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Expatriate personality and cultural fit: The moderating role of host country context on job satisfaction

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  • Peltokorpi, Vesa
  • Froese, Fabian

Abstract

This study draws on the cultural fit hypothesis to examine interactive effects of host country context and four (Multicultural Personality Questionnaire) expatriate personality traits – Cultural Empathy, Social Initiative, Emotional Stability, and Open Mindedness – on job satisfaction. The cultural fit hypothesis maintains that it is not only the expatriate personality traits per se, but the cultural fit between expatriate personality traits and host country cultural values, norms, and prototypical personality traits that predict expatriate adjustment in host countries (Searle & Ward, 1990). Providing partial support for the cultural fit hypothesis, data derived from 191 expatriates in Brazil and Japan shows that the importance of two personality traits varies in these countries. Specifically, expatriates with high Cultural Empathy were more satisfied with their jobs in Japan than in Brazil, whereas Social Initiative was more important for expatriates in Brazil.

Suggested Citation

  • 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.
  • Handle: RePEc:eee:iburev:v:23:y:2014:i:1:p:293-302 DOI: 10.1016/j.ibusrev.2013.05.004
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    References listed on IDEAS

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    1. Peltokorpi, Vesa, 2007. "Intercultural communication patterns and tactics: Nordic expatriates in Japan," International Business Review, Elsevier, vol. 16(1), pages 68-82, February.
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    7. Margaret A Shaffer & David A Harrison & K Matthew Gilley, 1999. "Dimensions, Determinants, and Differences in the Expatriate Adjustment Process," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 30(3), pages 557-581, September.
    8. Shung J Shin & Frederick P Morgeson & Michael A Campion, 2007. "What you do depends on where you are: understanding how domestic and expatriate work requirements depend upon the cultural context," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 38(1), pages 64-83, January.
    9. James P Johnson & Tomasz Lenartowicz & Salvador Apud, 2006. "Cross-cultural competence in international business: toward a definition and a model," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 37(4), pages 525-543, July.
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    Cited by:

    1. repec:spr:manint:v:57:y:2017:i:2:d:10.1007_s11575-016-0307-6 is not listed on IDEAS
    2. Horak, Sven & Yang, Inju, 2016. "Affective networks, informal ties, and the limits of expatriate effectiveness," International Business Review, Elsevier, pages 1030-1042.
    3. Omer Kursad Tufekci & Mehmet Dinc, 2014. "A Research on Determining the Effects of Five Factor Personality Traits of Turkish Football Referees on Cultural Intelligence," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 4(5), pages 410-468, May.
    4. Hauff, Sven & Richter, Nicole Franziska & Tressin, Tabea, 2015. "Situational job characteristics and job satisfaction: The moderating role of national culture," International Business Review, Elsevier, pages 710-723.

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