CHAPTER V DISCUSSIONS
According to the findings in this research, several issues are proposed in order to obtain deeper understanding in Taiwanese female expatriates’ cross-cultural adjustment in China. First, special issues of women adjustment are proposed. And then, the section discusses female adjustment from specific dimensions. Their willingness in continuing assignments and developing in China is discussed in the last section.
Special issues of women adjustment
There are observations and advices which proposed by interviewee concerning about special adjustment issues of female expatriates in China.
Observations of other female expatriates’ adjustment situation
It is frequently mentioned by interviewees that female expatriates, those who came to China, with individualism-oriented personality could adjust better. One of interviewee thought that need of relationship is an important factor on adjustment for female expatriates. In this case, one who was individual could live better in China.
Secondly, many interviewees also indicated that women indeed have more difficulties when they adjusted to the environment in China. Their consideration was mainly because the environment in China was rather inappropriate for female than for male, such as the problem of public security and also the specific recreational culture for male.
Despite these problems, interviewees in this study also believed most of female
Observations of other female expatriates’ adjustment problems
Basically, the problems or complaints, which other female expatriates proposed, are very similar with one another. Boring life and poor living quality, limited interpersonal relationship, and some working problems also bothered other Taiwanese female expatriates. Some married women expatriates would worry about their children’s education planning. In this issue, interviewees were not aware of special difference.
Advises for women who are going to be expatriates in China
The suggestion could be divided into three aspects, psychological, behavioral, and other preparation.
In psychological aspect, they encouraged those women should treat assignment as a chance of trial, and did not need to consider too many trifles. These female expatriates believed it would be good for women to have chance going out and broadening their life. At the same time, many female expatriates also reminded who are interested in expatriation not hold over expectation to the assigned area, just go to assigned area and experience by self.
As to personal behavior, the security problem is an important consider. To avoid possible dangers, women should watch their own behavior carefully, including not staying outside in the late night, conservative dressing, be accompany with others and so on. On the job, women could be more easy-going, and build a friendly relationship with locals. This could help women live in China much more easily and safer as well.
At last, no matter female and male, who are going to plan the expatriation career
should develop their own ability and professions. In such efforts, they could cope with
The final suggestion is to bring expatriates’ mate or families to China as possible.
Many family tragedies happened on Taiwanese expatriates comes from the separation.
These female expatriates sincerely suggested this point. And it also helps female to proceed her assignment longer.
The adjustment dimensions of female expatriates
This section would try to analyze female expatriates’ adjustment in five different dimensions. The purpose is to figure out if the female expatriates showed the common adjustment problems and strategies in these dimensions. Five dimensions are discussed: self-evaluation, time period, assigned area, prior assigned experience and the impact of marital status.
Self-evaluation _ the comparison with U-curve theory
A self-evaluation was done by female assignees during the interview. The researcher asked them to score the degree of adjustment at present and when they arrived. There are two main purposes of self-evaluation scored. The first one is to realize how these female assignees aware of their own adjustment. Second, it provides a source to verify U-curve theory.
The score is used to evaluate how these female assignees feel about their adjustment condition. It is worth to notice that these scores are not used to compare with one another. Thus, it could avoid the possible wrong judgments, for example, the different scored standard of each assignee could bring the wrong analysis when the researcher tried to compare the scores of different women.
From the changing of scores, it offers the researcher information in exploring the
important adjustment issues. At the same time, the verification with U-curve theory is conducted according to the self-evaluation score and their own interpretation. The detailed information represented as followings.
Case A01
Table 5.1. Self-evaluation in adjustment level _ Case A01 Case: A01
Time: 36 months
Adjust. Level Life Work Culture
When arrived 7 7 7
At present 8 8 8
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.1. Self-evaluation in adjustment level _ Case A01
This interviewee showed an average advance in three dimensions and also did
not reveal specific difficulty in which one perspective. In addition, with the time period increasing, the degree of adjustment slightly increased. It could be known that interviewee should have a stable and mature attitude toward cross-culture in this time.
Case B01
Table 5.2. Self-evaluation in adjustment level _ Case B01 Case: B01
Time: 6 months
Adjust. Level Life Work Culture
When arrived 5 5 5
At present 4 7 6
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.2. Self-evaluation in adjustment level _ Case B01
From the figure above, it could be found that assignee B01 has a decreasing adjustment toward general life, and an increasing trend in other two dimensions, especially in the work.
When interviewee B01 recalled her adjustment level in her assignment period, she claimed that she could feel a decreasing trend in life. At first few months, she was interested to new things in Shanghai; however, now she was not as excited and happy as that time. This experience is exactly coincident with the U-curve theory (Black &
Mendenhall, 1991), which there is a honeymoon period in the beginning stage. It could be estimated that this interviewee was experiencing from the honey moon period to culture shock period.
This is an example in coincide with U-curve adjustment theory.
Case C01
Table 5.3. Self-evaluation in adjustment level _ Case C01 Case: C01
Time: 9 months
Adjust. Level Life Work Culture
When arrived 9 8 9
At present 9.9 9 9.9
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.3. Self-evaluation in adjustment level _ Case C01
Assignee C01 had business trip experience in this assigned company before.
Such prior experience helped her cross-cultural adjustment a lot, and thus, she
evaluated high scores in each dimension. But there was a slight lower score in work
aspect; it could be interpreted as what she bothered at present.
Case C02
Table 5.4. Self-evaluation in adjustment level _ Case C02 Case: C02
Time: 27 months
Adjust. Level Life Work Culture
When arrived 6 8 6
At present 8 8 8
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.4. Self-evaluation in adjustment level _ Case C02
It is also showed a stable advance in each dimension, except work. During the interview, it could be found that this interviewee had strong confidence on her working ability. In this case, she did not think assignment work has special difficulty.
The unfamiliar culture and life in China were what she needed to adjust. However, her
increasing degree of adjustment in culture and life could be seen in the above figure.
Case D01
Table 5.5. Self-evaluation in adjustment level _ Case D01 Case: D01
Time: 36 months
Adjust. Level Life Work Culture
When arrived 6 3.5 5
At present 8 8 7
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.5. Self-evaluation in adjustment level _ Case D01
An obvious advance of adjustment revealed in interviewee D01, especially in work aspect. The great increasing trend showed in work was explained by interviewee.
She faced a trouble at work when she just entered her first assignment in Shanghai; at
that time, she even wanted to go back to Taiwan because of that difficulty within one
month. Eventually, she overcame and then proceeded her job in China.
Case E01
Table 5.6. Self-evaluation in adjustment level _ Case E01 Case: E01
Time: 36 months
Adjust. Level Life Work Culture
When arrived 9 9 8
At present 7 6.5 8
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.6. Self-evaluation in adjustment level _ Case E01
It is interesting to found that a decreased score evaluated by this interviewee,
although her assigned period is longer than most of other interviewees. In U-curve
theory, it claimed that expatriates in this period should be in adjustment phase or
mastery phase, which both in an increasing or high degree of cross-cultural adjustment.
This assignee interpreted her self-evaluation. She did not think too much when she entered this job and environment at the beginning, so she was not aware of many difficulties in adjustment. However, with longer time period in assignment, she stared to feel the impact of moving to a different environment. For example, the cold weather usually made her uncomfortable and even affected her health. As to her work, it is mainly because, recently, she was added new job content and responsibility, and she was still trying to be familiar with this situation.
In this case, several issues could be identified. First, it is not necessary an
increasing degree of cross-cultural adjustment with time increased. And second,
special incidents would affect expatriates’ degree of adjustment.
Case B02
Table 5.7. Self-evaluation in adjustment level _ Case B02 Case: B02
Time: 6 months
Adjust. Level Life Work Culture
When arrived 6 5 5
At present 8 7 5
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.7. Self-evaluation in adjustment level _ Case B02
It is also an increasing trend of adjustment, except culture. Interviewee B02
thought that the culture difference did not affect her life and neither did she care about
this question. And during the interview, she also mentioned that she was continuing to
learn management skill on her job. It could be identified through her lower scores at
work.
Case D02
Table 5.8. Self-evaluation in adjustment level _ Case D02 Case: D02
Time: 48 months
Adjust. Level Life Work Culture
When arrived 1.5 3.5 1.5
At present 6.5 8.5 1.5
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.8. Self-evaluation in adjustment level _ Case D02
Interviewee D02 had the longest time in China, however, there were extreme low scores evaluated by her. She claimed that her prior experience in China before entered this assignment was not helpful for her adjustment. The reason could be understood.
Because she had an extremely bad working and living environment at that time, and in
such condition the adjustment was strongly related to external facilities. As long as the
facilities are improved, the degree of adjustment increased.
As to adjustment in culture, this interviewee chose to neglect the difference so she did not try to adjust. Hence, her degree of adjustment was maintained in low level.
And it was estimated that interviewees’ willingness in accepting local culture was also low.
It could be found that this adjustment situation was strongly affected by external factors and willingness as well.
Case B03
Table 5.9. Self-evaluation in adjustment level _ Case B03 Case: B03
Time: 18 months
Adjust. Level Life Work Culture
When arrived 5 8 5
At present 8 8.5 5
0 1 2 3 4 5 6 7 8 9 10
Life
Work Culture
Adjustment level at present
Adjustment level when arrived
Figure 5.9. Self-evaluation in adjustment level _ Case B03
Interviewee B03 volunteered to apply this assignment. According to her
interpretation and evaluated scores, there was no obvious different adjustment level or
situation with other assignees. Except the same scores in culture, she had a lower
degree in general life than the aspect of work when she arrived. But also an increasing
trend could be seen with time extended.
Comparison
0 1 2 3 4 5 6 7 8 9 10
0 1 2 3 4 5 6 7 8 9 10 11
Self-evaluation scores_Life
Cases When arrived
At present
Figure 5.10. The comparison of self-evaluation scores_Life
0 1 2 3 4 5 6 7 8 9 10
0 1 2 3 4 5 6 7 8 9 10
Self-evaluation scores_Work
Cases When arrived
At present
Figure 5.11. The comparison of self-evaluation scores_Work
0 1 2 3 4 5 6 7 8 9 10
0 2 4 6 8 10 12
Self-evaluation scores_Culture
Cases When arrived
At present
Figure 5.12. The comparison of self-evaluation scores_Culture
Through reviewing and comparing interviewee’s self-evaluation scores, it could
be identified that, there is basically an increase score with time extended, especially in
life and work aspects. Among three dimensions, life, work, and culture, work related
adjustment had much higher scores. As to culture aspect, many of them maintained
the same scores; it also showed lower scores than the other two aspects. Besides,
when compared to u-curve theory, the scores did not show an obvious match with
stages which mentioned in theory.
Time period
Table 5.10. Total months of interviewees in China
NO. A01 B01 C01 C02 D01 E01 B02 D02 B03
TOTAL MONTHS IN CHINA (Months)
36 6 9 27 36 36 6 48 18
Because of the aid in prior experience in China, the total time period of female expatriates in this study is calculated according to their months in the present assignment and also their past business trip and working experience in China. The total months is represented above in Table 5.10. And the distribution based on their time period was showed in previous Figure 3.1, which is in page 33.
According to the total periods which they stayed in China, the interviewees could be divided into three groups in this study: 0 to less than 12 months, 12 months above to less than 36 months, and 36 months above. The numbers of sample are 3, 2, and 4 interviewees.
Time period A_ 0 ~ 12 months
In the group of 0 to less than 12 months, two interviewees, B01 and B02, had 6 months period and the other one, C01, had 9 months experience. Their main maladjustment in general life, three interviewees all stated that is the separation with families and friends in Taiwan.
From the perspective of work, it could be aware that they showed a lower
confidence than other two groups. New job contents and management skills were what they still learning and adjusting. And interviewee C01 who was responsible for general life care and associated facilities in the company was frustrated that it was hard to make each of her customers, say internal employees, satisfied. Thus, it could be seen that they still made effort to be familiar with job in assigned subsidiary in this time.
And in appreciation on local culture, there was not a very coincident situation among three assignees. Interviewee C01 showed a better degree of adjustment than the other two.
Based on the discussion above, it could be identified that assignees in this period revealed more uncertainty and lower confidence on their job. Facing the separation with families and friends in Taiwan, they also did not adjust very well yet.
Time period B _ 12 ~ 36 months
In the group of 12 months above to less than 36 months, there are two interviewees, B03 and C02. Interviewee B03 has stayed for 18 months in Tsingtao, and interviewee C02 is 27 months in Kunshan.
They had been lived in assigned region for a period, the environment and living
information there had been well known by both interviewees. Since the uncertainty
and unfamiliar feeling had moved, a matured life model and clear objectives in their
assignment had been built. Both two assignees indicated a clear planning in their
assignment and life. Interviewee B03 would complete this tenure and her next step
would go back Taiwan and have a baby. As to interviewee C02, she pointed out the
reason of her continuing present tenure, which was her objective, traveling the whole
China, was not accomplished yet. Both of them did not willing to stay in China in a
may refer to a reason that female expatriates in this time do not adjust well enough to accept living in China. They could accept the current situation and live comfortable;
however, to stay for a long time was doubtful. Such a thought revealed that female expatriates were passive accepting their environment and life in assignment, not a totally embrace.
A situation can be seen in this period. Female expatriates have learned the necessary living information and are familiar with living environment. Their life model in assignment has been developed. But until now, they still hold a passive attitude toward cross-culture.
Time period C _ 36 months above
In the group of 36 months above, there are four interviewees. Interviewees A01, D01 and E01 have stayed for 36 months in China, and D02 is 48 months.
All of these four assignees ever considered the possibility of settle down in China.
Among them, two assignees, E01 and D02, whose husband is also in China, have much more realistic planning and activity in preparation. Interviewee D02 had bought cars in China and planed to have a house there. Her decision of living and developing in China is obviously confirmed. In the other hand, when interviewee E01 talked about her consideration in staying, she mentioned that she was attracted by the green and spacious environment in China. And the other reason is the higher living quality which lower pricing level brought. But what bothers her is only the separation with families.
Interviewee A01 decided to give up the plan of settling down in China. It is
mainly because she still can not totally trust host nationals. In such situation, she
could not have a relaxing and comfortable life in China. As to interviewee D01, she
stay is her hesitation, which is lacking abilities and opportunities in reentering Taiwan job market. And after so many years in China, she gradually loves its beautiful and spacious environment. In this case, she would consider settling down.
After reviewing the interviewees’ consideration, it is obviously showed that, with the increasing time period in China, assignees have more deeper and intensive understanding toward the environment. For those who considered settling down, they revealed the sincere appreciation on host environment.
Assigned Location
Table 5.11. The assigned location of interviewees in China
NO. A01 B01 C01 C02 D01 E01 B02 D02 B03
ASSIGNED LOCATION
Dongguan Shanghai Kunshan Kunshan Kunshan Kunshan Ningbo Shenzhen Tsingtao
The assigned area which Taiwanese female expatriates stayed is showed as Table 5.11. Basically, the area could be divided into two regions, the southern and northern region in China. The southern region includes Dongguan and Shenzhen city in Guangdong province, and the northern region means Shanghai, Kunshan, Ningbo and Tsingtao.
The different adjustment problems revealed because of region could be found mainly in general life. The most important and worth to notice is the public safety.
Female expatriates who assigned to southern cities showed the strong worry about the
public security condition there. They also represented that they would minimize going
local public security; even several of them thought the security condition is better than Taiwan. They also behaved themselves, but showed more relief in life than who are in southern city.
The other point is the adjustment on weather. The latitude of Guangdong province is similar to Taiwan; therefore the weather condition is similar to Taiwan.
Female expatriates there would not have adjustment problem on weather. However, as to those who lived in northern cities, winter is a difficulty for them. Some of them were even affected in health and mood.
Prior experience in assignment
Table 5.12. Prior experience in assignment
NO. EXPATRIATION EXPERIENCE
A01
Frequent business trips to Guangdong
B01
No prior experience
C01
2003, Kunshan, business trip for 6 months
C02
No prior experience
D01
2001, Shanghai, working experience for 2 years
