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Cultural distance and expatriate job satisfaction

Author

Listed:
  • Vesa Peltokorpi

    (GREGH - Groupement de Recherche et d'Etudes en Gestion à HEC - HEC Paris - Ecole des Hautes Etudes Commerciales - CNRS - Centre National de la Recherche Scientifique)

  • Fabian Jintae Froese

    (korea University Business School - Korea University Business School)

Abstract

Despite its strong impact in domestic settings on job performance, organizational commitment, stress, and turnover intentions, job satisfaction has received little attention in the literature on expatriates. This paper analyzes the predictors of job satisfaction that may arise in an expatriate context. Drawing on the cultural distance perspective, we propose that the national cultural distance, supervisor's nationality, host-country language proficiency, expatriate type, and company nationality are important determinants of expatriate job satisfaction. Survey results from 148 expatriates in Japan demonstrate that national cultural distance, supervisor's nationality, and expatriate type have a statistically significant influence on expatriate job satisfaction. Theoretical and practical implications are provided.

Suggested Citation

  • Vesa Peltokorpi & Fabian Jintae Froese, 2011. "Cultural distance and expatriate job satisfaction," Post-Print hal-00575631, HAL.
    • Handle: RePEc:hal:journl:hal-00575631
    DOI: 10.1016/j.ijintrel.2010.10.002
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    Citations

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    Cited by:

    1. Kukharskyy, Bohdan & Gorodnichenko, Yuriy & Roland, Gerard, 2015. "Culture and Global Sourcing," VfS Annual Conference 2015 (Muenster): Economic Development - Theory and Policy 113015, Verein für Socialpolitik / German Economic Association.
    2. Marina Anna Schmitz & Fabian Jintae Froese & Anna Katharina Bader, 2018. "Organizational cynicism in multinational corporations in China," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(5), pages 620-637, October.
    3. Tran Tran & Wilfried Admiraal & Nadira Saab, 2017. "Cultural Distance in the Workplace: Differences in Work-Related Attitudes between Vietnamese Employees and Western Employers," International Journal of Business and Management, Canadian Center of Science and Education, vol. 12(10), pages 1-91, September.
    4. João Vasco Coelho, 2022. "Recruiting Business Expatriates in Portugal: The Moderating Role of Employee Willingness," Journal of Entrepreneurship and Innovation in Emerging Economies, Entrepreneurship Development Institute of India, vol. 8(2), pages 206-227, July.
    5. Evans Sokro & Soma Pillay, 2020. "Host Country Nationals’ Attitudes, Social Support and Willingness to Work with Expatriates," Global Business Review, International Management Institute, vol. 21(5), pages 1184-1199, October.
    6. Silbiger, Avi & Barnes, Bradley R. & Berger, Ron & Renwick, Douglas W.S., 2021. "The role of regulatory focus and its influence on the cultural distance – Adjustment relationship for expatriate managers," Journal of Business Research, Elsevier, vol. 122(C), pages 398-410.
    7. Awang Rozaimie & Siti Huzaimah & Affidah Morni, 2017. "Multicultural Personality and Cross-Cultural Adjustment among Sojourners in New Zealand," International Journal of Publication and Social Studies, Asian Economic and Social Society, vol. 1(1), pages 1-9, June.
    8. Peltokorpi, Vesa & Froese, Fabian, 2014. "Expatriate personality and cultural fit: The moderating role of host country context on job satisfaction," International Business Review, Elsevier, vol. 23(1), pages 293-302.
    9. Hussain, Taiba & Deery, Stephen, 2018. "Why do self-initiated expatriates quit their jobs: The role of job embeddedness and shocks in explaining turnover intentions," International Business Review, Elsevier, vol. 27(1), pages 281-288.
    10. Fabian Jintae Froese & Ralf Bebenroth, 2012. "Performance Outcome of Leadership Succession at Foreign Subsidiaries in Japan. Does Nationality Matter?," Discussion Paper Series DP2012-07, Research Institute for Economics & Business Administration, Kobe University.

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