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Willingness to Relocate Internationally

其他書名	Effects of Previous Experience
出版	University of Missouri-Columbia, 2001
URL	http://books.google.com.hk/books?id=LEnnHwAACAAJ&hl=&source=gbs_api

註釋This study examined the relationship between several variables representing previous international assignment experience and employee willingness to relocate internationally (WTRI) to accept an additional foreign assignment. Data was obtained from a survey of employees (n = 316) from eight multinational corporations and their spouses (n = 200). The effects of cross-cultural adjustment, repatriation adjustment, and organizational support were examined in relation to employee WTRI. In addition, employee WTRI was examined for locations that were either more or less culturally distant to the U.S. The potential of moderating effects was also tested on several of the relationships between the independent variables and employee WTRI. Results of hierarchical regression analysis revealed that compensation support was the only organizational support factor that was significantly related to employee WTRI. Of the cross-cultural adjustment sub-scales (for employee, spouse, and children) examined, only the sub-scales of employee interaction adjustment and spouse general adjustment were significantly related to employee WTRI. None of the measures of repatriation adjustment were related to employee WTRI. In addition, results of a paired t-test revealed that individuals were more willing to relocate to locations representing regions labeled less culturally distant from the U.S. than locations labeled more culturally distant. While results of hierarchical regression analysis revealed that some of the moderating relationships were significant, the nature of those relationships were different from the hypothesized relationships. A moderating effect was found for two sub-scales of employee cross-cultural adjustment (general and work adjustment) on the relationship between the corresponding repatriation adjustment subscales and employee WTRI. Also, employee career stage was found to moderate the relationship between employee WTRI and one facet of employee cross-cultural adjustment (general cross-cultural adjustment) as well as the relationship between employee WTRI and factors of organizational support (compensation support and cultural adjustment support). In addition, regression results indicated that spouse WTRI moderated the relationships between two sub-scales of employee cross-cultural adjustment (general and interaction adjustment) and employee WTRI as well as all three sub-scales of employee repatriation adjustment (general, interaction, and work) and employee WTRI. Implications of the results, the limitations of the study, and directions for future research are discussed.