10434
035 $a AAI3603550
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Thompson-El, Brenda Joyce. $3 1477800
245 1 0 $a Evaluating Expatriate Training and Job Performance.
264 0 $c 2013
300 $a 1 online resource (141 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
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.
504 $a Includes bibliographical references
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.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
650 4 $a Educational leadership. $3 585508
650 4 $a Cultural resources management. $3 1179873
653 $a Evaluating training
653 $a Expatriate job performance
653 $a Expatriates
653 $a International business
653 $a Leadership development
653 $a Preparing expatriate spouses
655 7 $a Electronic books. $2 local $3 554714
690 $a 0436
690 $a 0449
690 $a 0624
690 $a 0688
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a The Chicago School of Professional Psychology. $b International Psychology: Organizations and Systems Concentration. $3 1477801
773 0 $t Dissertations Abstracts International $g 75-07A.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3603550 $z click for full text (PQDT)