The definition, measurement and prediction of intercultural adjustment and job performance among corporate expatriates

This study addresses central issues in the measurement and prediction of intercultural adjustment. A distinction is made between the independent variables (predictors) and the dependent variables (outcomes or criteria) of adjustment. Fourteen predictor scales are described, plus a social desirability or faking scale. Six criterion scales of intercultural adjustment are described plus a job performance scale. The predictor scales were administered to 2131 corporate employees and their spouses who were considering an international assignment and reliability estimates were determined for the scales. Gender differences were assessed among the scales for male employees and their spouses and for male versus female employees. The criterion scales were administered to 157 members of the original sample after 10 months into their assignments. The employees worked for 17 different companies and were assigned to 31 countries. Job performance was found to be strongly related to the criteria of intercultural adjustment. Significant correlations were found between the predictor variables and criterion adjustment scales. These results were similar to other studies in a series. Practical applications of the results are discussed in terms of assessment and selection for international assignment, feedback and development for enhanced intercultural adjustment and international career planning and development.

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