Integrating research on parental demands, learning, and expatriate adjustment, we examine potential nonlinear influences of two stressors - parental demands and perceived culture novelty - on general adjustment of expatriates and their spouses. Using a sample of 170 matched pairs of Japanese...

Traditionally, one of the most frequently used outcomes of expatriate adjustment research has been premature return of expatriate employees. However, previous research has not considered premature return as an outcome of a particular type of decision that expatriates make. By adapting a...

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their...

In this dissertation, I examine the specific mediating mechanisms through which High Performance Work Systems influence overall unit performance. In particular, I draw mainly on two theoretical perspectives, the resource-based view of the firm and behavioral perspective, to propose and test the...

The resource-based view of the firm and social exchange perspectives are invoked to hypothesize linkages among high-performance work systems, collective human capital, the degree of social exchange in an establishment, and establishment performance. The authors argue that high-performance work...

The purpose of this study was to concurrently examine the effects of expatriate adjustment and job satisfaction on intent to stay for a sample of Japanese expatriates. The paper has two airms: (1) to extend the findings of Black and Stephens (1989), who concluded that adjustment is a...

Using cross-sectional and longitudinal data from expatriates in China, the authors investigated the roles of general, work, and interaction adjustment, as well as work stress, as mediators between the antecedents (learning, proving, and avoiding goal orientations, and perceived organizational...

In this study, we integrated social exchange theory with a spillover perspective to examine the relationships between two facets of perceived organizational support (POS) among expatriated managers (at Time 1), their work and general adjustment (at Time 2), affective commitment (at Time 2), and...