C. Structural Model Evaluation
5.2. To Future Study: Clarifying the Layers of International Experiences
Some literature suggests that international experiences are beneficial for cultural ability development. However, the term, international experience, has broad implications. This study defined international experiences as having experiences of being/living abroad or contact with international people and found that these experiences did not have significant relationships with the two characteristics that were related to cultural ability. Such a result from the model in this study should not be used to reject the benefits of international experiences identified in the number of previous studies. However, this calls for a more careful re-examination regarding how we define international experiences, and how learning really occurs based on those experiences as they happen in an international context. While some practitioners believed that learning would naturally and automatically happen when people tried to survive in a different and difficult environment, more studies should continue to uncork this perceived automatic learning process and explore its critical factors.
6. REFERENCES
Anderson, J.C., & Gerbing, D. W. (1991). Predicting the performance of measures in a confirmatory factor analysis with a pretest assessment of their substantive validities. Journal of Applied Psychology. 76(5), 732– 740.
Barrick, M. R., & Mount, M. K. (1991). The Big Five Personality Dimensions and Job Performance: A Meta Analysis. Personnel Psychology, 44(1), 1–26.
Beitler, M. A., & Frady, D. A. (2001). E-learning and E-support for expatriate managers. (ERIC Document Reproduction Service No.: ED452 391.)
Bennet, R., Aston, A., & Colquhoun, T., (2000). Cross-cultural training: A critical step in ensuring the Success of international assignments. Human Resource Management, 39(2 & 3), 239–250.
Black, J. S., & Mendehall, M. (1990). Cross-cultural training effectiveness: A review and a theoretical framework for future research. The Academy of Management Review, 15(1), 113-136.
Brewster, C., & Pickard, J. (1994). Evaluating expatriate training. International Studies of Management and Organizations, 24(3), 18-35.
Byrne, B. (1998). Structural equation modeling with LISREL, PRELIS, and SIMPLIS. Hillsdale, NJ: Lawrence Erlbaum.
Caligiuri, P. (2006). The big five personality characteristics as predictors of expatriate’s desire to terminate the assignment and supervisor-related performance. Personnel Psychology, 53(1), 67-88.
Caligiuri, P., & Santo, V. D. (2001). Global competence: What is it, and can it be developed through global assignments? Human Resource Planning, 24(3), 27-35.
Chang, W. W. (2007). The negative can be positive for cultural competence. Human Resource Development International. 10(2), 225-231.
Chao, G. T., O’Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational socialization:
Its content and consequences. Journal of Applied Psychology, 79(5), 730-743.
Comrey, A. L. (1973). A first course in factor analysis. NY: Academic Press.
Costa, P. T. Jr., & McCrae, R. R. (1985).The NEO Personality Inventory manual. Odessa, FL: Psychological Assessment Resources.
Cullen, J. B., & Parboteeah, K. P. (2005). Multinational management: A strategic approach (3rd Ed.), Ohio:
Thomson.
Friedman, T. L. (2006). The world is flat. NY: Penguin.
Gudykunst, W. B. (2005). An anxiety/uncertainty management (AUM) theory of strangers’ intercultural
adjustment. In W. B. Gudykunst (ed.). Theorizing about intercultural communication. Thousand Oaks, CA:
Sage. (pp.419-457).
Gundling, E. (1999). How to communicate globally. Training & Development, 53 (6), 28-32.
Gustavsson, J. P., Linder, J., Jönsson, E., & Weinryb, R. M. (2003). Construction and assessment of five health-relevant personality traits from a Five-Factor Model perspective. Personality and Individual Differences, 35, 69-89.
Hair, J. F., Anderson, R.E.,Tatham, R, & Black, W. C. (1995). Multivariate data analysis: with readings.
Prentice-Hall, Inc. Upper Saddle River, NJ
Huang, T.-J., Chi, S.-C., & Lawler, J. S. (2005). The relationship between expatriates' personality traits and their adjustment to international assignments. The International Journal of Human Resource Management, 16(9), 1656-1670.
Hulland, J., Chow, Y. H., & Lam, S. (1996). Use of causal models in marketing research: a review.
International Journal of Research in Marketing, 13, 181– 97.
Ilgen, D. R., & Pulakos, E. D. (1999). Employee performance in today's organization. In D. R. Ilgen, & D. E.
Pulakos (Eds.). The changing nature of performance: Implication for staffing, motivation, and development (PP.1-20). San Francisco, CA: Jossey-Bass.
John, O. P., & Srivastava, S. (1999). The Big Five trait taxonomy: History, measurement, and theoretical
perspectives. In L. A. Pervin & O. P. John (Eds.), Handbook of personality: Theory and research (2nd Ed., pp. 102-138). NY: Guilford.
Judge, T. A. & Bono, J. E. (2001). Relationship of core self-evaluations traits—Self-esteem, generalized self efficacy, locus of control, and emotional stability—with Job Satisfaction and Job performance: A meta-analysis. Journal of Applied Psychology, 86(1), 80-92.
Kelley, C., & Meyers, J. (1995). The Cross-Cultural Adaptability Inventory manual. Minneapolis, MN: National Computer System.
Kets de Vries, M., & Mead, C. (1991). Identifying management talent for a pan- European Environment. In S.
Makrdakas (Ed.) Single market Europe (pp.215-35). San Franscisco, CA: Jossey-Bass.
Liu, C. C. (2002). The talent with international competitiveness. [Original work written in Chinese].Paper presented at the Taiwan as an Asia Pacific Operations Center 2002 Forum, Taipei, Taiwan.
Magnin, V. P., & Avril, A. B. (2007). A holistic approach to expatriate success. International Journal of Contemporary Hospitality Management, 19(1), 53-64.
Maruyama, G. M. (1997). Basics of structural equation modeling. Thousand Oaks, CA: Sage.
McCall, M. W., & Hollenbeck, G. P. (2002). Developing global executives: The lessons of international experience. Boston: Harvard Business School Press.
Mendenhall, M. E., & Stahl, G. K. (2000). Expatriate training and development: Where do we go from here.
Human Resource Management, 39(2-3), 251-265.
Pulakos, E. D., Arad, S., Donovan, M. A., & Plamandon, K. E. (2000). Adaptability in the workplace:
Development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85(4), 612–624.
Raykov, T. (1997). Estimation of composite reliability for congeneric measures. Applied Psychological Measurement, 21, 173-184.
Richardson, J., & McKenna, S. (2002). Leaving and experiencing: Why academics expatriate and how they experience expatriation. Career Development International, 7(2). 67-78.
Salas, E., Priest, H. A., Wilson, K. A., & Burke. C. S. (2006). Scenario-based training: Improving military mission performance and adaptability. In: Adler, A. B., Castro, C. A. & Britt, T. W. (Eds.). Military life:
The psychology of serving in peace and combat. Vol. 2, Operational Stress. (pp. 32-53). Westport, CT:
Praeger Press.
Salovey, P., & Mayer, J. D. (1990). Emotional intelligence. Imagination, Cognition, and Personality, 9, 185-211.
Satorra, A., & Bentler, E. M. (1994). Corrections to test statistics and standard errors in covariance structure analysis. In A. von Eye & Clogg, C. C. (Eds.), Latent variables analysis: Applications for developmental research (pp. 399-419). Thousand Oaks, CA: Sage.
Schermelleh-Engel, K., Moosbrugger, H., & Muller, H. (2003). Evaluating the fit of structural equation models:
Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8(2), 23-74.
Selmer, J. (2002). Practice makes perfect? International experience and expatriate adjustment. Management International Review, 41(1), 71-87.
Shay, J. P. & Tracey, J. B. (1997). Expatriate managers: Reasons for failure and implications for training.
Cornell Quarterly, 38, 30-35.
Spreitzer, G. M., McCall, M. W. Jr, Mahoney, J. D. (1997). Early identification of international executive
potential. Journal of Applied Psychology, 82(1), 6-29.
Suutari, V., & Brewster, C. (2000). Making their own way: International experience through self-initiated foreign assignments. Journal of World Business 35 (4), 417-436.
Suutari, V., & Burch, D. (2001). The role of on-site training and support in expatriation: Existing and necessary host-company practices. Career Development International, 6(6), 298-311.
Taiwan Social Change Survey (2008). Taiwan Social Change Survey introduction. [Original work written in Chinese]. Retrieved 2008/5/30 from http://www.ios.sinica.edu.tw/sc/en/home2.php.
Takeuchi, R., Tesluk, P. E., Yun, S., Lepak, D. P. (2005). An integrative view of international experience.
Academy of Management Journal, 48(6), 85-100.
Teagarden, M. B., & Gordon, G. D. (1995). Corporate selection strategies and expatriate manager success. In J.
Selmer, (Ed.) Expatriate Management: New Ideas for International Business. Westport, CT: Quorum Books.
Van Oudenhoven, J. P. & Van der Zee, K I. (2002). Predicting multicultural effectiveness of international students: The multicultural personality questionnaire. International Journal of Intercultural Relations, 26, 679-694.
Weigl, R. C. (2009). Intercultural competence through cultural self-study: A strategy for adult learners.
International Journal of Intercultural Relations, 33(4), 346-360.
Werner, J. M., DeSimone. R. L. (2006). Human Resource Development. (4th Ed.). Mason, OH: Thompson South-Western.
Zakaria, N. (2000). The effects of cross-cultural training on the acculturation process of the global workforce.
International Journal of Manpower, 21(6), 492-510
無研發成果推廣資料