and behavioural cultural intelligence is a significant predictor of socio-cultural adjustment. Interestingly, it was found that cultural distance asymmetry moderates the relationship between job position and expatriate adjustment such that the relationship between position level and adjustment is stronger when the direction of cultural flow is from a less authoritarian to a more authoritarian cultural environment. In particular, non-managerial expatriates exhibit better cross-cultural adjustment than expatriates in managerial roles in the sample group of Australian expatriates assigned to China, while expatriate managers have better cross-cultural adjustment experiences than non-managerial expatriates among Chinese expatriates working in Australia. In terms of scope and originality, this research is the first attempt to integrate the central relational constructs of cultural distance, organizational position status and individual cultural intelligence on cross-cultural adjustment in one comprehensive model. This systemic cross-level study contributes to our understanding of the importance of cross-cultural adjustment and its role in effective personal and business interactions in culturally heterogeneous environments. The research has important implications not only for different expatriate groups in Australia and China who are coping with another culture, but also for all expatriate managers and non-managers wishing to gain insights into the expatriation process on two-way flow transfers between any countries. Findings of this research will interest academics, researchers, human resource practitioners and organizational managers responsible for the selection, preparation and professional development of expatiates for international adventures.
|Qualification||Doctor of Philosophy|
|Award date||01 Sep 2013|
|Place of Publication||Australia|
|Publication status||Published - 2014|