This chapter sums up and mainly discuss about the results of this research.
Research Conclusions
The goal of this study was to examine the relationships of the Work Satisfaction, Cross-Cultural Adaptation and Characteristics of foreign workers in Taiwan and how it reflects on their Organizational Commitment and Employee Performance. Organizational culture is a widely-researched topic with a plethora of studies, furthermore the area of cultural adaptation is still new and relatively unexplored. Therefore, this study demonstrates it is an area worth exploring as the relationship between the variables is positive and they indicate a strong long term, in order to have a broader career perspective. On the other side, we observed that within the company, the organizational culture isn’t that significant, showing that foreign workers can in the end, commit to their work without a strong need to identify themselves to their organization’s culture.
Second, the study also investigated the effects cross-cultural adaptation has on organizational commitment. In the organization, this adaptation is necessary for commitment, and it is firstly favored by a good and smooth way of communication. Indeed, the language proficiency has been observed as the most important factor having an effect over foreign worker commitment. It is understandable that on the long run, this communication, if facilitated by the willingness to learn Chinese, would greatly improve over time, enhancing commitment of workers. Also, the research also highlighted that the adaptation to the lifestyle, outside the company, doesn’t have has much influence as it was thought previously.
This can be explained by the capacity that workers have to separate their private life from
68 their organizational one.
Third, the characteristics of foreign workers have also been taken into account in this research, assessing whether it would have an effect over their commitment, and in which extent. The observed results show a strong and positive relationship between their personality and their commitment. This can raise a debate over the importance of assessing a suitable personality for a post when a company is recruiting. Some profiles are more likely to be good performers, from the simple fact that they have a personality that is more fit to do a good job in an environment that they are not familiar with.
Fourth, this study has also put the focus on which kind of commitment is more likely to entail a high productivity among foreign workers. It turned out that Affective and Normative Commitment both play a strong role into their efficiency and organizational results, whereas Continuance Commitment has the lowest influence. This can be explained by the fact that foreign workers are not as much worried as domestic workers in their country for their future if they leave their company. They may think that as foreigner, it would be easier for them to find a new job without facing too much losses.
Research Limitations
The study presents some limitations that need to be considered in analyzing the outputs.
First, this study asked respondents to answer through online and paper questionnaires. Thus, other forms of data collection, such as interviews, may present different outcomes with qualitative information which could provide more depth into the study especially in the area of cross-cultural adaptation and commitment.
Also, this study is limited to a questionnaire, which has been examined by only a senior HR specialist and a peer review. In order to ensure a more reliable content and validity of the instrument, a broader panel of experts would have been appropriate. For this reason, future researchers should consider a larger panel of experts.
Moreover, to ensure anonymous answer and because of the topic, the researcher chose not to include questions about the location and the name of respondents into the questionnaire, consequently the researcher was unable to follow up the non respondents, obtaining results limited to the respondents. Future research must ensure this information in
69 order to be able to follow up the non respondents.
Furthermore, the researcher, during the whole process, was unable to observe foreign employees interacting with native employees, and did no observe them during their work, as well as he didn’t verify their productivity. Thus, the data were gathered from a single source, that is the foreign workers himself, with his self-assessment. Hence, future work could try to gather data from multiple sources (including their coworkers, managers).
Recommendations for Further Research
Some recommendations and suggestions for the future researchers and university staff are:
First, as this study was exclusively effected with all kind of foreign workers in Taiwan the research recommends to consider a narrower frame of population, such as gathering it by ethnicity, or geographic area.
Second, in order to put more contrasts and for more objectivity, comparison with other studies or educational areas should be conducted. For example comparison with workers located in different cities of Taiwan, or also comparison between workers of different sectors (such as industrial, financial, etc).
Third, the researcher recommends that organizations to create environments for foreign workers that embrace their values and beliefs, taking into consideration their difference of background and providing them with an adapted working atmosphere.
Fourth, due to time and money constraints, many companies employing foreign workers were left out, which can be considered for future research in order to do a comparison between the foreign worker cross-cultural adaptation levels between different countries. The homogeneous population for this study encompassed foreign workers from different cultures around the world therefore we cannot generalize this results into a single nationality or a single organization setting. On another hand a multilevel empirical analysis of different groups to determine whether there is relationship between variables and different groups is recommended for future research as well.
70
REFERENCES
Abdulla, M. H., & Shaw, J. D. (1999). Personal factors and organizational commitment:
Mainand interactive effects in the United Arab Emirates. Journal of Managerial Issues, 11(1), 77-93.
Abraham, R. (1997). The relationship of vertical and horizontal individualism and collectivism to intrapreneurship and organizational commitment. Leadership &
Organization Development Journal, 18(4), 179-189.
Adler, P. (1975). The transnational experience: An alternative view of culture shock. Journal of Humanistic Psychology, 15(4), 13-23.
Adler, N.L. (1984). Expecting international success: Female managers overseas. Columbia Journal of World Business, 19(3), 79-85.
Adler, P. (1987). Culture shock and the cross-cultural learning experience. Toward internationalism: Readings in cross-cultural communication, 13(2), 24-35.
Akerlof, G., Rose, A., & Yellen, J. (1988). Job switching and job satisfaction in the US labor market. Brookings Papers on Economic Activity, 18(2), 495-582.
Al-Aameri, A. S. (2000). Job satisfaction and organizational commitment for nurses. Saudi Medical Journal, 21(6), 531-535.
Allen, N. J., & Meyer, J. P. (1990). The Measurement and Antecedents of Affective,
Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 63(1), 1-18.
Allport, G.W. (1937). Personality: A psychological interpretation. New York: Holt.
Axmark, F. (2006). Government strategy for Denmark in the global economy. Foreign Affairs of Denmark Journal, 3(1), 44-45.
Barrick, M. R. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.
71
Becker, H. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32-42.
Belias, & Koustelios, (2004). Organizational culture and job satisfaction: A review.
European Journal of Organizational Culture,10(8), 150-151.
Bellott, F. K., & Tutor, F. D. (1990). A challenge to the conventional wisdom of Herzberg and Maslow theories. Nineteenth Annual Meeting of the Mid-South Educational Research Association, 5(11), 19-42.
Benkhoff, B. (1997). Ignoring commitment is costly: New approaches establish the missing link between commitment and performance. Human Relations, 50(6), 701-726.
Berry, J. W. (1980). Acculturation as varieties of adaptation. Acculturation, Theory Models, and some New Findings, 4(2), 9-25.
Berry, J. W. (1997). Immigration, acculturation and adaptation. Applied psychology, 46(1), 5-34.
Bhattacharya, M. S., & Sengupta, N. (2009). Compensation management. New Delhi: Excel books.
Bilsky, W., & Schwartz, S. H. (1994). Values and personality. European Journal of Personality, 8(1), 163-181.
Black, J. S. (1988). Work role transitions: a study of American expatriate managers in Japan.
Journal of International Business Studies, 19(2), 277-291.
Black, J.S., & Gregersen, H. B., & Mendenhall, M. E. (1992). Toward a theoretical
framework of repatriation adjustment. Journal of International Business Studies, 23(4), 737-760.
Black, J. S., & Gregersen, H. B. (1999). The right way to manage expatriates. Harvard Business Review, 77(2), 52-60.
Black, J. S., & Mendenhall, M. E. (1991). The U-curve adjustment hypothesis revisited: a review and theory. Journal of International Business Studies, 22(2), 267-281.
Blau, F. D., & De Varo, J. (2007). New evidence on gender differences in promotion rates:
An empirical analysis of a sample of new hires. Industrial Relations, 46(3), 511- 550.
72
Borgatti, S. P., Mehra, A., Brass, D. J., & Labianca, G. (2009). Network analysis in the social Sciences. Science, 23(1), 892-895.
Borrus, M., & Zysman, J. (1997). Globalization with borders: The rise of Wintelism as the future of global competition. Industry and innovation, 4(2), 141-166.
Boyatzis, R. E. (1998). Transforming qualitative information: Thematic analysis and code development. Thousand Oaks, 9(1), 133-138.
Brayfield, A. H., & Crockett, W. H. (1955). Employee attitudes and employee performance.
Psychological Bulletin, 52(5), 396-424.
Brief, A. P., & Roberson, L., (1989). Job attitude organization: An exploratory study. Journal of Applied Social Psychology, 19(9), 717–727.
Brickman, P., Coates, D., & Janoff-Bulman, R. (1978). Lottery winners and accident victims:
Is happiness relative? Journal of Personality and Social Psychology, 36(8), 917−927.
Bruvik, K., & Gibson, J.W., (2010). Reflection on executive compensation. Allied Academies International Internet Conference, 12(1), 133-138.
Burt, R. S. (2005). Brokerage & closure: An introduction to social capital. Oxford University Press, 2(2), 134-144.
Buss, A. H. (1989). Personality as traits. American Psychologist, 44(11), 1378-1388.
Caligiuri, R. (2001). The theory of meet expectations applied to expatriate adjustment: The role of cross-cultural training. The International Journal of Human Resource
Management, 12(3), 357-372.
Caprara, G. V., Allesandri, G., & Eisenberg, N. (2012). Prosociality: The contribution of traits, values, and self-efficacy beliefs. Journal of Personality and Social Psychology, 102(6), 1289-1303.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. Handbook of industrial and organizational psychology, 12(2), 687–732.
73
Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. Personnel selection in organizations, 2(1), 35–70.
Ç elik, C. (2008). Relationship of organizational commitment and job satisfaction: A field study of tax office employees. International Conference on Management and
Economics, 40(1), 138-155.
Chiu, R. K., & Francesco, A. M. (2006). The influence of dispositions and attitudinal outcomes on the work motivation of Hong Kong managers. International Journal of Employment Studies, 11(1), 3-30.
Church, A. T. (1982). Sojourner adjustment. Psychological Bulletin, 91(3), 540-572.
Clark, A., Georgellis, Y., & Sanfey, P. (1998). Job satisfaction, wage changes and quits:
Evidence from Germany. Research in Labor Economics, 35(17), 95-121.
Cloninger, C. R. (1994). Temperament and personality. Current opinion in neurobiology, 4(2), 266- 273.
Diener, E., & Biswas-Diener, R. (2002). Will money increase subjective well-being? Social indicators research, 57(4), 119-169.
Diener, E., & Oishi, S. (2000). Money and happiness: Income and subjective well-being across nations. Culture and subjective wellbeing, 1(2),185-218.
Dodd-McCue, D., & Wright, G. B. (1996). Men, women and attitudinal commitment: The effects of workplace experiences and socialization. Human Relations, 49(9), 1065-1089.
Dormann, C., Fay, D., & Zapf, D. (2006). A state-trait analysis of job satisfaction: On the effect of core self evaluation. Applied Psychology: An International Review, 55(1), 27-51.
Eys, T., & Lougheed. (2009). Development of a cohesion questionnaire for youth: The youth sport. Environment Questionnaire, 21(10), 407-408.
Farrell, A. (2013). An investigation into performance Appraisal effectiveness from the perception of employees in an Irish consumer services company. IZA Discussion Pape, 1(6), 82-83.
74
Feldman, D.C. & Thomas, D. C. (1992). Career management issues facing expatriates.
Journal of International Business Studies, 23(2), 271-293.
Francesconi, M. (2001). Determinants and consequences of promotions in Britain. Oxford Bulletin of Economics and Statistics, 63(3), 279-310.
Freeman, R. B. (1978). Job satisfaction as an economic variable. American Economic Review, 68(2), 135–141.
Gjuraj, E. (2013). The importance of national culture studies in the organizational context.
European Scientific Journal, 9(11), 160-180.
Gold, E. (2001). Customer service: A key unifying force for today’s campus. Net Results, National Association of Student Personnel Administrators, 22(4), 16-18.
Grant, A. M., Christianson, M. K., & Price, R. H. (2007). Happiness, health, or
relationships? Managerial Practices and Employee Well-Being Tradeoffs, Academy of management perspectives, 21(3), 51- 63.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis. Retrieved from http://library.wur.nl/WebQuery/clc/1809603
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet. The Journal of Marketing Theory and Practice, 19(2), 139-152.
Hamermesh, D. S. (1977). Economic aspects of job satisfaction. O. C. Ashenfelter, & W. E, 26(3), 134-144.
Harich, R., & LaBahn, W. (1998). Enhancing international business relationships: A focus on perceptions of salesperson role performance including cultural sensitivity. Journal of Business Research. 42(1), 87-101.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to go to work.
NewYork: John Wiley & Sons.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-basedF structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135.
75
Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede model in context. Online Readings in Psychology and Culture, 2(1), 6-12.
Hofstede, G., & Hofstede, G. J. (2005). Cultures and organizations: Software of the mind.
New York: McGraw Hill, 22(3), 271-293.
Hoppock, R. (1935), Job satisfaction. Harper and Brothers, 4(1), 46-47.
House, R. J., Shane, S.A., & Herold, D.M. (1996). Rumors of the death of dispositional research are vastly exaggerated. Academy of Management Review, 21(14), 203-224.
Judge, T. A., & llies, R. (2002). Relationship of personality to performance motivation: a meta-analytic review. Journal of Applied Psychology, 87(4), 797-807.
Kassahun, T. (2005). Level of organisational Commitment: Its correlates and predictors.
Indian Journal of Industrial Relations, 41(1), 29–63.
Kalleberg, A. L., & Mastekaasa, A. (2001). Satisfied movers, Committed Stayers the Impact of Job Mobility on Work Attitudes, 28(2), 29–63.
Kanfer, R. (1990). Motivation theory and industrial and organizational
psychology. Handbook of Industrial and Organizational Psychology, 1(2), 75-130.
Kennedy, P. (1989). Non‐ Nested Hypothesis Tests: A Diagrammatic Exposition. Australian Economic Papers, 28(52), 160–165.
Khalaf, G., Månsson, K., & Shukur, G. (2013). Modified ridge regression estimators.
Communications in Statistics-Theory and Methods, 42(8), 1476–1487.
Kim, Y. Y. (2000). Becoming intercultural: an integrative theory of communication and crosscultural adaptation. Sage Publications, 3(1), 29–63.
Kim, Y. Y. (2005). Adapting to a new culture: An integrative communication theory. W. B.
Gudykunst Journal, 25(3), 319-328.
Kobrin, S. J. (1988). Expatriate reduction and strategic control in American multinational corporations. Human Resource Management, 27(1), 63-75.
76
Kolesnikova, Y. (2012). Effective hotel leadership: the MLQ and its predictive effects on LMX, extra Effort, effectiveness, satisfaction, commitment, motivation and turnover intentions. IZA Discussion Paper, 3(5), 87-88.
Kosteas, V. D. (2009). Job level changes and wage growth. International Journal of Manpower, 30(3), 269-284.
Kovach, K. (1977). Organization size, job satisfaction, absenteeism, and turnover. University Press of America, 50(19), 319-328.
Kristensen, N., & Westergard-Nielsen, N. (2004). Does low job satisfaction lead to job mobility? IZA Discussion Paper, 1026(22), 365-396.
Kumar, B. P., &. Giri, V. N. (2009). Effect of age and experience on job satisfaction and organizational commitment. ICFAI University Journal of Organisational Behaviour, 8(1), 28-36.
Kuo, B. C. G., & Roysircar, G., (2006). An exploratory study of cross-cultural adaptation of adolescent Taiwanese unaccompanied sojourners in Canada. International Journal of Intercultural Relations, 30(2), 159–183.
Laffaldano. M. T., & Muchinsky, P. M. (1985). Job satisfaction and job performance: A meta-analysis. Psychological Bulletin, 97(2), 251-273.
Lai, H. (2012). A study of the relationship among the compensation management, operational and organisational climate. International Journal of Organisatonal Innovation, 8(1), 231-249.
Lee, K., & Ashton, M.C. (2004). Psychometric properties of the HEXACO personality inventory. Multivariate Behavioral Research, 39(2), 329-358.
Landy, F. J. (1989). Psychology of work behavior. CA: Brooks Pacific Grove.
Limaye, M. R., & Victor, D. A. (1991). Cross-cultural business communication research:
State of the art and hypotheses for the 1990s. Journal of Business Communication, 28(3), 277-299.
Locke, E. A. (1969). What is job satisfaction? Organizational Behavior and Human Performance, 4(4), 309–336.
77
Lysgaar, S. (1955). Adjustment in a foreign society: Norwegian Fulbright grantees visiting the Untied States. International Social Science Bulletin, 7(1), 45–51.
Maister, D. (2008). Strategy and the fat smoker, Psychological Bulletin, 87(6), 496-424.
Mannheim, B., Baruch, Y., & Tal, J. (1997). Alternative models for antecedents and outcomes of work centrality and job satisfaction of high-tech personnel. Human Relation, 50(2), 1537-1562.
McAdams, D. P. (1995). What do we know when we know a person? Journal of Personality, 63(3), 365-396.
McAdams, D. P. (1996). Alternative futures for the study of human individuality. Journal of Research in Personality, 30(3), 374-378.
McCrae, R. R., & Costa, P. T. Jr. (2008). The five-factor theory of personality. Handbook of Personality: Theory and Research, 4(3), 365-396.
Maslow, A. H. (1970). Motivation and personality. NewYork: Harper and Row.
McClelland, D. C. (1996). Does the field of Personality have a future? Journal of Research in Personality, 30(6), 429-434.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, 6(2), 45–51.
Meyer, J., Becker, T., & Van Dick, R. (2006). Social identities and commitments at work:
Toward an integrative model. Journal of Organizational Behavior, 27(6), 665-683.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.
Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B.M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493–522.
Morgan, R. M., & Hunt, S. D. (1994).The commitment-trust theory of relationship marketing.
Journal of Marketing, 58(2), 20-38.
78
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organizational linkages:
The psychology of commitment, absenteeism, and turnover. New York: Academic Press, 88(6), 396-424.
Narusn, R., & Narus, A. (1991). Organizational commitment across cultures: the impact of antecedents on Korean employees. Human Relations, 49(7), 977-993.
Neuman, W. L. (2011). Social research methods: Qualitative and quantitative approaches.
UK: Pearson Education, 5(1), 45–51.
Norizan, I. (2012). Organizational commitment and job satisfaction among staff of higher learning education institutions in Kelantan. Doctoral Dissertation, University Utara Malaysia, 13(7), 1-73.
Nunn, J. (2000). Career planning key to employee retention. Journal of Property Management, 65(5), 20-21.
Nunnally, J. C. (1978). Psychometric theory. New York: McGraw Hill.
Oberg, K. (1960). Culture shock: Adjustment to new cultural environments. Practical anthropology, 7(2), 177-182.
McCue, K. (1996). Promotions and wage growth. Journal of Labor Economics, 14(2), 175-209.
O'Reilly, C., & Chatman, J. (1986). Organizational commitment and psychological
attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(6), 492-499.
Parasuraman, S., & Nachman, S. (1987). Correlates of organizational and professional commitment. Group and Organization Studies, 12(3), 287-303.
Parks, L., & Guay, R. P. (2009). Can personal values predict performance? Evidence in an academic setting. Applied Psychology: An International Review, 61(1), 149-173.
Pergamit, M. R., & Veum, J. R. (1999). What is a promotion? Industrial and Labor Relations Review, 52(4), 581-601.
79
Pires, G., Stanton, J., & Ostanfeld, S. (2006). Improving expatriates adjustment and effectiveness in ethnically diverse countries: Marketing insights. Cross Cultural Management: An International Journal, 13(2), 156-170.
Rambur, B, Mcintosh, B., Palumbo, M. V., & Reinier, K. (2005). Education as a determinant of career retention and job satisfaction among registered nurses. Journal of Nursing Scholarship, 37(2), 185-192.
Redfield, R., Linton, R., & Herskovits, M. J. (1936). Memorandum on the study of acculturation. American Anthropologist, 38(2), 149-152.
Riketta, M. (2002). Attidudinal organizational commitment and job performance: A meta analysis, Journal of Organization Behavior, 23(10), 257-266.
Roccas, S. (2010). Personal values and behavior: Taking the cultural context into account.
Social and Personality Psychology Compass, 4(1), 30–41.
Roethlisberger, F. J. (1941). Management and morale. Cambridge. Harvard University Press, 76(3), 144-148.
Roethlisberger, F. J., & Dickson, W. J. (1939). Management and the worker. Cambridge.
Harvard University Press, 51(202), 135-147.
Rosenzweig, P. M. (1994). The new American challenge: Foreign multinational in the United States. California Management Review, 36(3), 107-123.
Rotter, J. B. (1980). Interpersonal trust, trustworthiness, and gullibility. American Psychologist, 35(1), 1-7.
Roysircar, B. C. H., & Kuo, G. (2006). International journal of intercultural relations.
Harvard University Press, 30(1), 135-147.
Sam, D. L., & Berry, J. W. (2010). Acculturation: When individuals and groups of different cultural backgrounds meet. Perspectives on Psychological Science, 5(4), 472-481.
Samad, E. (2007). Assessing the effects of job satisfaction and psychological contract on organizational commitment among employees in Malaysian SMEs. A Global Economy Conference, 29(3), 45–51.
80
Schein, E. (1986). What you need to know about organizational culture. Training and development Journal, 40(1), 7-15.
Schumann, J. H. (1978). Research on the acculturation model for second language acquisition. Journal of Multilingual & Multicultural Development, 7(5), 379-392 Schurr, P. H., & Ozanne, J. L. (1985). Influences on exchange process: Buyers
preconceptions of a seller’s trustworthiness and bargaining toughness. Journal of Consumer Research, 14(7), 939-953.
Schwab, D. P., & Cummings, L. L. (1970). Theories of performance and satisfaction. A review. Industrial Relations, 9(7), 408-430.
Schwepker, C. H. (2001). Ethical climate’s relationship to job satisfaction, organizational commitment, and turnover intention in the sales force. Journal of Business Research, 54(1), 39-52.
Selye, H. (1956). The stress of life. New York: McGraw-Hill..
Selye, H. (1980). A personal message from Hans Selye. Journal of extension, 18(3), 6-7.
Shaules, J. (2007). Deep culture: The hidden challenges of global living. Multilingual Matters Ltd, 10(1), 45–51.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: Comparison of af-fective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774-780.
Shalom, H., & Schwartz. (2005). A proposal for measuring value orientations across nations.
The Hebrew University of Jerusalem, 10(1), 313-314.
Shaw, J. D, Deleryb, J. E, & Abdulla, H. A. (2003). Organizational commitment and
performance among guest workers and citizens of an Arab country. Journal of Business Research, 56(2), 1021- 1030.
Somers, M. J., & Birnbaum, D. (1998). Work-related commitment and job performance: it's also the nature of the performance that counts. Journal of Organizational Behavior, 19(6), 621-634.
81
Steers, R., & Mowday, R. (1981). Employee turnover and post decision accommodation processes. Research in Organizational Behavior, 10(4), 774-780.
Stroh, L. K., Gregersen, H. B., & Black, J. S. (2001). Closing the gap: Expectations versus reality among repatriates. Journal of World Business, 3(2), 113-116.
Taylor, M. S., Audia, G., & Gupta, A. K. (1996). The effect of lengthening job tenure on managers’ organisational commitment and turnover. Organisation Science, 7(6), 632-649.
Taylor, S., & Napier, N. K. (1996). Successful women expatriates: The case of Taiwan.
Journal of International Management, 1(2), 51-78.
Tharp, B. M. (2009). Defining culture and organizational culture. Anthropology to the Office, 10(1), 231-249.
Tung, R. J. (1993). Managing cross-national and intra-national diversity. Human Resource Management, 32(4), 461-477.
Tung, R. (1999). Selecting and training of personnel for overseas assignments. Columbia Journal of World Business, 2(1), 68-78.
Tziner, A., & Latham, G. (1989). The effects of appraisal instrument, feedback and goal-setting on worker satisfaction and commitment. Journal of Organizational Behavior, 10(2), 145-153.
Ulijn, J. M., & Strother, M. B. (1995). Communicating in business and technology: From psycholinguistic theory to international practice. Peter Lang, International Academic, 10(2), 45–51.
Ulrich, D. (1987). Organizational capability as a competitive advantage: Human resource professionals as strategic partners. Human Resource Planning, 10(4), 169-184.
Ward, C., Okura, Y., Kennedy, L., & Kojima, T. (1998). The U-curve on trial: A longitudinal
Ward, C., Okura, Y., Kennedy, L., & Kojima, T. (1998). The U-curve on trial: A longitudinal